Associate Director, HR Transformation & Enablement

The posting, as Accenture Federal Services wrote it

At Accenture Federal Services, nothing matters more than helping the US federal government make the nation stronger and safer and life better for people. Our 13,000+ people are united in a shared purpose to pursue the limitless potential of technology and ingenuity for clients across defense, national security, public safety, civilian, and military health organizations.

Join Accenture Federal Services, a technology company within global Accenture. Recognized as a Glassdoor Top 100 Best Place to Work, we offer a collaborative and caring community where you feel like you belong and are empowered to grow, learn and thrive through hands-on experience, certifications, industry training and more.

Join us to drive positive, lasting change that moves missions and the government forward!

Location: Arlington, VA preferred; location negotiable

The Mission

We are seeking an action-oriented Associate Director, HR Transformation & Enablement to lead the design and implementation of our future-state, AI-first HR operating model. This leader will drive HR process modernization and AI-enabled transformation, partnering closely with the CIO organization on HR technology strategy and investments, while overseeing People Analytics & Insights and select HR Centers of Excellence (COEs) or HR Shared Services. The goal is to deliver higher-quality HR services by leveraging technology, AI, automation, and workforce insights to simplify operations and enable HR teams to focus on strategic priorities.

Key Responsibilities

• Partner with the CIO organization to shape the HR technology strategy and roadmap, including solution evaluations, vendor selection, business case development, and investment prioritization.
• Drive AI-first HR transformation by redesigning and simplifying workflows, deploying agentic AI and automation, and shifting routine work to technology-enabled solutions.
• Lead organizational change and adoption of new technologies and ways of working through stakeholder engagement, training, and process modernization.
• Advance People Analytics & Insights capabilities to deliver proactive workforce insights, forecasting, and decision support for HR and business leadership.
• Lead select HR COE functions and/or HR Shared Services, with a focus on operational excellence, service quality, and continuous improvement.

Core Partnerships & Direct Leadership

• Serve as the primary HR functional partner to the CIO organization, collaborating on technology strategy, solution selection, implementation, and ongoing modernization.
• Partner with HR leadership, business stakeholders, and enterprise Reinvention teams to align transformation initiatives with business priorities.
• Lead People Analytics & Insights and select HR COE teams and/or HR Shared Services, based on candidate experience and expertise.

How Success Is Measured

• Establishment of a jointly developed HR technology roadmap, investment strategy, and multiyear transformation plan.
• Succes

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ions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you are being considered for employment opportunities with Accenture Federal Services and need an accommodation for a disability or religious observance during the interview process or for the job you are interviewing for, please speak with your recruiter.

Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of Accenture Federal Services or an affiliated Accenture business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

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.

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