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HR Lead – Consulting (Director)

Date: May 27, 2021

Location: Watford, United Kingdom

Company: KPMG UK

Role location: This role can be based in any of our UK office locations.

Major Functions / Accountabilities

Strategic partner to the Consulting Leadership Team.

Key accountabilities:

- Act as the strategic partner, expert adviser and coach to the Consulting 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 IDSE 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 KPMG’ Employee Value Proposition;

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;
- 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.

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
Reports To

- This role reports to the Head of HR Business Partnering for our Advisory business who will set goals and provide performance feedback.


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