I'm looking for

The Team:

The use of cloud-based technologies continues at pace and we continue to see that most Procurement transformation programmes demand technology support, and every successful Procurement technology programme involves some ground-breaking activity.

At KPMG’s highly successful Management Consulting practice, we’re working with Financial Services clients to help them understand how technology can drive business performance. As such, we’re looking for outstanding procurement technologists to join us, grow with us, and develop our Procurement Technology delivery capability, driving our strategy through large-scale Procurement Cloud Technology transformation. Part of a developing team in Financial Services that will become our ‘go to’ for Procurement Technology, you will play a key role in the growing of our propositions to sell and deliver large programmes. At its core, this is a real opportunity to build our technology delivery team and influence within a fast-growing business area. To join us, therefore, you’ll need to be inquisitive and have a strong, informed point of view. Of course, this will need to be balanced with an unwavering client focus. You’ll have excellent listening skills, and a proven track record of helping Financial Services clients reach their desired outcomes. We’re looking for self-starters, those with gravitas, credibility, and the natural ability to encourage confidence and empower change. On the technical side, you’ll need a thorough understanding of Procurement Technology solutions including but not limited to Coupa, Ivalua, Basware and/or SAP Ariba.

The Person:

We are looking for a Senior Manager with a proven track record of selling, procurement technology projects. In particular we are looking for individuals who have led procurement technology strategy programmes, software selection projects and Source-to-Pay implementations.

We are seeking a talented individual with experience of Procurement Cloud implementation. This is a high-profile role within the team, requiring a balance of business development, practice leadership and client delivery. The role reports into the Director of Powered Procurement.

Essential Experience:

• Understand demand, identify and unlock client opportunities for Powered Procurement in Financial Services by providing the technology expertise to build compelling market propositions
• A deep knowledge of the current procurement technology market
• The ability to build strong relationships at senior levels (c-suite), and a strong existing network
• Experience designing, selecting, supporting and implementing multiple solutions
• The ability to communicate compelling and well thought out solutions to complex problems
• Strong people management skills, with an ability to coach and develop others

Key Skills:

• Sales and Business Development
• Leadership and relationship building
• A Technology professional with a proven track record of successful delivery of technology solutions in a consulting environment
• Facilitation and conflict resolution
• Persuasive power to communicate with a variety of partners in the organisation
• Excellent People Leadership
• Strong network in Financial Services Procurement
• Drive and resilience
• Presentation skills
• A track record of client delivery, innovation and procurement transformation using Cloud solutions, at large FTSE/blue chip organisations
• Other core consulting skills, including planning and delivering workshops, structured interviewing, process mapping, data gathering and analysis

Location:

UK based. Depending on Client location you will be required to travel and work away from home for periods of time (UK, Europe and internationally), so will need to be willing to demonstrate flexibility.

12 month Fixed Term Contract role.


KPMG is part of a global network of firms that offers Audit, Tax & Pensions, Consulting, Deal Advisory and Technology services. Through the talent of over 16,000 colleagues, we bring our creativity and insight to our clients’ most critical challenges


With offices across the UK, we work with everyone from small start-ups and individuals to major multinationals, in virtually every industry imaginable. Our work is often complex, yet our vision is simple: to be the clear choice for our clients, for our people and for the communities we work in.
Purpose of Role


To act as the primary point of contact for assigned internal client group(s), managing and delivering an outstanding HR business service to clients supporting the annual calendar or events and the relevant business strategy. Also acts as a key facilitator and enabler of the matrixed organisation and a driver of change.



Major Functions / Accountabilities


Account Management:

•Build and maintain strong working relationships with internal clients, specifically with the Performance Group Leader (PGL), People Partner, Service Line Partners, Head of Performance & Operations (HoPO) and, via the HoPO, the Performance Leaders.
•Develop a deep understanding of the client group, e.g., what they do, the commercial levers, their strategic priorities, pipelines of potential work etc.) to deliver the best service possible.
•Provide support, trusted advice and challenge to clients.
•Partner with colleagues from the wider Performance Group Operations teams (Finance, Resourcing etc.) to drive activities for the business.


Delivery of people strategy / performance group people plan and annual People Calendar:

•Working with the relevant PGL/Leader, People Partner and HoPO, provide input to form or inform the strategic people plan based on knowledge, needs and analysis of the client group.
•Work with leaders within your performance group to roll out that plan and monitor its progress.
•Operate autonomously within the parameters of the agreed people plan to deliver the requirements of the function, with oversight from HR Lead.
•Analyse management information to identify themes and trends, suggest HR interventions to address accordingly.
•Be a champion of KPMG’s culture, values, behaviours and IDSE (Inclusion, Diversity and Social Equality) agenda in all activities building understanding and confidence within the client group.
•Act as a role model and influencer for change initiatives, proactively driving the internal client forward using a range of change management techniques to achieve their desired initiatives.
•Manage the consistent delivery of the people calendar (includes GPS, performance management, salary and bonus, promotions and talent review cycles) in accordance with the KPMG guidelines and the client group’s people plan.
•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.
•Advise on the structure of packages to be offered to new hires.
•Challenge around IDSE in hiring of external talent.


