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:
• Lead on the development and operationalisation of a strategic workforce plan and OD aligned to business needs
• Bring external market insights and industry best practice to business challenges
• Act as trusted advisor to senior leadership team
• 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
• Develop and drive the senior talent and succession strategy within aligned business area
• 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
• Set the approach (framework, parameters) on key HR cyclical activity (S&B, promotions) with business and ensure outcomes in line with strategy
• Ensure aligned IDE plans in place and driving outcomes
• Lead on key strategic Capability priorities as defined by the Capability Head of HR
• Work with CoEs to develop products and services that are aligned to business strategy and are designed with an employee/customer lens
• Deputise for the Head of HR as and when required
Major Functions / Accountabilities Strategic Planning:
• 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)
• Interpret management information to provide insight for business leaders, and facilitate decision-making on organisation and people matters
• Proactive involvement in the Performance Group or team business planning exercise
• Responsible for ensuring all HR solutions within the Performance Group or team are delivered by deadlines set and to agreed standards
• Partner with colleagues from the wider Performance Group operations teams (Finance, Resourcing etc.) to drive activities for the business.
Development of people strategy:
• Responsible with senior leaders within your Performance Group for defining, developing and rolling out the people agenda
• Act as a change leader, supporting senior colleagues and providing change management expertise and guidance on all organisation and people-related matters
• Proactively drive your clients forward using a range of change management techniques to achieve their desired initiatives
• 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:
• 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
• Work with People Function CoEs and People Operations colleagues to ensure HR policy is implemented consistently and effectively
Recruitment:
• 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
• Develop and manage the senior leaders’ talent pipeline (Partner and Director)
• Participate in Partner recruitment and promotion activities
• Drive the IDE strategy in the hiring of external talent and internal promotions HR guidance:
• Provide trusted strategic advice to Leadership on HR matters
• Coach and support senior leaders to develop and maintain people management and development skills
• 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
• Deal with complex escalations from the People Advisory Team as required
The People team:
• 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
• 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:
• 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
• Develop the team and their skills, encouraging a meaningful feedback culture
• 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
• Uphold and role model the firm’s values.
• Coach and mentor others within the wider people function
Key competencies and skills:
• Commercially focussed
• Business acumen
• Customer focus
• Strategic insight
• Change driver
•Organisation design
• Stakeholder Influence & Relationship Management
• Strategic thinker and ability to translate business needs into people plans
• Ability to inspire and lead other HRBPs
• Strong client relationships and influencing skills to establish credibility
• Honed collaboration skills, understanding how to operate in a complex, matrixed organisation.
• Demonstrated ability to evaluate and manage conflicting priorities in a fast-paced environment with senior level leaders
• Strong relationship development skills and client service ethos, naturally building credibility and confidence at Exec and Capability Leadership level through demonstration of expertise
• Resilience
• 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
• Management, coaching and mentoring skills
• CIPD qualification
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