KPMGI HR Business Partner

Job description

KPMGI Group Context and Background

KPMG International (KPMGI) does not provide professional services to clients. KPMGI works globally to set our strategy, ensure global consistency and provide expertise to support member firms in the delivery of our Collective Strategy and the achievement of our growth and trust ambition. KPMGI people, or those in Global roles, work across the world in a number of function, sector and business support teams.

The KPMGI HR team is responsible for delivering the Talent Strategy and innovative solutions that support the Global Business Strategy and key strategic priorities, as they impact those in Global roles.

Organizationally, every Global function is supported by a designated KPMGI HRBP

Role Summary

The KPMGI HRBP is primary liaison on all People matters impacting relevant Global persons, in the population they support, across multiple Global locations. This role works closely with the Global Leaders of Global functions (i.e. GMT Leader, Global COO, Chief of Staff, Senior People Leader, where applicable), in-country HR and Compensation teams, in-country HR Advisors supporting Global and other HRBPs within the KPMGI HR.

HRBP's will apply their generalist background and provide oversight, direction and support to ensure both effective and efficient provision of HR services to a Global function. KPMGI HRBP roles are instrumental in driving improved business performance with focus on consistency of HR communications, policy and process.

Accountabilities

40% - Workforce planning & management

- Have complete visibility, at all times, of all incoming KPMGI resources & movements, be it direct hires, bought-in staff, 3rd party contractors, rotations, etc. and an oversight of the mechanics of these movements; advise and challenge KPMGI hiring managers on the job specifications and package structures to be offered to new hires for KPMGI.
- Maintain for respective Global function, in close cooperation with Global Finance Controllers and under supervision of the PMO (KPMGI Talent & Operations SM), a real-time database containing relevant and necessary information on people in Global roles; purposefully use the employee data; maintain up to date organizational charts, employee lists, Global function DL and employment terms for all individuals within Global function
- Assist respective Global Leadership team on workforce planning assessments and related requirements and actions (e.g. skill gap analyses, strategic resourcing, recruitment, retention programs, defining the experience capabilities/role requirements of the future, mobility, succession planning, etc.) as needed;
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20% Performance & Talent

- Facilitate and manage Interim and year end calibration discussions across the entire Global function; provide advice and challenge to the KPMGI performance managers on the application of the MF and KPMGI process to identify and manage and support both strong performers and underperformers.
- Proactively engage with KPMGI Performance Managers to ensure robust performance objectives are set for their appraisees and support the upskilling of PMs throughout the performance cycle

10% - Pay Planning

- As one of the key Pay Planning designates for the Global function 1) support making fair, timeous and consistent pay recommendations, accounting for both the local approach, the KPMGI approach and the unique needs within the KPMGI function (i.e. hot skills, etc.) 2) educate, counsel and support other Pay Planning designates in the Global function during the KPMGI pay cycle 3) consolidate and maintain an overview of pay decisions and nuances for each team member once agreed with the Global COOs; the KPMGI HRBP ultimately holds accountability for accuracy of pay data provided on behalf of the Global function


15% - Employee Relations

- Provide proactive guidance to KPMGI leaders on informal employee relations challenges, such as immediate challenges with performance or relationships among KPMGI people that have no legal or disciplinary implications; anticipate and resolve employee matters and questions

15% - Other Initiatives

- Establish close working relationships with respective Global COOs, CoS and SPLs (where applicable), within allocated Global function, to be seen as trusted and value adding advisor; understand and drive execution of the People priorities uniquely relevant to the Global function
- Contribute to the determination of the KPMGI-wide action plan emerging from the annual Global People Survey and oversee due follow through in order to continually focus on increasing engagement levels.
- Identify opportunities for improvement, across KPMGI, on attraction, engagement and retention of talent, based on the understanding of industry standards and existing, emerging and best in class people practices in KPMGI core locations or functions
- Further KPMGI HR Priorities both as an active member of the broader KPMGI HR/ HRBP community and as a contributor to either the design or implementation of certain strategic KPMGI HR initiatives

“Everyone a Leader” Competencies

1. Drive quality: Delivers high-quality products and exceptional service that provide value and exceed client expectations
2. Apply a strategic perspective: Uses diverse sets of inputs to develop a broad perspective on business and people issues
3. Make sound decisions: Exercises sound ethical and business judgment when making decisions
4. Build collaborative relationships: Connects with individuals, teams and organizations to build lasting, collaborative relationships that enable global, firm-wide growth
5. Develop and motivate others: Engages teams, instills confidence, and coaches people to find meaning in their work and achieve exceptional results

Skills & Qualifications

To be successful, you must have strong people and problem solving skills, project/case management and analytical capabilities. In addition, you will possess a good understanding in the areas of recruitment, HR technology, business processes, performance and talent management, compensation and benefits and able to interact and deal effectively with different stakeholder groups within the KPMGI network. As well as a strong appreciation of the sensitivity of information, respect for confidentiality and a solid team-oriented attitude.

- Technical knowledge of Employment law and the application
- Good project management skills for medium scale initiatives
- Analytical skills
- Ability to identify and analyze trends in employee data
- Experience in recruitment is an asset
- CIPD or part CIPD qualified is an asset

Experience/Knowledge

- Strong team player with good influencing skills
- Ability to coach peers, team members, and key stakeholders
- Aptitude for continuously improving processes/best practices
- Integrates information from a variety of different sources and considers the broader impact of issues
- Self-motivated and able to manage conflicting deadlines and demands
- Strong mind-set for continuous improvement and meeting or exceeding client expectations
- Proven track record of successful relationship development and management capabilities with stakeholders
- Ability to influence and confidently negotiate at all levels
- Demonstrated ability to influence, evaluate and manage conflicting priorities effectively in a fast-paced environment with senior level leaders