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Description of the role and purpose of the job:
- Delivery and facilitation of training solutions based on the needs of the business, support business with training solutions as well as manage relevant key stakeholder relationships within the Audit business practice. Training solutions should enhance a high-performance culture, leadership and improve productivity and efficiency by increasing technical and soft skills knowledge through developing, designing and maintaining Audit training courses.
- Involvement in key strategic L&D projects aligned with the business need and the requirements of accreditation and regulatory bodies.
- Presenting and facilitating training courses mainly audit technical training to junior and senior colleagues as well as interpersonal, business development and leadership skills courses.
- Responsible for KPMG strategic projects around Audit Quality in relation to training such as but not limited to ISQM1, Root Cause Analysis, 2LoD Reviews, KPMG Clara and Technical Updates.
- Manage an audit client
- Project manage 3 - 4 L&D courses involving design and development of material as well as collaboration with the L&D operations team for successful deployment across Other African Countries.
- Key L&D contact/relationship manager for Training officer, DPP, Audit People Partner, CIM/FS Training Partner and Manager, Audit planners and Audit HR BU Managers.
- Execute and align the L&D and People strategies within the Audit function and overall business strategy.
- Provide input and feedback to direct and indirect team members and other individuals supporting the L&D Audit function
- Performance manager for L&D colleague(s)
Key responsibilities:
- Design/Develop/Curate course content for Audit L&D courses
- Project manage all group/firm/BU projects and courses within portfolio throughout the year as well as submit and manage budget for each course
- Facilitate Audit technical, Advisory (limited), Business Development, Leadership and Soft Skills training
- Alignment to ISQM1 requirements and processes within L&D
- Reporting and needs analysis for function and courses
- Learning Council engagement and management
- Consultation and engagement with stakeholders as content and function lead
- Performance manage L&D colleagues
- Skills and attributes required for the role
Skills:
- Technical competency (Accounting and Audit)
- Facilitation and people engagement
- Communication (verbal and written)
- Relationship management
- Creativity/innovation
- Responsiveness
- Technology savvy
- Coaching and mentoring
- Analytical
- Networking
- Relationship building
- Computer
- Data analysis
Personal attributes:
- Good work ethic
- Dependable/reliable
- Energetic/enthusiastic
- Proactive/initiative
- Adaptability
- Resilience
- Lifelong learner
- Organised and methodical
- Problem solving and decision making
- Assertiveness
- Broad business thinking
- Emotional intelligence
Minimum requirements to apply for the role (including qualifications and experience):
- Bcom (Financial Accounting)
- PGDA/CTA
- CA(SA)
- Learning experience
- Minimum 3 years Auditing experience
- Proficient with Microsoft Suite, eAudIT and Clara
- Facilitator experience (VC and ILT accredited is an advantage)
- Client and Consulting experience
- Technology savvy
- Project management
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Description
Job Specifications for Indirect Tax Compliance Consultant/Trainee Consultant
The profile of an applicant and applicable requirements for a tax consultant to senior tax consultant level:
- Relevant qualifications/experience – VAT Diploma / B Comm / HDip Tax / Honours Taxation / SAIT accreditation or relevant qualification and/or experience;
- Compliance oriented career person with preference for repetitive tasks and processes;
- Computer literate (Microsoft);
- Self-motivated, strong attention to detail and accuracy;
- Good communication skills;
- Ability to multi task – be able to manage various tasks / projects simultaneously;
- Analytical and solution driven;
- Pro-active and committed to delivery and good time management skills (deadline driven);
- Must be able to adapt, implement, and enforce processes when necessary (i.e. changes in law etc); and
- Maintain sound client relationships.
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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
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Description of the role and purpose of the job:
The Cloud & Data Centre Specialist is part of a team responsible for the day to day management of availability, continuity and capacity management for Data Centre (DC) and Cloud elements for the KPMG Southern African region.
Key responsibilities:
- Day to day support of Cloud environments and existing on-premises Datacentres.
- Part of a team that will include the managing of Cloud hosted applications and services.
- Limited support for some on premise applications.
- Part of a team responsible to address ongoing vulnerability risk management.
- As required complete Data Centre related work, including Hyper-visor, storage, backup and relevant application tier elements this includes relevant ITIL domains including incident, change, problem and capacity management.
- Participate in design, plan and implementation of Business continuity and Disaster recovery capability for on premise DCs or Cloud solutions.
- Actively contribute and participate in KPMG’s cloud migration plans.
- As required, engagement with Vendors or KPMG Global IT for support related matters
- Contribute to new service deliverables including input into architecture and system design, product installation, and ongoing support escalation.
- Maintain Technical Documents, Support and Operations manuals and Knowledge Base articles.
- Where applicable internal candidate to continue lead roles if based in a different city or country.
Skills and attributes required for the role:
Skills:
- Experience \Understanding of ITIL Concepts, Change Management Processes
- Ability to deal effectively with individuals at all levels
- Ability to work independently and as part of a team.
- Comfortable to lead in their area of expertise, but also able to follow as required by the team
- Good organisational skills to ensure effective planning and prioritisation takes place regularly
- Will be required to work outside normal office hours when necessary, as part of performing role.
- Experience \Understanding of ITIL Concepts, Change Management Processes
- Ability to deal effectively with individuals at all levels
- Ability to work independently and as part of a team.
- Comfortable to lead in their area of expertise, but also able to follow as required by the team
- Good organisational skills to ensure effective planning and prioritisation takes place regularly
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
- Team player who is self-aware
- Strong organisation skills
- A self-starter with initiative and ability to foster innovation.
- A common-sense approach to problem solving
- Sound decision making ability with the ability to consult where needed
- 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
- The ability to work unsupervised
- Effective communication and managing expectations are critical
Minimum requirements to apply for the role (including qualifications and experience):
- Matric, relevant Tertiary IT qualification
- Microsoft cloud courses like Azure Fundamentals and related associate courses are advantageous.
- Azure Cloud administration will be advantageous
- VMWARE and or Hyper-V Administration
- Successful completion of vendor administration training of relevant technologies
- ITIL Foundation
- Network+
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