Fresh Opportunities at KPMG South Africa

About the opportunity:

KPMG Southern Africa has been awarded several blue-chip company audits, majority of them listed on one or more stock exchanges. We are committed to providing our professionals with exposure to projects of significance, learning opportunities of value and a path to distinction amongst their peers. 

We are growing our team of data and analytics specialists and we are looking for a Manager who can help lead our dynamic team into the future.

This pivotal position involves providing strategic leadership, fostering innovation, and exercising oversight for our data and analytics team. The incumbent will play a crucial role in driving impactful solutions for our diverse client base spanning various industries. This will be achieved through the strategic utilization of advanced analytics techniques, utilizing cutting edge technologies including artificial intelligence (AI) solutions, machine learning algorithm, predictive analytics and many other.

Key responsibilities:

•  Provide strategic guidance and leadership to our data and analytics team, ensuring alignment with organizational goals.
•  Exercise comprehensive oversight to ensure the successful and timely delivery of high-quality solutions.
•  Lead the development of advanced analytics models, leveraging cutting-edge technologies to deliver innovative solutions.
•  Apply predictive modelling and statistical analysis techniques to extract actionable insights and enhancing the value of client solutions.
•  Drive innovation by identifying and integrating new technologies and approaches, enhancing the overall effectiveness and efficiency of data and analytics initiatives.
•  Remain abreast of emerging trends, tools, and methodologies in the dynamic field of data and analytics to ensure our team stays ahead of industry advancements.
•  Assist with business development efforts by understanding our client's business needs, challenges, and objectives as well as review and provide insight on proposals and listen to the client for cross-sell opportunities in other areas of the firm where possible.
•  Develop tailored, value-adding data and analytics solutions to meet client requirements.
•  Foster the development of data and analytics specialist skills within the Technology Assurance division, including:
• Providing training on various related subjects, on-the-job training coaching, and mentoring to enhance team capabilities.
• Advising on relevant training programs to further develop expertise in data and analytics.

Skills and attributes required for the role:

Skills:

•  Demonstrates sound judgment and decision-making skills, enabling effective and informed choices in complex situations.
•  Exhibits a risk-averse approach, ensuring a careful and considered approach to potential challenges.
•  Possesses strong leadership skills, capable of guiding teams and initiatives with clarity and effectiveness.
•  Demonstrates excellent communication and interpersonal skills, adept at conveying intricate technical concepts to non-technical stakeholders.
•  Displays strong project management skills, including the ability to prioritize, plan, and execute multiple projects simultaneously.
•  Experience in client-facing roles, showcasing an ability to comprehend client needs and deliver tailored solutions effectively.
•  Expertise in developing and implementing advanced analytics models, machine learning algorithms, and AI solutions.
•  Possesses sound experience in data architecture, data modelling, and proficiency in working with relational databases.
•  Demonstrates expertise in creating impactful dashboards, visualizations and storytelling to effectively communicate impactful insights.
•  Sound experience in application development, contributing to big data initiatives, and implementing projects in cloud environments.

Personal attributes:

•  Passion for business, Information Technology (IT) and data
•  Strong desire to learn through diverse experiences
•  Time management, discipline, accountability, self-motivation and eagerness
•  Self-leadership, an enquiring mind and the ability to work under pressure
•  Team leadership skill, ability and experience
•  Excellent client relationship development and conflict resolution skills

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

•  Advanced degree in Data Science, Statistics, Computer Science, or a related field
•  Proven experience of at least 5 years with a strong track record of driving successful projects and teams, of which 4 years must be in data and analytics.
•  Certifications in relevant technologies (e.g., Microsoft Power Platforms, Machine learning, AWS, Python, R, Artificial Intelligence, Robotics etc) would be advantageous.

