HR Lead – Solutions and Digital

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Major Functions / Accountabilities

Strategic partner to the Solutions and Digital Leader and Leadership Team.

We are looking for an experienced HR Lead ideally from a technology background with knowledge and understanding of technology specialist career pathways.

Key accountabilities:

Act as the strategic partner, expert adviser and coach to the Solutions and Digital Leader and leadership team in all matters relating to organisation and people;
Operate as a member of the leadership team, participating in all relevant governance meetings;
Understand the external environment, and input relevant best practice with regard to organisation and people management (e.g. salary benchmarks);
Proactively analyse management information to provide strategic insight for business leaders, and facilitate decision-making on organisation and people matters;
Coach and support senior leaders to develop and maintain people management and development skills;
Build influential and mutually respectful relationships, providing thought leadership, trusted advice and proactive challenge to clients;
Proactively facilitate leaders and other stakeholders in the firm-wide matrix to resolve tensions and promote collaboration.

Development and execution of people priorities:

Participate in the relevant business area’s planning process and leverage deep understanding of the capabilities to guide the development and execution of their strategic people plan;
Partner the relevant leadership teams to understand their business priorities, and build a people strategy that incorporates all HR deliverables for the year ahead;
Ensure all HR solutions provided are delivered by deadlines set and to agreed standards;
Lead capability-specific projects and working groups.

Organisation design, development and change:

Support leaders to align the detailed organisation design of the capabilities (in line with the KPMG operating model) to achieve its strategy;
Analyse organisational effectiveness and initiate the development of solutions to assure function performance;
Act as a change leader, supporting senior colleagues and providing change management expertise and guidance on all organisation and people-related matters;
Champion KPMG’s culture, values and D&I agenda throughout the day-to-day operation of the capabilities across the coverage areas;
Work with the Head of HR Business Partnering to identify and lead key strategic / OD projects on behalf of the HRBP community;

HR service assurance:

Lead the consistent delivery of all planned calendar activities for colleagues across the relevant capability;
Contribute to capability-specific employee engagement activities in accordance with the people agenda, embedding the ‘Our Deal’ Employee Value Proposition;
Proactively support progressing our “magnet for talent” agenda to deliver the best outcomes for the firm.

Team leadership:

Lead a team of HRBPs to inspire, guide and motivate them, and manage their performance to deliver the capability people priorities;
Communicate relevant capability intelligence to other People Function colleagues to align activity and to present an integrated view to the business;
Set the personal objectives and performance management of capability HRBPs;

Membership of HRLT:

Actively participate in the leadership and governance of the People Function, supporting the firm’s vision as most trusted;
Participate in the development and implementation of the firm-wide People Strategy ensuring the voice of your relevant client area is heard and represented in the strategy;
Represent capability needs in decisions affecting development of HR people processes, practices and change programmes;
Collaborate extensively with other HRLT members to facilitate best practice and knowledge sharing, and drive consistency of HR practice across the firm.
Key Metrics & Measures (shared with other HRLs, with interdependent targets and rewards.

Client satisfaction:

Development and delivery of technology career pathway
Leadership skills of capability people managers
Adoption of self-service by all staff in relevant business area
Volume of transactional activities handled by the People Centre
Progression of the capability against delivery of the national capability strategic people plan
Delivery of capability projects / change initiatives (timeliness and quality)
Successful completion of HR Calendar activities for staff in relevant business area
Adoption of and adherence to people processes and policies
Staff engagement, GPS/Pulse score for the capability
Managing staff turnover
Progression against Diversity and Inclusion targets for capability
HRBP turnover and improvement in engagement
Performance against relevant HR benchmarks

Key Behaviours & Skills

A wealth of progressively senior experience in HR roles, predominately in HR Business Partnering and ideally within a professional services or consulting environment
A relevant degree and ideally post graduate degree in a related field (e.g. MA, CIPD)
Significant experience as an HR leader and practitioner, in large matrix organisations and a desire to bring the best of HR to the firm including ideas from beyond the professional services community
Strong external / market awareness, networks and understanding of the broader industry trends and challenges, and the role HR Business Partnering can play in an organisation’s success
Excellent business and commercial acumen, able to understand how people issues relate to business deliverables
Proven aptitude in strategic thinking, thought leadership and innovative ideas to support the development of the people strategies, priorities and plans 
Deep expertise in OD and change management approaches and methodologies
Excellent leadership skills and ability to inspire HRBPs, including those who are indirect reports
Ability to articulate the firm’s vision and values and drive performance in support of business objectives
Excellent coaching skills, for business clients, reporting HRBPs and other HR colleagues.
Strong interpersonal skills and ability to influence, build effective relationships, and manage conflict
Strong relationship development skills and client service ethos, naturally building credibility and confidence at Executive Committee level through demonstration of expertise
Ability to resolve complex problems, weigh up competing priorities and achieve consensus
A continuous improvement approach, able to shape and improve processes and teams to deliver significantly enhanced results
Strong analytical skills to synthesise issues and provide value-adding insight
Excellent strategic communication and presentation skills with ability to engage leadership at all levels, offering compelling insight that influences change
Flexibility in style and approach, and resilience


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