SVP, People Operations

NeuraFlash, a part of Accenture, is a leading innovative partner of Salesforce and Amazon, seeking a SVP, People Operations. This role is being introduced during a period of continued growth as we integrate with Accenture. The SVP, People Operations will play a critical role in aligning people practices, systems, and culture across teams, while ensuring continuity, engagement, and long-term organizational effectiveness.

As a core member of the senior leadership team, you will oversee all aspects of human capital management. The ideal candidate is a strategic thinker with a deep understanding of People Operations best practices, including Human Resources, Talent Acquisition, and Learning & Development, a proven track record of leading transformational initiatives, and a passion for cultivating a people-first organization.

Key Role Responsibilities:

Your position reports to the COO and your responsibilities will include, but are not limited to, the following:

Strategic Leadership:

•  Develop and execute a comprehensive people strategy, aligned with the company’s business objectives and long-term goals, while ensuring alignment and integration of people practices, processes, and culture as the organization transitions into new operational frameworks.
•  Assess current people programs in the context of industry standards and organizational objectives, providing insights to support alignment, integration, and long-term effectiveness.
• Serve as a trusted advisor to the Executive Team on organizational culture, workforce planning, and leadership development.

Talent Acquisition & Retention:

• Oversee international recruitment and onboarding processes to attract top talent across the United States, Canada, Colombia, India, and potentially other expansion markets, and ensure a seamless candidate experience.
• Evaluate and redefine hiring profiles across roles to ensure the right candidates and personas are identified, interviewed, and hired.
• Drive high-volume recruitment and pipeline of candidates.
• Implement strategies to enhance employee retention, engagement, and career development.
• Leverage data and analytics to optimize recruitment processes, reduce time-to-hire, and improve hiring quality.
• Evaluate workforce to identify high performers and develop strategy to foster growth and retention.
• Ensure executive and senior leadership have line of sight into employee performance and help guide recognition, continual monitoring of performance, etc.
• Create a succession planning framework to ensure leadership readiness and internal mobility opportunities.
• Conduct regular workforce planning in collaboration with leaders to anticipate future talent needs and inform hiring planning decisions.
• Partner with practice leads and business leaders to identify challenging roles to fill and develop strategies to attract, hire, and retain top talent.
• Strategically grow junior talent pipelines, bringing in entry-level hires or early-career professionals to participate in leadership or skill-building bootcamps, cultivating the next generation of organizational talent.

Culture & Employee Experience:

• Foster a positive, inclusive, and high-performance culture that aligns with the company’s mission, vision, and values.
• Lead initiatives to improve employee satisfaction, engagement, and well-being.
• Conduct regular employee surveys, focus groups, and feedback sessions to gauge satisfaction and identify areas for improvement.
• Lead recognition and rewards programs that celebrate employee achievements, reinforce organizational priorities, and strengthen engagement and retention.
• Act as a mediator to address and resolve workplace conflicts in a way that aligns with company values and promotes a healthy culture.

Learning & Development:

• Develop a comprehensive learning strategy that addresses both immediate skill needs and long-term talent development goals.
• Develop company-wide upskilling plans around AI to ensure all employees have a comprehensive understanding of concepts, use cases, and technology and market developments.
• Ensure employees are aligned to updated role and career frameworks, supporting a smooth transition and clarity in responsibilities, levels, and expectations across the organization.
• Guide ongoing professional development and career growth, helping employees navigate progression opportunities and skill development.
• Conduct training needs assessments to identify skill gaps and align learning programs with business objectives.
• Implement mentorship and coaching programs that pair employees with senior leaders or subject matter experts.
• Monitor and evaluate the effectiveness of training programs through feedback, performance metrics, and ROI analysis.
• Develop strategies to support reskilling and upskilling initiatives, particularly in response to technological or industry changes.
• Develop credential strategy and goals for both Salesforce and AWS to ensure employees gain credentials that are relevant to our business strategy and support our partnerships.