Added advantage:

•  Honours or other post graduate qualifications
•  CA(SA), CISA or CRISC

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Purpose of the Job:

The purpose of this role is:

• To provide a wide range of tax advisory and compliance services to a large portfolio of medium to large clients

Key job duties or responsibilities:

• Be technically proficient in domestic corporate tax and also have a working knowledge of other taxes to identify and answer tax related questions and understand highly complex tax related problems
• Be able to interact directly with clients in a professional manner
• Be able to manage a project from start to finish (including risk and billings), manage junior team members and be able to work directly with the Partner or Associate Director in delivering a quality product on time
• Explain tax requirements in the context of the provision of financial and related advice
• Make recommendations regarding tax solutions
• Should be able to effectively use research tools
• Be able to gather information from different sources by using effective research tools
• Be able to understand and assist on solutions with client problems using various tools and techniques
• Manage a team of junior team members and professional staff
• Manage the administration of tax matters in terms of the Tax Administration Act, including liaising with revenue authorities on behalf of clients (where applicable).
• Prepare clear, sound, accurate reports containing findings, conclusions and recommendations
• Identify opportunities at existing clients to generate further work, as well as pursuing new target clients / initiatives
• Be able to support the development of opportunities and management of relationships with colleagues within other business units outside of tax

Critical Interpersonal or Interactive skills

• Ability to operate and think on feet
• Ability to delegate
• Strong selling and negotiation skills
• Good communication ensuring understanding (verbal and written) and interpretation skills
• Good command of the English language
• Ability to work under pressure, prioritise and meet deadlines
• Team player with good people skills,
• High level of competence
• Ability to deal effectively with people at all levels
• Be able to interact directly with clients in a professional manner

Qualifications and experience

• CA (SA) or
• LLB; HDip (Tax)
• At least 4 years relevant experience in a corporate tax environment
• Knowledge of Word and Excel
• Must have a wide range of corporate tax skills and experience including opinion writing, concept papers, compliance and due diligence reviews

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Purpose of the Job:

The purpose of this role is:

• To be proactive in all aspects of corporate tax consulting

Key job duties or responsibilities:

• Produce accurate work to a high technical standard
• Draft technically correct opinions and reports for review
• Interpret and apply theoretical knowledge to a practical business solution by utilising a sound knowledge of basic income tax and corporate law
• Prioritise the workload and meet required deadlines
• Gather information from different sources by using effective research tools.
• Assist with the research and preparation of proposals
• Should be able to effectively use research tools
• Gather information from different sources by using effective research tools
• Understand and assist on solutions with client problems using various tools and techniques
• Identify problems on client guidance and use various tools and techniques to provide suggestions on how to solve them
• Build credibility with colleagues and clients by using effective communication skills
• Contribute effectively to the discussions around work and actively participate in generating creative ideas and thoughts
• Adapt to a changing work environment and accommodate changing client demands
• Facilitate teamwork by sharing knowledge with others on a regular basis and actively asking questions in order to achieve personal and work goals

Critical Interpersonal or Interactive skills

• Needs to have drive and enthusiasm
• Able to demonstrate a sound technical ability and knowledge of relevant legislation
• Good interpersonal skills
• Good presentation skills
• Able to communicate at all levels
• Effective time management skills
• Able to deliver to tight time scales
• Able to adapt to different working environment

Qualifications and experience

• BCom, LLB
• CA (SA)
• HDip (Tax) or related degrees
• Strong academic background
• Articles
• Experience in Tax is an advantage

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Description of the role and purpose of the job:

The role of the Performance Development Consultant is to support the Reward and Development Senior Manager with the performance development governance, implementation of strategy and coordination of processes. In addition, the role is pivotal in supporting the growth and development of colleagues, enabling them to reach their full potential and contribute to the success of the firm. 

Measurement

List the tasks underpinning the responsibility

(focus on the complexity of the job whilst providing the detail)

Functional knowledge

(the requirements for technical knowledge of functional work and activities)

