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Talent Programmes Senior Manager

Date: Sep 11, 2021

Location: Watford, United Kingdom

Company: KPMG UK

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


Working closely with Learning Business Partners (LBPs) and the Design and Enablement team, this role creates an engaging and relevant talent experience for our colleagues and helps them to lead with purpose, lead inclusively and lead professionally achieving their full potential. This role brings deep expertise to the Talent Agenda and is responsible for bringing external thought leadership to the firm.

Role description

Reporting to the Director, ECD and LED, you will play a pivotal role in our Leadership, Executive & Professional Skills Talent Development strategy. As the Senior Manager Talent you will be responsible for the end-to-end strategic approach to our Talent Agenda here at KPMG.

You will design world class talent interventions based on the latest trends in LEDP thinking. You’ll collaborate with both in-house and external specialists to design a comprehensive, specialist talent curriculum of LEDP initiatives, programs, training events and digital resources. You’ll have a firm hand on the finances, forecasting, planning, and reviewing of the curriculum. Your conceptual reach will cover the full talent life-cycle, understanding hiring, identification, assessment, development and succession planning of talent pools.

Responsibilities:

Strategic Planning

• Ensure a quality and expert service is delivered through design and development of the end- to-end strategic approach to the Talent Curricula
• Work with Director of LED and ECD and Head of Talent on Executive succession development
• Lead the development of KPMG top 250 Leaders aligned to the strategic objectives of the firm
• Work with IDSE to identify, interpret and design learning initiatives around Inclusion and Wellbeing
• Integrate this strategy with global, national and regional priorities and interdependencies
• Forecast budget requirements and integrate into the annual planning cycle
• Forecast and plan all talent curriculum, working with colleagues across LEDP and Design and Enablement to understand existing curriculum, what needs retiring/refreshing and where gaps exist. Manage the overall talent plan
• Strong project management skills
• Understand the cost of your service
• Ensure that the LEDP talent priorities align to and deliver against the Capability strategies.
• Work closely with the Design team and/or suppliers to ensure all design and learning outcomes are fulfilled
• Propose resource requirements for LEDP talent activities, internally and externally, advising on project scope and ramp up periods as necessary
• Identify and source quality external providers to meet requirements, and bring outside in thinking, such as working with universities and business schools, and finding world class vendors who fit the needs of the business.
• Work with Strategy & Management and Procurement to ensure all suppliers align to our required processes and policies
• Design a comprehensive specialist talent curricula of LEDP initiatives, programmes, training events and digital resources relevant to grade, including but not limited to high potential programmes, promotion programmes, executive development, succession planning
• 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
• Lead, develop and implement organisational development strategies, providing thought leadership and innovation in interventions to enable KPMG to become a best practice learning organisation, including but not limited to, performance management, cultural and behavioural change required within KPMG.
• Ensure all aspects of cultural change and talent management are focused on diversity and inclusiveness to ensure accessibility
• When utilisation permits, take on and deliver, additional agreed LEDP projects.
• Research and recommend LEDP talent solutions, aligned to KMPG strategy
• Work closely with Learning Operations to ensure de-duplication, retirement of old content and management of existing talent catalogue
• Carry out regular market evaluation for LEDP talent 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 talent
• Fulfil project updates to Strategy & Management Business Manager as needed to report on strategic priorities
• Under direction from the Head of Talent and working closely with the succession and promotions agenda (and heads of People), assist and coach senior leaders with people and team performance practices, in support of business priorities. Encourage behavioural change and increased accountability for people and team performance.
• Encourage and foster team development and introduce appropriate psychometrics and coaching initiatives.

Operational excellence

• Drive and provide meaningful management information to the business to measure the effectiveness of talent programmes, working with the Head of Content Enablement.
• Work closely with Enablement to monitor LEDP talent 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.
• Manage and escalate risks and issues pertaining to programmes and service levels from both suppliers and KLS.

Requirements

• Degree at a Bachelor level 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 Design and 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 Talent and Learning strategies
• The ability to provide leadership, work collaboratively, and consult effectively and independently with senior levels of the organisation.
• Proven management skills and ability to motivate, support and collaborate in a team environment
• Able to bring out the best in people when working under pressure
• Strong financial management / commercial acumen.
• Vendor relationship management


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