Compensation & Benefits:

• Lead the administration and integration of compensation, benefits, and rewards programs, ensuring day-to-day effectiveness while aligning programs with organizational priorities and future standards.
• Conduct market benchmarking to regularly assess and adjust compensation strategies to maintain competitiveness.
• Oversee variable pay programs, such as bonuses and incentive plans, ensuring alignment to individual and organizational performance.
• Partner with finance and leadership teams to maintain budget alignment for compensation and benefits.
• Monitor and address pay equity gaps through regular audits and recommend updates to compensation frameworks.
• Oversee vendor relationships for benefits administration, ensuring seamless employee access to resources.

Compliance & Risk Management:

• Mitigate organizational risk through effective policies, procedures, and employee relations practices.
• Develop and implement comprehensive HR policies and procedures to ensure compliance with local, state, federal, and international labor laws and regulations.
• Conduct regular audits of HR practices, records, and processes to identify and mitigate risks related to employment law violations.
• Oversee workplace investigations and ensure fair and consistent resolution of employee relations issues.
• Ensure compliance training programs are up-to-date and effectively communicated to all employees.
• Provide training and guidance to managers and employees on compliance-related topics, such as anti-harassment, ethics, and workplace safety.
• Partner with legal counsel to stay informed about changes in labor laws and regulations, ensuring timely updates to organizational practices.
• Implement and manage systems to ensure proper documentation and retention of employee records in line with data privacy laws such as GDPR, CCPA, or other relevant regulations.
• Regularly review and update employee handbooks and HR policies to align with evolving compliance requirements.
• Manage employment-related claims, disputes, or litigation, ensuring swift and strategic resolution to minimize risk to the organization.
• Ensure compliance with applicable health, safety, and workplace regulations, and oversee programs that support employee well-being, engagement, and a safe work environment.
• Oversee global mobility and immigration programs, ensuring compliance with visa requirements and international employment laws.
• Provide strategic oversight of global workforce programs, including mobility, compliance, and local employment practices, ensuring consistent people strategies across regions.

Organizational Development:

• Lead organizational design efforts to align structure, roles, and capabilities with strategic priorities.
• Facilitate change management initiatives to support business growth and transformation.
• Oversee the end-to-end performance review process, ensuring evaluations are fair, consistent, and aligned with employee development and organizational goals.
• Integrate performance management with learning and development programs, ensuring employees have clear pathways for skill growth, career advancement, and leadership development.

Qualifications:

• Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (Master’s degree preferred).
• Experience: Minimum of 5-8 years of People leadership experience, with at least 3 years in a senior leadership role that aligns with all above responsibilities.
• Proven track record of scaling People strategies in high-growth or transformative environments.
• Deep knowledge of HR best practices, employment laws, and industry trends.

Skills & Competencies:

• Experience scaling fast growing Technology Consulting organizations.
• Experience in global talent expansion. 
• Exceptional leadership and interpersonal skills.
• Strong strategic thinking and problem-solving abilities.
• Ability to build trust and credibility across all levels of the organization.
• Excellent communication and presentation skills.
• Data-driven decision-making with proficiency in People analytics and metrics.

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 as set forth below.

We anticipate this job posting will be posted on 03/19/2026 and open for at least 3 days.

California Annual Salary Range

$163,000 to $369,800 USD

Cleveland Annual Salary Range

$150,900 to $295,800 USD

Colorado Annual Salary Range

$163,000 to $319,500 USD

District of Columbia Annual Salary Range

$173,500 to $340,200 USD

Illinois Annual Salary Range

$150,900 to $319,500 USD

Maryland Annual Salary Range

$163,000 to $319,500 USD

Massachusetts Annual Salary Range

$163,000 to $340,200 USD

Minnesota Annual Salary Range

$163,000 to $319,500 USD

New York Annual Salary Range

$150,900 to $369,800 USD

New Jersey Annual Salary Range

$173,500 to $369,800 USD

Washington Annual Salary Range

$173,500 to $340,200 USD

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