• Assist with developing and designing performance development strategies.
• Assist the Reward and Development Senior Manager with translating company goals and metrics into performance objectives for colleagues.
• Provide specialised input into the design of tools and frameworks for competency modelling and career pathing.
• Assist with the consistent deployment of performance development systems, policies and processes across the firm including the linking of business objectives with individual goals and rigorous and consistent assessment of performance based on common criteria.
• Compile content for the PD Like a Pro series.
• Assist BU HR Managers and BU HR Consultant and end-users with trouble shooting to ensure a seamless experience.
• Ensure that the OpenPD system is configured accurately as per the organisation structure.
• Ensure that end users are timeously informed of changes, updates or new system developments. Keeping documents required for the calibration meetings up to date and relevant.
• Monitor the implementation of performance development interventions and reviews, e.g. goal setting, year-end reviews in the firm.
• Regularly report on the status of performance and quality improvement efforts.
• Administer the annual 360 feedback process for Partners and Associate Directors for Southern Africa.
• Administer the warning letter process for non-compliance of the OpenPD and performance development timelines and communicate these to the Function HR teams for actioning.
• Provide the first review of the quarterly compliance matrix scores.
• Monitoring the Managing My Performance (MPP) program for Southern Africa and report on the effectiveness thereof.
• Monitor the Independent Observer process for each performance development process where calibration meetings take place.
• On an annual basis, update the Director scorecards with the changes as approved by the firm’s Executive Committee.
• On an annual basis, review the completion of Performance Development related training courses together with L&D.

Business expertise

(the job’s requirements for knowledge and expertise about the business rather than the technical expertise)

• Support the Reward and Development Senior Manager with the design and training delivery on the implementation of new system functionalities.
• Monitor industry trends and best practices related to performance development, staying informed about emerging approaches and technologies to continuously improve the firm's practices and offerings and share this with the Reward and Development Senior Manager.
• Act as an advisor on the OpenPD system and any performance development related matters.

Leadership

(the requirements of the job for providing leadership and guidance to others, it measures the nature and breadth of the leadership)

• Serve as an advisor to leadership and the business, providing inputs on performance development that enhances colleague engagement, retention, and motivation.
• Educate and create awareness on the performance development processes and approach that are influenced by the firm’s EVP.

Nature of impact

(measures how the job impacts the business by measuring the overall responsibility associated with the job)

• Administer the OpenPD system for the Southern Africa firm.
• Administer the performance development processes for the Southern Africa firm.
• Prepare reports and feedback on the completion of the performance development processes for leadership, highlighting outcomes of the programs and initiatives and for compliance monitoring purposes.

Area of impact

(measures how wide the impact of the job is within the organisation)

• Work closely with ITS and the OpenPD global team to ensure timeous and effective resolution of all OpenPD system delivery issues.
• Work closely with the HR teams in the Southern Africa regions to ensure alignment to the performance development approach.

Interpersonal skills

(the level and type of people skills required to perform this job on an ongoing basis)

• Communicate proactively with stakeholder groups across the business in order to obtain buy-in and input into the performance development system.
• Develop reporting and communications strategies ensuring leadership understands the OpenPD system and processes.
• Build and manage high-level collaborative relationships with key internal and external stakeholders.
• Engage with key stakeholders to gain endorsement of projects.
• Maintain a high level of confidentiality.

Problem solving

(measures the mental skills required in order to perform this job and the complexity of typical problems)

• Conduct data analysis to determine current performance, forecasts and future performance predictions in order to recommend improvements and/or corrective actions.
• Collaborating with stakeholders to identify and resolve issues related to the performance development policies, processes, or systems and identify opportunities for improvement.
• Conducting research and stay updated on industry trends and best practices to enhance problem-solving capabilities.
• Proactively identifying potential risks or obstacles in performance development practices and together with the Reward and Development Senior Manager, develop contingency plans to mitigate them.
• Complete the templates to be used by the BU HR Managers and BU HR Consultants for the mid-year and year-end performance development processes in order to manage the rating outcomes and distributions from the calibration meetings.
• On a quarterly basis, review the performance development policies in the Colleague Handbook to ensure that it remains relevant and up to date.
• On a quarterly basis, review the PPC portal with respect to performance development to ensure that the information remains relevant and up to date.

Level of decision-making / authority

(the level of decision-making that is required in order to perform this job)

• Assess any OpenPD system issues and enhancements and together with the Reward and Development Senior Manager, make appropriate decisions in resolving these matters.
• Recommend performance development policies, programs, and initiatives across the firm that align with the firm’s values, objectives, and overall strategy.

Position specifications:

Educational (minimum level necessary to perform the job)

•  A minimum degree or equivalent qualification in human resource management or other relevant discipline.

