EY Human Resources Consultant Jobs

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Show:  All Results Last 7 Days
8 days ago

HR Generalist/People Consultant Assistant Director (Financial Services Office, Philadelphia or

EY McLean, VA

• Manage the HR activities for the Assurance practice within the Financial Services Office • Serve as the tactical front-line support to… EY


8 days ago

Tax Senior Manager – National Tax – Human Capital - HR Performance Improvement – Change Management

EY McLean, VA

One Human Capital is committed to building a culture of world-class client serving professionals with teaming as the foundation to success. We aspire… EY


8 days ago

Tax Experienced Staff - Human Capital - HR Technology

EY Washington, DC

Our Human Capital (HC) practice focuses on assisting clients in managing the cost and risks involved in their Human Resource plans, programs and… EY


8 days ago

Tax Manager – National Tax – Human Capital – HR Performance Improvement – HR Payroll

EY Washington, DC +9 locations

One Human Capital is committed to building a culture of world-class client serving professionals with teaming as the foundation to success. We aspire… EY


8 days ago

Global Mobility Senior Consultant, Tax - Human Capital

EY Melbourne

EY has a worldwide team of human capital professionals who provide insightful HR and tax advice for today's dynamic companies. We help these global… EY


8 days ago

Global Mobility Senior Consultant, Tax - Human Capital, Sydney

EY Melbourne

EY has a worldwide team of human capital professionals who provide insightful HR and tax advice for today's dynamic companies. We help these global… EY


3 days ago

Statistical Modeler / Human Capital Data Analytics Consultant (work force data modeler, researcher, SPSS, Spotfire, Excel, Access, Tableau) -- New York, Secaucus, Philadelphia, Boston – new

EY Cleveland, OH

EY is looking for an individual to undertake data driven analysis to support high profile strategy analytics projects within the Talent function. For… EY


3 days ago

Statistical Modeler / Human Capital Data Analytics Consultant (work force data modeler, researcher, SPSS, Spotfire, Excel, Access, Tableau) -- New York, Secaucus, Philadelphia, Boston, Cleveland – new

EY New York, NY +2 locations

EY is looking for an individual to undertake data driven analysis to support high profile strategy analytics projects within the Talent function. For… EY


8 days ago

HR Generalist /People Consultant (Charlotte, Financial Services Office - Advisory)

EY Charlotte, NC

• Serve as the first point of contact for client groups. Address and resolve requests, concerns and inquiries • Handle and resolves employee… EY


8 days ago

HR Business Consultant - FSO

EY Ireland

As a Human Resources professional at EY you’ll work in a high-performing and supportive environment that gives you the flexibility and support to… EY


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EY Global Chairman and CEO Mark Weinberger
Mark Weinberger
1,066 Ratings
  • 7 people found this helpful

    Scrappy, humble, driven company. Great place to launch a career (particularly in finance); tough place to stay

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at EY (more than 5 years)

    Pros

    If you're interested in a career in finance or in any sort of regulation-driven, compliance-oriented work, run (don't walk) to EY and beat down the door until they let you in. Incredible brand and network in this space. Tough to beat our Risk practice, and our Transaction practice has a solid niche in the market even if their work and their sub-culture are a bit cold and task oriented that feels, well, transactional.

    If you're skilled in one of it's prioritized growth areas (Purpose, Digital/Innovation, Strategy, SAP) - give EY serious consideration. You'll likely need to tolerate a few bumps in the road early on, and an anti-intellectual culture that's off-the-charts on any risk aversion scale (from CEO to Manager levels at least). HOWEVER - if you actually know your stuff and are capable of delivering on what you promise, you will make it through the other side and find a sea of opportunity with a remarkable amount of support and limited (real) competition for resources. This is also true to a lesser extent for the Supply Chain and Customer competencies, and the prioritized sectors (Life Sci, Healthcare, CPG, etc.)

    Cons

    If you are an opportunity oriented person eager to work on top-line growth problems and you're ambivalent about increasing efficiency/profit (in both your own work and in your clients) run from EY like as though it was on fire. The only thing EY hates more than risk is new. Our partnership continues to demonstrate they they will only change when things become so painful that the market has left them no other option. And, usually, any option the market leaves behind is pretty cruddy.

    The Assurance Service Line spent the first 6 years of the Advisory Service Line's rebirth finding ways to exert it's dominance over this up-start business. Now that expectations have been set that roles will need to reverse, it seems they're having a hard time letting go and allowing the balance to fall into some sort of natural equilibrium.

    The business continues to support decisions that seem to run counter to the best interests of the firm as a whole. For instance - why do we continue to audit Oracle when we could make 1000x more (and likely add more value to Oracle) by building a proper global technology advisory practice? Why do we continue to audit Salesforce.com when we could likely make 100x more by building a proper salesforce implementation practice?

    Advice to ManagementAdvice

    Great job marketing the Purpose concept, this is the right way to establish a brand and set your Partners/Principles up for success with clients. Kudos for hiring and promoting high performing women, please continue!! Keep up the fantastic progress with Advisory's "Quest" program for entry level consultant hires. Continue thinning under-performing Partners/Principals/EDs (especially those failing to drive sales, and those burning their people out). Continue looking to drive margin improvements. Continue using any margin improvements we earn to bring our pay and benefits back up to, or perhaps even above, market standards (for competitive markets like the 10 largest cities in the US).

    Learn to walk-the-walk now that you've mastered talking-the-talk. Get rid of all the waste caused by internal middle management in the Americas region; e.g. Why do we need Regional Service Line leaders AND cross-service line leaders (both Office Leaders AND Region Leaders)? Would think we could do just fine with the Region and office leaders. Why do we need separate deal review processes that are different for every Region in the Americas?? And different from all the other global Areas? Take final say on pricing power away from GCSPs - they're pricing you out of business before your people even talk to clients. Be very cautious of placing outside hires into leadership positions before they've had a chance to fully understand EY's culture.

    Let the also-rans take the low-growth businesses, even if they're profitable today; earning twice the revenue makes up for half the profitability (to say nothing of making 10x the revenue). Stop being so afraid of your home-grown talent, even if it was grown within Advisory. Stop being afraid of folks that came from top schools, those universities are at the top for a reason. Give your employees help to understand and follow the draconian independence and compliance rules you enforce, rather that just up-and-firing folks, or putting them in a one-year embargo period to prevent them from being promoted to Partner.

    And, most importantly, learn how to listen to those poor equity-less sods doing your dirty work, even if you weren't prepared for feedback. The best ideas come from the people who have the right context, not just the ones who decided to show up on the forced Idea-Jam sessions you sponsor.

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