The Regional Delivery Lead (RDL) is the senior client-facing delivery lead for their assigned region, responsible for stakeholder engagement, scope adherence, delivery oversight, and innovation enablement within a complex multi-service global HR operations program. The RDL partners with global leadership, site teams, and functional leads to deliver seamless operations, represent the regional voice in strategic planning, and influence tooling evolution and process transformation to achieve measurable business outcomes.

Core Responsibilities:

Stakeholder Engagement & Escalation Management

• Serve as the main contact for regional client stakeholders, manage senior relationships, identify needs, risks, and opportunities, and handle escalations by validating issues, coordinating responses, and ensuring satisfaction.

Risk & Governance Oversight

• Proactively identify emerging risks (e.g., scope creep, inconsistent delivery behaviors) and collaborate with Portfolio Leads and Governance teams to resolve. Ensure compliance with global contract, operations, and security standards.

Innovation & Reinvention Enablement

Act as a regional thought partner, shaping innovation roadmaps and supporting adoption of AI, automation, and new tools to enhance delivery maturity.

Cross-Service Collaboration

• Collaborate with crossservice teams e.g., Operations, Strategy, Technology, etc to create integrated delivery solutions aligned with Accentures Reinvention Services.

Regional Delivery Leadership

• Coordinate delivery teams for coverage, quality, and adaptability to local cultural, legal, and process factors. Represent the region in leadership forums to drive global consistency and localized adaptability.

Transition & Intake Management

• Partner with Intake & Transition to oversee the smooth adoption of new work, regional transitions, or scope expansions.

Performance & Metrics

• Track and influence delivery maturity metrics, ensuring continuous improvement and operational excellence.

Basic Qualifications:

• Minimum of 5 years in operations leadership roles, ideally in HR, service delivery, or account governance, managing delivery risks, escalations, and scope governance activities

• Minimum of 3 years directly supporting or leading multi-location delivery

• Minimum of 1 year experience supporting process improvements, new tool adoption, or data/AI-enabled delivery enhancements

Preferred Experience:

• Strong stakeholder and relationship management skills with executive presence.

• Systems-level thinking; ability to connect dots across functions and identify root causes.

• Deep familiarity with managed service delivery models and multi-tiered operations.

• High comfort navigating matrixed organizations and influencing without direct authority.

• Experience working across multi-service delivery environments (e.g., Operations + Technology + Consulting)

• Demonstrated ability to manage change, influence cross-functional partners, and support continuous improvement efforts.

• Exposure to AI/Gen AI tools, platform-based delivery, and reinvention programs.

• Risk & Compliance Management

• AI-enabled Delivery & Automation

• Operational Governance & Maturity Frameworks

• Cross-Service Integration (Operations + Technology + Consulting)

• Stakeholder Management & Executive Communication

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 until 03/25/2026.

Accenture offers a market competitive suite of benefits including medical, dental, vision, life, and long-term disability coverage, a 401(k) plan, bonus opportunities, paid holidays, and paid time off. See more information on our benefits here:

U.S. Employee Benefits | Accenture

Role Location Annual Salary Range:

California $132,500 to $302,400

Cleveland $122,700 to $241,900

Colorado $132,500 to $261,300

District of Columbia $141,100 to $278,200

Illinois $122,700 to $261,300

Maryland $132,500 to $261,300

Massachusetts $132,500 to $278,200

Minnesota $132,500 to $261,300

New York $122,700 to $302,400

New Jersey $141,100 to $302,400

Washington $141,100 to $278,200

About Accenture

Accenture is a leading global professional services company that helps the world’s leading businesses, governments and other organizations build their digital core, optimize their operations, accelerate revenue growth and enhance citizen services—creating tangible value at speed and scale. We are a talent- and innovation-led company with approximately 791,000 people serving clients in more than 120 countries. Technology is at the core of change today, and we are one of the world’s leaders in helping drive that change, with strong ecosystem relationships. We combine our strength in technology and leadership in cloud, data and AI with unmatched industry experience, functional expertise and global delivery capability. Our broad range of services, solutions and assets across Strategy & Consulting, Technology, Operations, Industry X and Song, together with our culture of shared success and commitment to creating 360° value, enable us to help our clients reinvent and build trusted, lasting relationships. We measure our success by the 360° value we create for our clients, each other, our shareholders, partners and communities.
Visit us at www.accenture.com

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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. Further, at Accenture a criminal conviction history is not an absolute bar to employment.

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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