The Employee Lifecycle Management Analyst is responsible for overseeing the onboarding, offboarding, and job change processes for employees within the organization. This role ensures a seamless transition for new hires, departing employees, and those undergoing job changes, while maintaining compliance with company. Additional responsibilities include: + Read, understand and analyze client process as per the business rules as a subject matter expert. + Execute the process accurately and timely as a hands-on processor. + Master the given process and help the team members to overcome process related queries + Escalate issues and seek advice when faced with complex issues/problems. + Creates a logical plan, realistic estimates and schedule for an activity or project segment. + Ensure LWI’s are followed and updated regularly and train the team members on process updates. + Ensure process controls are followed; Maintain, validate and update process documentations as applicable to ensure compliance with documentation requirements. + Participates in Knowledge Transfer of any process/client and acquires in depth knowledge of process as an SME. + Participates in various internal or client initiatives related to Process. + Must have clear understanding of the existing performance metrics in the process, how they are measured and improvise the measurement system to make it more effective and transparent. + Follow the Quality Check and Audit mechanism within process to ensure delivery on SLA’s. + Ensure and maintain the security and confidentiality of client data. Basic Qualification: + Minimum 2 years of experience performing Employee & Organizational Data transactions (such as processing new hires, exit process, or processing job data changes) Preferred Qualifications: + Exposure to BPO industry + Knowledge of recruitment management system like Taleo, Kenexa etc. + Successfactors experience is a plus + Experience in hiring volumes or niche skills + HR Domain certification would be a plus 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 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 Hourly Salary Range California $21.97 to $49.57 Colorado $21.97 to $42.84 District of Columbia $23.37 to $45.63 Illinois $20.34 to $42.84 Minnesota $21.97 to $42.84 Maryland $20.34 to $39.66 New York $20.34 to $49.57 Washington $23.37 to $45.63 What We Believe We have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization. As a business imperative, every person at Accenture has the responsibility to create and sustain an inclusive environment. Inclusion and diversity are fundamental to our culture and core values. Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities. Read more here (https://www.accenture.com/us-en/about/inclusion-diversity/us-workforce) Equal Employment Opportunity Statement Accenture is an Equal Opportunity Employer. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Accenture is committed to providing veteran employment opportunities to our service men and women. For details, view a copy of the Accenture Equal Employment Opportunity and Affirmative Action Policy Statement (https://www.accenture.com/content/dam/accenture/final/accenture-com/document/Annual-Policy-Statement-Regarding-EEO-2023-Applicant.pdf#zoom=50) . Requesting An Accommodation Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions 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 would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email (https://www.accenture.com/us-en/about/contact-us) or 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 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.