HR advice:

•Provide trusted strategic and operational advice to Leadership and HoPOs on HR matters.
•Working with the HR Advisory Team, support their resolution of highly complex and/or high risk people issues and flag high risk issues to HR Lead as appropriate.
•Provide coaching support to others (e.g. Performance Leaders and other business leaders) in effective people management.
•Provide HR support in firm-wide restructuring / acquisitions / ER initiatives (where applicable).
Proactive collaboration with other HRBPs to facilitate and enable the matrixed organisation:
•Liaise with other HRBPs within your specific client HRBP team to ensure a shared understanding of the strategic priorities and to enable synergies across the relevant client group.
•Liaise with the other HRBPs in the People function to drive consistency across the business and to share best practice.
•Liaise with other People Function teams, e.g., Recruitment and Learning, to provide a seamless service to the client group on strategic projects and calendar processes.


Team Management:

•Manage, mentor, co-ordinate and motivate the HRBP team, ensuring delivery of first class support (through annual objective setting, regular performance reviews, work allocation, coaching, etc.).
•Foster Project Management skills in HRBPs.
•Lead the delivery of HR projects / change initiatives to support KPMG’s people strategy and the function people plan.

Key Metrics & Measures

•MI, e.g., Attrition.
•Client feedback (Whilst the line report is into the people function, the key source of feedback is the client group).
•Delivery of projects / change initiatives (effectiveness, timeliness and quality).
•Successful completion of HR Calendar activities.
•Employee engagement, GPS/Pulse score for client group.
•Inclusion and diversity target zones for client group.
•Quality and timeliness of advice.
•Satisfactory resolution of complex ER cases.
•Feedback from colleagues in the People Function.


Key Behaviours & Skills

•Deep and broad HR knowledge (CIPD qualification or equivalent).
•Demonstrable commercial acumen and understanding of the business.
•Strategic thinker and ability to translate business needs into people plans.
•Ability to work autonomously to deliver agreed people plans.
•Ability to inspire and lead other HRBPs to deliver people plans.
•Strong client relationships and influencing skills to establish credibility.
•Honed collaboration skills, understanding how to operate in a complex, matrixed organisation.
•Project management experience of large scale / cross-functional activities.
•Confidence in presenting to Partners and Performance Group leadership.
•Demonstrated ability to evaluate and manage conflicting priorities in a fast paced environment with senior level leaders.
•Data orientated with proven experience of using data to influence client initiatives and actions.
•Resilience.
•Knowledge, and use, of a range of change management techniques.
•Analytical and problem-solving skills and strong delivery focus.
•Developed mind-set for continuous improvement and meeting or exceeding client expectations.
•Management, coaching and mentoring skills.
•Excellent IT skills (advanced Excel and PowerPoint).


Internal clients

•Performance Group Leader.
•Partners in Performance Group.
•Head of Performance and Operations (HoPO).
•People Partner.
•Performance Leaders (PL).


Reports to

•This role reports to the HR Lead.

The Team

KPMG's Integration & Separation Advisory Team works with both acquirers and vendors on pre- and post-deal Integration and Separation issues related to M&A or similar transactions. There are a number of key proposition areas:
- Synergy evaluation – understanding the potential benefits and costs of a transaction.
- Pre-completion planning – developing high level plans for the first 100 days by workstream, setting up programme governance and developing Day 1 plans to take control.
- First 100 days and long term integration implementation – fully mobilised integration team with a prioritised set of opportunities and realisation of quick wins.
Demerger and Separation – understanding the separation options and giving assistance to deliver a credible, discrete standalone entity on Day 1 with value preserved and business continuity ensured
- Joint Ventures and partnerships design and implementation support

We work closely alongside our colleagues within KPMG's Deal Advisory who conduct financial, commercial and operational due diligence and a wide range of Deal Advisory services (Valuations, M&A Tax, Capital markets Advisory services etc.) providing an integrated and value-adding service to our clients to help make their transactions successful.
We work regularly on 'front page headline' deals for a client base comprising a wide range of publicly listed corporates, private companies, private equity houses and public sector organisations.

