Lead HRBP - Advisory ( Senior Manager)

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Job description

The Lead HR Business Partner partners a business where there is a need for a distinct and articulated people strategy such as Performance Group, DA Service Line or KBS function. The Lead HR Business Partner is a strategic partner within their area of the business, the key facilitator and enabler of the matrixed organisation and a driver of change. They are a member of the business area Leadership Team.

Key responsibilities:

1. Lead on the development and operationalisation of a strategic workforce plan and OD aligned to business needs.
2. Bring external market insights and industry best practice to business challenges.
3. Act as trusted advisor to senior leadership team.
4. Interpret management information to provide insight for business area leaders, develop the business area people strategy and facilitate decision-making on organisation and people matters.
5. Develop and drive the senior talent and succession strategy within aligned business area.
6. Act as a change leader, supporting senior colleagues and providing change management expertise and guidance on all organisation and people-related matters within aligned business area.
7. Set the approach (framework, parameters) on key HR cyclical activity (S&B, promotions) with business and ensure outcomes in line with strategy.
8. Ensure aligned IDE plans in place and driving outcomes.
9. Lead on key strategic Capability priorities as defined by the Capability Head of HR.
10. Work with CoEs to develop products and services that are aligned to business strategy and are designed with an employee/customer lens.
11. Deputise for the Head of HR as and when required.

Major Functions / Accountabilities Strategic Planning:

1. Build influential and mutually respectful relationships, providing thought leadership, trusted advice and proactive challenge to clients (eg PGL, DA Service Line Lead, KBS function, partners and other business leaders).
2. Interpret management information to provide insight for business leaders, and facilitate decision-making on organisation and people matters.
3. Proactive involvement in the Performance Group or team business planning exercise.
4. Responsible for ensuring all HR solutions within the Performance Group or team are delivered by deadlines set and to agreed standards.
5. Partner with colleagues from the wider Performance Group operations teams (Finance, Resourcing etc.) to drive activities for the business.

Development of people strategy:

1. Responsible with senior leaders within your Performance Group for defining, developing and rolling out the people agenda.
2. Act as a change leader, supporting senior colleagues and providing change management expertise and guidance on all organisation and people-related matters.
3. Proactively drive your clients forward using a range of change management techniques to achieve their desired initiatives.
4. Be a champion of KPMG's culture, values, behaviours and IDE (Inclusion, Diversity and Equality) agenda in all activities building understanding and confidence within the client group.

Cyclical people activities:

1. Overall responsibility for the successful delivery of the annual people calendar - ensuring the PG, DA SL, KBS function and capability voice is heard in the development of the people calendar.
2. Work with People Function CoEs and People Operations colleagues to ensure HR policy is implemented consistently and effectively.

Recruitment:

1. Work closely with People Partner, HoPO and the Recruitment and Resourcing teams to ensure that they understand the future requirements of the client group at all levels, including Graduate/Student recruitment.
2. Develop and manage the senior leaders' talent pipeline (Partner and Director).
3. Participate in Partner recruitment and promotion activities.
4. Drive the IDE strategy in the hiring of external talent and internal promotions.

HR guidance:

1. Provide trusted strategic advice to Leadership on HR matters.
2. Coach and support senior leaders to develop and maintain people management and development skills.
3. Working with the People Advisory Team, support the resolution of highly complex and/or high risk people issues and flag high risk issues to the Capability Head of People as appropriate.
4. Deal with complex escalations from the People Advisory Team as required.

The People team:

1. Work with others within the HR team, the People Advisory team and CoEs to ensure a shared understanding of the strategic priorities of your client group and enable synergies across the relevant client group.
2. Liaise with other People Function teams, e.g., Talent Acquisition and Learning, to provide a seamless service to the client group on strategic projects and calendar activities.

Performance Management:

1. Responsible for the performance management of a group of Senior HRBPs and HRBPs within the Capability HR team as agreed with the Head of HR.
2. Develop the team and their skills, encouraging a meaningful feedback culture.
3. Have a clear understanding of the firm's commitment to creating a more inclusive culture and promote this with your team and within the wider People organisation.
4. Uphold and role model the firm's values.
5. Coach and mentor others within the wider people function.

Key competencies and skills:

1. Commercially focussed.
2. Business acumen.
3. Customer focus.
4. Strategic insight.
5. Change driver.
6. Organisation design.
7. Stakeholder Influence & Relationship Management.
8. Strategic thinker and ability to translate business needs into people plans.
9. Ability to inspire and lead other HRBPs.
10. Strong client relationships and influencing skills to establish credibility.
11. Honed collaboration skills, understanding how to operate in a complex, matrixed organisation.
12. Demonstrated ability to evaluate and manage conflicting priorities in a fast-paced environment with senior level leaders.
13. Strong relationship development skills and client service ethos, naturally building credibility and confidence at Exec and Capability Leadership level through demonstration of expertise.
14. Resilience.
15. 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.
16. Management, coaching and mentoring skills.
17. CIPD qualification.

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