Talent & HR Operations Lead(Job Number: 22000048) at KPMG South Africa

Description of the role and purpose of the job:

The incumbent supports the HR Executive/ Head of People in formulating, facilitating, and communicating the PPC's strategic initiatives and future, actionable goals. Accountable for consistent Talent management and People Performance and Culture (PPC) Operations, improving the quality, efficiency of services rendered by the People function while serving as a point of contact for People Operations matters

The Talent and HR Operations Lead interfaces with the Function and Southern Africa People Partners, regional leadership, and Business Unit Leads

Key responsibilities:

People Strategy execution and operations:

• Work with the Head of People and PPC Team leads to plan and create annual roadmaps for the PPC Business Unit
• Manage PPC Operations and address potential issues when they arise
• Ensure People operational controls are in place e.g., SLA’s, KPI’s with business
• Act as the point of contact for People Operational matters
• Stay current w.r.t PPC skills and industry knowledge, and enable the PPC team to do the same
• Use external benchmarks and other sources to bring insight to problem solving i.e., Global PPC, Management Consulting, SABPP, Corporate Executive Board etc.
• Coordinate People experience operations and find ways to ensure colleague retention

Quality work efforts and adherence to risk management:

• Ensure People policy and procedure owners review their respective policies annually and in line with legislation changes
• Proactively identify risk matters and escalate appropriately
• Understand and ensure adherence to relevant legislation and industry requirements i.e., Employment Equity Act, B-BBEE Act, BCOE, POPI, ISQM etc
• Understand and apply Risk Management procedures in the execution of People programmes and projects
• Act as a role model in terms of achieving results and quality
• Evaluate PPC risks and quality assurance efforts
• Engage and partner with business to understand their needs to develop and implement integrated tactical and operational people plans and People solutions in response to business and people challenges
• Collaborate with stakeholders, Function Heads, People Partners, Strategic HR managers to develop and implement initiatives aimed at optimising and managing organisational design, organisational effectiveness, employee engagement and retention
• Partner with Function People teams to deliver effective, efficient, integrated and value-added People solutions to business in line with business needs
• Drive the implementation and adoption of various People practices and processes using various compliance processes

Effective and efficient People systems and processes supporting business requirements:

• Oversee the implementation of PPC technology solutions
• Collaborate with Infrastructure Business Units and relevant stakeholders to ensure People systems are effective and operational
• Continuous improvement in PPC quality and service delivery
• Monitor overall PPC strategy, systems, tactics, and procedures across the firm
• Ensure effective and efficient management of the PPC function throughout the employee lifecycle (Hire to Retire) adhering to relevant legislation and business requirements
• Maximize the efficiency and effectiveness of PPC processes and procedures

PPC Budget:

• Demonstrate commerciality by reconciling People function costs to business planning requirements
• Systematically review People services and budget progress to ensure value is added and requirements are met
• Lead the development of People / CoE business plan, budget and forecast
• Proactively identify and address potential constraints and dependencies w.r.t the People budget
• Allocate responsibilities to effectively leverage available skills and resources
• Oversee financial and operational matters such as billing, timesheets, and adherence to policy
• Identify cost saving opportunities in People environment

Talent Development:

• Develop the KPMG Talent Development strategy in collaboration with the Head of People and Team Leads
• Translate the KPMG Talent Development strategy applying leading edge frameworks, methods, practices, and tools to improve overall enterprise ability to attract, develop, retain and build strength of succession pipelines according to business strategy and legislative objectives
• Implement leading talent and succession management practices and methodologies to build KPMG’s collective leadership bench strength (across all levels) by providing guidance in the design and implementation of tactical initiatives
• Drive the execution of the Group Talent Strategy
• Support the development and roll-out of an integrated high performance & development process, systems and practices, at all levels across the firm, that will support the achievement of KPMG’s business targets and objectives
• Facilitate change management and training for the end-to-end Talent Development process implementation
• Coach and support People Partners and Strategic HR Managers on the Talent development processes and build capability to own and lead the process and create robust talent development plans to enhance performance

Stakeholder Relationships:

• Establish Personal credibility with clients/customers and colleagues internally (functions) and externally (relevant professional bodies)
• Communicate proactively with stakeholder groups i.e., Function heads, People Community, function COO, People Partners across the business to obtain buy-in and input into People operations
• Liaise with internal and external stakeholders to ensure seamless execution of the overall HR operations
• Spearhead PPC communications, team building and employee engagement activities in collaboration with Team leads (COE leads and Strategic HR managers/ Business partners)
• Work closely with the People Council and Strategic HR Managers/ Business partners to maintain and improve the company culture

People Development:

• Demonstrate leadership through behaviours that are consistent with KPMG’s Values and Code of Business Conduct
• Manage and collaborate with PPC Strategic HR Managers, the talent acquisition team and global mobility teams
• Create an environment that supports individual growth and high-performing teams
• Actively ensure knowledge/skills transfer takes place within PPC BU via the academy
• Mentor and motivate teams to achieve productivity and engagement
• Support colleague development, and recognise achievements and lessons learned
• Ensure meaningful and timeous performance development processes for own colleagues

Skills and attributes required for the role:

Skills:

• Knowledge in executing strategy in a professional services organisation
• Knowledge in HR methodologies, tools and techniques and value chains
• Knowledge in HR strategy development and enablement
• Knowledge of emerging trends in HR and utilising a variety of HR tools / models to achieve results
• Knowledge of the relevant labour and skills regulatory frameworks (BCEA, LRA, skills development, B-BBEE, etc.)
• Knowledge of HR and talent management lifecycle
• Knowledge of HR systems
• Strong leadership and Stakeholder Management skills
• Critical thinking skills
• Excellent verbal and written communication skills
• Interpersonal, engagement and relationship management skills
• Analytical/statistical skills
• Transformational leadership
• Coaching skills
• Negotiation skills
• Presentation skills
• Business management skills (business acumen).

Personal attributes:

• Ability to communicate complex issues in a simple, engaging, and concise manner
• Ability to multitask and manage multiple priorities in a fast-paced work environment
• Strategic thinker and effective problem solver
• Extremely high level of confidentially and integrity.
• Able to maintain a friendly, professional manner when liaising with clients, even in challenging situations.
• The ability to build collaborative relationship with good interpersonal skills and the ability to relate well to colleagues with differing levels of expertise and skills while championing inclusion and diversity.
• The ability to work well under pressure and to perform to deadlines.
• Ability to lead and manage multi-disciplinary team.
• Team player who is self-aware.
• Sound decision making ability

Minimum requirements to apply for the role (including qualifications and experience):

• Experience across PPC value chain i.e.  people acquisition, management, retention and Talent Development
• Management Consulting experience would be advantageous
• HR or Organisational Psychology qualification
• Solid track record in sourcing and developing top talent
• Track record implementing best practice people experience and wellness, talent development / career growth and satisfaction strategies
• Minimum 7-10 years’ HR generalist experience
• Minimum of 5 years’ experience working at a senior management level