Other requirements

•  Knowledge of human resources processes, policies, and procedures.
•  Knowledge of application of standardised performance development methodologies and tools.
•  Able to translate the performance development outcomes into viable action-oriented career plans and succession plans.
•  Able to build stakeholder relationships.
•  A moderate level of proficiency in Microsoft Excel, demonstrating analytical capabilities. The ability to interpret data, analyse trends, and derive actionable insights to effectively enable informed decision-making within the business

Experience (minimum years of experience and in which fields, required to perform the job)

•  Minimum of 3 years human resources experience (performance development experience will be an advantage).
•  Minimum of 3 years’ experience working at a Specialist/Consultant level in a professional services firm.

Core competencies required for the job

•  Champion inclusion
•  Advance on ethical environment
•  Make sound decisions
•  Demonstrate self-awareness
•  High level of quality
•  Ability to translate the strategy into responsibilities
•  Foster innovation
•  Build collaborative relationships
•  Develop and motivate others
•  Emotional intelligence
•  Project Management
•  Adaptable and flexible to changing priorities
•  Maintain confidentiality
•  Excellent presentation and writing skills

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Overall purpose of the role

Responsible for overseeing the entire process of attracting, recruiting, and retaining top talent. Responsible for developing and implementing effective strategies to identify and acquire skilled individuals who align with the company's values and objectives. This role will be important in managing and nurturing the talent within the organization to ensure long-term success and employee satisfaction.

List of key performance areas and key performance indicators

Measurement

List the tasks underpinning the responsibility

(focus on the complexity of the job whilst providing the detail)

Functional knowledge

(the requirements for technical knowledge of functional work and activities)

•  Overseeing the recruitment process and design processes to ensure the team is performing optimally and able to attract and acquire the correct talent
•  Work alongside business leadership to identify workforce requirements in line with business requirements
•  Assist the business to create and develop accurate and compelling job descriptions that will attract the correct talent/candidates
•  Promote the firm’s brand to attract and engage potential top talent candidates
•  Develop and drive initiatives that will create a positive candidate experience throughout the recruitment and onboarding  processes
•  Staying updated on industry trends, talent market dynamics, and emerging recruitment technologies to anticipate talent needs and proactively adapt recruitment strategies to attract and retain top talent
•  Implement continuous improvement initiatives to enhance the efficiency and effectiveness of the talent acquisition process
•  Provide input to the Chief Learning Officer towards the development and implementation of the firm’s Learning strategy in line with organizational goals  
•  Work alongside the Chief Learning Officer to implement and monitor mentoring programs and help drive a mentoring culture in the firm
•  Work alongside the Lead Organisational Effectiveness and Development to assist with initiatives and programs in place to enhance employee engagement and satisfaction
•  Ensure that a consistent and structured  leadership assessment process is followed for those Colleagues on the leadership track and for all direct entry senior level candidates in collaboration with the Lead Organisational Development and Effectiveness
•  Work alongside the performance development Lead to design strategies and processes for talent mapping and career pathing
•  Develop and implement a critical skills assessment framework
•  Ensure that the correct change management processes take place where talent management initiatives are implemented.

Business expertise

(the job’s requirements for knowledge and expertise about the business rather than the technical expertise)

•  Developing and implement a talent acquisition strategy that aligns with the PPC strategy and the firm’s goals. This includes identifying the most effective sourcing channels, designing attractive job postings, implementing efficient candidate evaluation processes and effectively attract top talent to meet the headcount growth need of the business.
•  Together with the BU HR Partners, identify high potential colleagues with key positions in the firm and creating succession plans to ensure a pipeline for these roles
•  Working closely with hiring managers, BU heads, and senior leadership to understand their talent needs and align recruitment strategies and initiatives accordingly.
•  Work alongside the BU HR Partners to assess their workforce plan and provide them with the assistance them in achieving their goals and targets
•  Support the developing and executing a talent development plan in respect to candidates that attended the Development Centres and Leadership Assessment Centres for the purpose of career progression
•  Develop a talent retention approach and program to minimize turnover and one that retains top performers

Leadership

(the requirements of the job for providing leadership and guidance to others, it measures the nature and breadth of the leadership)

•  Performance management of the Experience Hires Recruitment team.
•  Collaborate with the Function Strategic HR Managers to drive succession planning in each Function
•  Improve the firm’s overall ability to attract, develop, retain, and build the strength of succession pipelines according to the firm’s strategy and legislative objectives
•  Support the development and roll-out of an integrated high performance and talent development initiative and, practices, across functions that will support the achievement of the firm’s targets, objectives and needs
•  Collaborate with the Function Strategic HR Managers to drive Career Management initiatives in each Function

