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Talent Development Senior Manager

Date: Sep 11, 2021

Location: Watford, United Kingdom

Company: KPMG UK

Location: Watford or other regional location.
Hours: Full-time

Our Leadership, Executive Development & Professional Skills LEDP team lead with vision. They are at the forefront of thinking; developing new and innovative approaches and paving the way to helping individuals and the firm reach their full potential. Working closely with Learning Business Partners (LBPs) and the Talent CoE specialists, this team create an engaging and relevant experience for our colleagues and help them to lead with purpose, lead inclusively and lead professionally. The team bring deep expertise to the leadership and professional skills agenda and are responsible for bringing external thought leadership to the firm. There are 3 curricula leads each reporting into the Director, LED and ECD:

1. Executive curricula – Partners and Exec Coaching
2. Leadership Development curricula – Grades E to A
3. Business Development & Professional skills curricula (including Sector coverage)

Role description

Reporting to the Director, LED and ECD, you will play a pivotal role in our Leadership, Executive & Professional Skills Development strategy. As the leader of the LEDP team you will be responsible for the end-to-end strategic approach to Leadership, Executive and Professional Skills Development here at KPMG.
Working closely with experts from across the learning function, you will design a world class strategically connected curriculum based on the latest trends in LEDP thinking. Drawing upon your deep expertise and subject knowledge, you’ll collaborate with both in-house and external specialists to design a comprehensive, specialist curriculum of LEDP initiatives, programs, training events and digital resources that will positively impact our leaders development and deliver measurable ROI to the business. To ensure tangible benefits are delivered to the business, you’ll have a firm hand on the finances, forecasting, planning, and reviewing of the curriculum.


Strategic Planning

• Working with Heads of People and supporting Learning Business Partners, interpret, challenge and define firm-wide LEDP curricula to drive business performance, in service of quality, scalable solutions
• Design and develop the end-to-end strategic approach to your curricula in close collaboration with Design and Enablement.
• Forecast budget requirements and integrate into the annual planning cycle. Manage budgets according to the annual cycle in partnership with Finance
• Forecast and plan all curriculum, working with Design and Enablement to understand existing curriculum, what needs retiring/refreshing and where gaps exist
• Accountable for overall quality and strategic connectivity of your curricula to the needs of the business.
• Understand the cost of your service, and work with Design and Enablement to ensure all costs are identified and factored into the design phase.
• Ensure that the LEDP priorities align to and deliver against the Capability strategies.
• Work closely with LBPs to keep senior stakeholders updated
• Propose resource requirements for LEDP activities, internally and externally
• Identify and source quality external providers to meet requirements, and bring outside in thinking, such as working with universities and business schools
• Design a comprehensive specialist curricula of LEDP initiatives, programmes, training events and digital resources relevant to grade
• Develop a connected view of learning, which brings talent review processes and career paths together for a fully integrated and strategic approach to learning.

Strategic Management

• Operate as part of the senior leadership team in Learning, role modelling our Values and driving high performance.
• Research and recommend LEDP solutions, aligned to and fulfilling gaps identified in the LNA
• Work closely with Learning Operations to ensure de-duplication, retirement of old content and management of existing catalogue.
• Carry out regular market evaluation for LEDP services inviting specialists in to constantly refresh ideas and methodologies for leadership development.
• Play a key part in developing new and innovative approaches to LEDP.
• Assist and coach senior leaders with people and team performance practices, encouraging behavioural change and increased accountability for people and team performance.
• Encourage and foster team development and introduce appropriate psychometrics and coaching initiatives.
• Work closely with Strategy and management Business Manager to track progress against learning strategy and business case.
• Work closely with Content Enablement.

Operational excellence

• Drive and provide meaningful management information to the business to measure the effectiveness of programmes, working with the Head of Enablement
• Work closely with Enablement to monitor LEDP interventions, reviewing that they give best value for money and return on investment
• Monitor all measurable savings, particularly around cost reduction and cost avoidance.
• Ensure that any reports and statistics are in line with business requirements
• Facilitation will be part of the role and a balance will be found between keeping skills fresh and relevant within the job role

People Leadership

• Provide constructive feedback and to coach, support and guide LEDP team.
• Oversee the day-to-day tasks of the team, giving guidance and support
• Clearly define objectives providing constructive feedback and to coach, support and guide LEDP team
• Ensure that all in the LEDP team deliver at the highest possible standard.
• A role model for performance management, you will conduct regular check-ins and quarterly performance reviews
• Build a diverse team in order to fulfil our IDSE agenda and implement the firm’s IDSE goals.


• Degree at a Bachelor level required or equivalent.
• Deep expertise in the subject, through psychology, work experience, or professional qualifications with the ability to translate client business needs into realistic and achievable plans in collaboration with Content Enablement.
• Experience at senior manager level and have a proven track record in core HR competencies and exposure to the associated risks.
• Relevant experience in leadership development design, vendor management, assessment tools and learning models and constructs.
• Deep understanding of different learning styles, modes of delivery and competency frameworks, potential tools
• Experience of working in a partnership and highly matrixed organisation desirable.
• Ability to understand and develop effective Learning strategies while understanding the implications from a culture, business success and company practice standpoint.
• The ability to provide leadership, work collaboratively, and consult effectively and independently with senior levels of the organisation.
• Proven team leadership and management skills and ability to create a high performing, motivating, supportive and collaborative team environment.
• Vendor relationship management.

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