Senior Manager - Organisational Development/Effectiveness Lead at KPMG South Africa

Role Summary

• The role of the Organisational Development/Effectiveness Lead is to provide direction and oversight for the delivery of Organisational Development and Effectiveness strategies across the business. The Lead will be responsible for driving the firmwide Culture change and Values refresh programmes; designing and implementing a business led Engagement strategy; lead on the tailoring and roll-out of the Employee Value Proposition and overseeing the Global People Survey. The Lead will also be responsible for all policy, practice and governance of Psychometric Assessments as well as the end-to-end Personal Case assessment process for Associate Director and Partner candidates across Southern Africa.

Lead, advise and support organisational development projects:

• Provide strategic insight, analytical and specialist support to the People Exco and the PPC Leads regarding excellence in leadership and people management
• Resolve and manage organisational development related matters and complex organisational effectiveness challenges
• Review, evaluate and amend policies, procedures, processes and methodologies within the organisational effectiveness space to improve on existing practices in line with the latest national and international market trends/standards
• Identify major changes and driving forces in the business environment which will impact on the firm’s performance and effectiveness and proactively take the necessary action to equip the business to capitalise on these opportunities
• Design and implement programs and interventions aimed at retaining and developing high performing Colleagues and Colleagues in the broader talent pool
• Provide strategic and operational support on the annual Partner and Associate Director 360-degree feedback processes 

Develop and implement a programme to strengthen the firm’s culture:

• Lead the design and development of an organisation-wide culture change programme
• Project manage all aspects related to the implementation of the culture change programme
• Facilitate culture related interventions/programs
• Provide guidance and support with function and business unit level culture change initiatives
• Lead the Culture/Values Steerco and the Working Group
• Develop and implement a firmwide culture change communication strategy and communicate proactively with all stakeholder groups across the business
• Report back to the relevant committees (PISE, People Exco, PPC Leads) on progress made against the workplan and specific KPIs  
• Oversee the roll-out of the refreshed Values workplan 

Drive engagement through a clear and differentiated EVP (Employee Value Proposition):

• Tailor a clear and differentiated EVP in line with the firm’s vision and strategy
• Guide and assist HR teams to utilise the EVP to inform recruitment and retention messages and other communications, and to inform strategic HR priorities
• Guide and assist the business to utilise the EVP to re-build / enhance trust and increase motivation
• Lead the design and development of a business led engagement strategy
• Project manage all aspects related to the implementation of the engagement strategy
• Support People Partners and SHRMs with the design of engagement programs and interventions based on their needs and provide guidance and assistance with implementation
• Oversee the roll-out of the Global People Survey (GPS) and Pulse Surveys
• Work with and support the SHRM responsible for driving the People Leader programme 

Govern the use of psychometric assessments across the business:

• Be the point of contact and take full accountability for the use of all psychometric assessments across the business
• Amend and govern the psychological assessment policy as per HPCSA guidelines, employment and BEE legislation
• Ensure the reliability, validity and culture fairness of all psychometric assessments used in the firm
• Work with external service providers to optimise in-house assessment methodologies
• Provide an end-to-end in-house psychometric assessment service for recruitment, promotion and development purposes
• Support the graduate recruitment and experienced hires teams with the application of psychometric assessments
• Track the use of psychometric assessments at a firmwide level for billing, research and reporting purposes

 
Manage the personal case assessment process for internal colleagues and external senior level lateral hires:

• Project manage the Personal Case portfolio of evidence data gathering and assessment process for all internal and external/direct entry Associate Director and Partner candidates
• Ensure that a consistent and structured Personal Case assessment process is followed for those Colleagues on the leadership track and for all direct entry senior level candidates
• Engage with various points of contact across the business responsible for specific elements of the Personal Case assessment process (PPC, the Ethics Office, Risk Management, SHRMs)
• Collate information received from the various points of contact for every candidate and Colleague
• Ensure that due process is followed, and all the required paperwork is complete for every Personal Case assessment process that is initiated
• Produce a Personal Case assessment report for every candidate to enable Exco and the Board to make informed decisions related to senior level direct entry appointments and internal promotions
• Provide reports and documentation for Managing Partners, external reviewers (as part of the Global Compliance Review process) and other committees as and when required

 
Develop and maintain stakeholder relationships:

• Communicate proactively with stakeholder groups across the business
• Build and manage high-level collaborative relationships with key internal and external stakeholders
• Engage with key stakeholders to gain endorsement of strategies and projects
• Work with external service providers to optimise in-house assessment methodologies
• Work closely with other CoEs and the business to drive effectiveness programs

People development:

• Actively ensure knowledge/skills transfer takes place where appropriate
• Provide coaching, measure progress and hold people accountable
• Support colleague development, and recognise achievements and lessons learned

  
Technical Skills & Qualifications

• Registered Industrial Psychologist with the HPCSA and CPD compliant
• A proven track record of designing and delivering innovative plans, frameworks and initiatives that have had a lasting impact on a business
• A track record that demonstrates sound business acumen and a strong ability to effectively deal with high levels of complexity
• A compelling blend of strategic and operational skills; technical and people skills
   

In addition to the above, the following people skills are important:

• Demonstrated ability to manage conflicting priorities effectively and to influence senior stakeholders
• Ability to establish and build strong, professional relationships
• Proven advisory and client management skills
• Cross-cultural awareness and sensitivity
• Collaborative and strong team working skills
• Strong project management skills
• Exceptional communication and presentation skills

 
Experience & Knowledge

• Minimum of 10 years of experience practicing as an Industrial Psychologist with extensive experience designing, leading and implementing large-scale projects
• Minimum of 10 years’ experience working at a senior management level
• A track record of building and managing high-level collaborative relationships with key internal and external senior level stakeholders
• Experience working in a complex international and diverse cross-cultural environment gained in a professional services firm would be an advantage
• Knowledge of legislation around the application of psychometric instruments and assessments in general; including ethical and culture fairness considerations
• Knowledge of and experience using a wide range of psychometric instruments