Nature of impact

(measures how the job impacts the business by measuring the overall responsibility associated with the job)

•  Ensuring compliance with employment laws and regulations and risk requirements throughout the talent acquisition process, including being the owner on the ISQM controls relating to talent acquisition.
•  Promoting diversity and inclusion by implementing the transformation and inclusion strategy to attract a diverse pool of candidates and eliminate bias from the recruitment and selection process. Challenge areas where this is not being followed or considered.

Area of impact

(measures how wide the impact of the job is within the organisation)

•  Collaborate with hiring managers to make informed decisions about candidate selection.
•  Collaborate with Heads of Function, Heads of Business Units and Function Strategic HR Managers to ensure that succession planning is in place for all key / critical roles
•  Provide input to Head of People for Exco/ Board reporting on talent management strategy including succession planning
•  External stakeholder management i.e. regulators, professional bodies, external recruiters etc

Interpersonal skills

(the level and type of people skills required to perform this job on an ongoing basis)

•  Ability to communicate effectively and with impact at all levels
•  Ability to maintain confidentiality
•  Ability to engage with C-suite executives

Problem solving

(measures the mental skills required in order to perform this job and the complexity of typical problems)

•  Utilising data and analytics to measure the effectiveness of recruitment efforts, identify areas for improvement, and provide regular reports and insights to key stakeholders.
•  Make use of data through analysing the data available and interpreting it to derive meaningful insights in terms of talent management decisions that need to be made.
•  Collect data and analyse this to generate insights and reports on talent metrics, trends, demographics etc and use this information to enable the leadership to inform decision making

Level of decision-making / authority

(the level of decision-making that is required in order to perform this job)

•  In collaboration with the PPC management team and the Head of People, make decisions in terms of the appropriate talent management practices to be implemented

Position specifications:
 Educational (minimum level required to perform the job)

•  Bachelors Degree in Human Resources, Organisational Psychology or a related discipline

 Other requirements

• Comprehensive understanding of talent management practices
•   Professional HR registration will be an advantage

 Experience (minimum years of experience and in which fields, required to perform the job)

• Minimum of 5 to 7 years of experience in HR, talent acquisition and talent development
•   Minimum of 5 years’ experience in a professional services firm

 Core competencies required for the job

• Champion inclusion
• Advance on ethical environment
• Make sound decisions
• Demonstrate self awareness
• Drive quality
• Apply a strategic perspective
• Foster innovation
• Build collaborative relationships
• Develop and motivate others
• Change management
• Highly analytical and ability to interpret data into meaningful insights
• High level of communication skills
• Ability to manage relationships effectively
• Ethical and high integrity
• Ability to maintain confidentiality
• Presentation skills

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Description of the role and purpose of the job:

To credibly engage with business owners of projects to help define projects, requirements, and scope; to understand business requirements, map these to existing tools, standards, architecture and craft appropriate solutions; to then project manage the plan/design/develop phases of the project according to KPMG’s project management methodology; to engage with ITS and with vendors on the necessary aspects of all projects; and to provide reporting and visibility of project related activities within their responsibility.

Key responsibilities:

• Participate in prioritisation of portfolio for all IT projects to ensure business and IT value, and to manage risk
• Manage projects and programs to ensure they are delivered on time, on budget, and meet functional requirements and quality standards, while adhering to KPMG information security standards
• Lead projects from justification and initiation through to deployment, identifying schedules, scopes, budget estimations, risk management/mitigation and project plans
• To coordinate internal and external resources, ensuring projects remain within scope, schedule, and defined budgets, in collaboration with project staff from various functional departments
• Draw up and obtain approval of all required project documentation
• Establish and maintain relationships with appropriate client stakeholders, providing regular contact on project status and changes
• Report project outcomes and/or risks to the appropriate management channels when needed — escalating issues as necessary based on project work plans
• Work on multiple projects within the ITS project portfolio simultaneously
• Manage vendors on projects, including the processes to contract and onboard the relevant service provider

