The Global Benefits Manager oversees the development and implementation of benefit solutions for Accenture globally. This position manages the development of Accenture's short- and long-term benefit strategy and ensures that Accenture's benefit programs are competitive and aligned with Accenture's total rewards strategy in each country. Also manages the benefits philosophy, process, and operational guidelines.
Working with HR leadership, they may manage aspects of acquisitions and BPO engagements. Additionally, the Global Benefits Manager oversees various health and welfare projects.
Key Responsibilities
Work to implement global solutions such as brokering strategies, global minimum standards, policies, financial strategies, etc. to drive innovation, employee experience and cost optimization
Monitor Accenture's benefit programs to ensure compliance with applicable laws, standards, and work council agreements and ensure that Accenture programs are fully integrated with statutory programs within each country.
Global Governance: Assist countries with developing their benefit business cases for changes to the existing programs and/or the creation of new programs through assessment against our global principles and market intelligence
Develop and implement global solutions to maximize economies of scale and spend.
Ensure our employees who transfer across the globe have adequate coverage and develop solutions to solve for any gaps.
Develop and maintain a network benefit contacts within the geographies.
Monitor benefit trends and provide guidance to leadership on direction of our programs
Identify and lead the participation in market surveys.
Manage other health & welfare and benefits projects, as necessary (e.g., multinational insurance pooling, analysis of coverage data for outsourcing or merger/acquisitions, senior executive new program design, communications strategies, vendor management, etc.).
Develop/refine benefits policies to guide geographic programs design and governance.
Responsible for administration of global SE benefits plans and applicable policies
Vendor Management and project management skills
Data auditing, analysis and reporting capability with keen attention to detail
Data management with HRIS, benefits and payroll information
Other projects as assigned
Job Requirements:
Travel: 10%
Must have a flexible schedule as this is a global team with meetings outside of typical US working hours.
Basic Qualifications:
Minimum of 5 years of global benefits experience
Preferred Qualifications:
Experience working at a company with an employee base of 80k+
Data management with HRIS, benefits and payroll information
Data auditing, analysis and reporting capability with keen attention to detail
Collaboration with various areas of the company such as risk management, tax, payroll, mobility
Strong communication and analytical skills
Self-starter and critical thinking will be required
Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired in California, Colorado, District of Columbia, Illinois, Maryland, Minnesota, New Jersey, New York or Washington as set forth below.
We accept applications on an on-going basis and there is no fixed deadline to apply.
Information on benefits is here. (https://www.accenture.com/us-en/careers/local/total-rewards)
Role Location Annual Salary Range
California $94,400 to $293,800
Colorado $94,400 to $253,800
District of Columbia $100,500 to $270,300
Illinois $87,400 to $253,800
Minnesota $94,400 to $253,800
Maryland $94,400 to $253,800
New York/New Jersey $87,400 to $293,800
Washington $100,500 to $270,300
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Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.
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The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.