Skills and attributes required for the role:

Skills:

• Project management skills
• Previous success in delivering software and infrastructure projects
• Strong attention to deadlines and budgetary guidelines
• Proven success working with and communicating at all levels of management
• Strong written and verbal communication skills
• Has a strong preference for applying project governance
• Good organisational skills to ensure effective planning and prioritisation
• Good understanding of both business process as well as technology, and is able to map and translate between these domains
• Knowledge of project management methodologies, frameworks and best practices, as well as project management tools
• Ability to draw up detailed project schedules and all required project documentation

Personal attributes:

• Excellent client focus
• Ability to deal with conflict
• Extremely high level of confidentially and integrity
• Able to maintain a friendly, professional manner when liaising with clients, even in challenging situations
• Ability to multi-task
• 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 manage resources
• Team player who is self-aware
• Strong organisation skills; a self-starter with initiative, ability to foster innovation and a common sense approach to problem solving
• Sound decision making ability
• Focus on continuous improvement within the ITS function while advancing an ethical environment
• High level of attention to detail and a desire to drive quality
• Technology savvy

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

• Professional certification — including PMP/PRINCE II/PRAXIS/AgilePM
• 5-8 year’s project management experience

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Description of the role and purpose of the job:

The IT Service Delivery Manager is responsible for developing and leading the team of IT Service Desk Analysts and IT Asset Management. The role includes the day-to-day support, compliance, SLA management, maintenance, lifecycle management and planning of the production business applications used within their service area and ensuring the support strategy is in alignment with the overall IT and business direction.

Key responsibilities:

• Define, document, agree, monitor, measure, report and review against SLA’s the level of IT services provided to the business.
• Determine, document and agree requirements for new services and produce Service Level Requirements.
• Manage the day-to day delivery of the services with operational teams and any third party organisations, in accordance with the SLA’s and KPI’s, ensuring that resourcing requirements are appropriately managed
• Define escalation matrices and manage service escalations to ensure issues are dealt with expediently
• Communicate proactively and clearly with the key stakeholders to ensure effective, timely understanding and reporting of relevant information.
• Communicate effectively to ensure the ITS team clearly understands deliverables to, and expectations from internal clients
• Identify and drive technological improvements that enhance business outcomes for our internal customers
• Develop and maintain effective stakeholder relationships at all appropriate levels across the organisation
• Provide internal and external reporting on agreed service levels, with recommendations for improvements
• Ongoing review and alignment of service offerings with internal customer requirements
• Ensure continuous improvement by initiating and driving regular process and quality reviews within the service teams
• Ensuring agreed transition processes and schedules are followed to ensure successful introduction of new services or versions of existing services.
• Will lead the Service Delivery team in the elimination of support and maintenance costs associated with assets by suggesting the decommissioning or consolidating similar products and help establish total cost of ownership (TCO) of production assets within their defined service function.
• Negotiate with relevant parties in respect of disruptions & major amendments to the provision of services.
• Set clear direction and objectives by defining and establishing team performance measures and standards which underpin overall objectives.
• Providing coaching, mentoring, support and guidance to staff members in reporting line.

Skills and attributes required for the role:

Skills:

• Experience of the Software Delivery Lifecycle
• A good understanding of IT technical solutions and preferably an ITIL foundation qualification
• Excellent leadership and management skills showcasing a coaching and mentoring style
• Excellent communication and interpersonal skills, coupled with the ability to negotiate and influence at all levels

Personal attributes:

• Excellent client focus
• Ability to deal with conflict
• Extremely high level of confidentially and integrity
• Able to maintain a friendly, professional manner when liaising with clients, even in challenging situations
• Ability to multi-task
• 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 manage resources
• Team player who is self-aware
• Strong organisation skills; a self-starter with initiative, ability to foster innovation and a common sense approach to problem solving
• Sound decision making ability
• Focus on continuous improvement within the ITS function while advancing an ethical environment
• High level of attention to detail and a desire to drive quality
• Technology savvy

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

• Minimum of 10 years of progressive work experience, at least 2 years in an IT / Service Management role
• Four-year degree or Diploma with focus on IT, or equivalent combination of education and experience
• Experience of the Software Delivery Lifecycle
• A good understanding of IT technical solutions