The Associate Director Role

The role will have 5 distinct core parts to it which are Client Delivery, Risk Management, Business Development, Practice Development and Leadership within the team (on a project).
Client delivery
The role of an AD is about leading an Integration or Separation engagement at deal pace and delivering high quality client work alongside senior client stakeholders. Working in a transaction environment which may be pre or post deal, and can range from early planning, developing summary or fully detailed and costed “blueprint plans”, planning for D1, planning post deal implementation, and ultimately supporting execution. Including:
- Producing and overseeing development of the initial and final draft updates, outputs and deliverables to required timescale and ahead of Partner / Director review
- Leading client interactions and updates around the deliverables and outputs of an Integration or Separation engagement
- Understanding of the operations of a business across all functional areas, and understanding the interdependencies between organisations and the transaction workstreams
- Project managing across the entire separation/integration programme/a number of different workstreams on such programme
- Closely working with a respective Director/Partner on an engagement developing engagement strategy, budget, delivery plan etc.
- Leading any wider KPMG teams on an engagement in accordance with scope agreed with the respective Director/Partner

Risk Management:
The role foresees that the respective individual understands and adheres to KPMG engagement quality and risk management procedures and guidelines. Those guidelines need to be consistently applied on each engagement to protect the interests of our clients as well as KPMG

Business and practice development:
- As an AD in the core I&S team the individuals are expected to actively contribute to developing pitches, proposals and external market initiatives which help us to win new work as well as look out and help to convert new opportunities on existing engagements
- From a practice development perspective all Associate Directors in the core team are supporting initiatives which help us to become more skilled as a team and improve our team performance. Those initiatives range from Knowledge Management to People related initiatives
Leadership role:
- An AD is expected to bring respective experience in managing large scale integrations and separation in order to be able to assume leadership role in regard to clients and our own teams
- As an AD typically performs one of the leading roles on an engagement, her/his role on an engagement is seen as a leadership role modelling right behaviours to the team
- An AD is expected to be challenging our people to be curious and innovative on all engagements and internal work and supportive for each other. At the same time ensuring that all outcomes are commercially focussed, value adding and effectively executed

Required profile

- Experience working within a Deals/M&A environment ideally within the Integration & Separation space and in a broader role with a solid understanding of operational interdependencies and implementation challenges
- Ideal candidate would have previous experience in consulting as well as industry. The latter preferably in the M&A/Business Development team with the focus on originating and executing deals up until the operational implementation is completed
- Project/programme management experience ideally from working on complex/large scale projects
- An understanding of the market drivers, challenges and opportunities impacting our client’s strategies and priorities, enabling them to position solutions and ideas which take these into account
- Possess a genuine interest in building and commercialising relationships having the ability to interact with our clients on a consultative manner as a trusted advisor
- Demonstrate curiosity and innovation, striving for continuous improvement, exercising professional judgement and making a positive and lasting impact
- Commitment and ambition to develop personally and professionally to achieve their full potential, acting as a role model, coach and colleague to other team members.
- Individuals should be comfortable working in the high pressured yet often ambiguous and flexible conditions that characterise transactions.

Expected basic skills:
- Previous exposure to integration/Separation projects throughout the life cycle of a transaction (from origination to implementation)
- Financial awareness
- Presentation (oral and written)
- Good client relationship skills
- Analysis and problem solving
- Report writing
- Strong team player - we pride ourselves on the way we work with and support each other.
- Strong interpersonal skills and the ability to demonstrate personal impact, flexibility, drive and commitment.

KPMG is part of a global network of firms that offers Audit, Tax & Pensions, Consulting, Deal Advisory and Technology services. Through the talent of over 16,000 colleagues, we bring our creativity and insight to our clients’ most critical challenges


With offices across the UK, we work with everyone from small start-ups and individuals to major multinationals, in virtually every industry imaginable. Our work is often complex, yet our vision is simple: to be the clear choice for our clients, for our people and for the communities we work in.
Purpose of Role


To act as the primary point of contact for assigned internal client group(s), managing and delivering an outstanding HR business service to clients supporting the annual calendar or events and the relevant business strategy. Also acts as a key facilitator and enabler of the matrixed organisation and a driver of change.



Major Functions / Accountabilities


Account Management:

- Build and maintain strong working relationships with internal clients, specifically with the Performance Group Leader (PGL), People Partner, Service Line Partners, Head of Performance & Operations (HoPO) and, via the HoPO, the Performance Leaders.
- Develop a deep understanding of the client group, e.g., what they do, the commercial levers, their strategic priorities, pipelines of potential work etc.) to deliver the best service possible.
- Provide support, trusted advice and challenge to clients.
- Partner with colleagues from the wider Performance Group Operations teams (Finance, Resourcing etc.) to drive activities for the business.

Delivery of people strategy / performance group people plan and annual People Calendar:

- Working with the relevant PGL/Leader, People Partner and HoPO, provide input to form or inform the strategic people plan based on knowledge, needs and analysis of the client group.
- Work with leaders within your performance group to roll out that plan and monitor its progress.
- Operate autonomously within the parameters of the agreed people plan to deliver the requirements of the function, with oversight from HR Lead.
- Analyse management information to identify themes and trends, suggest HR interventions to address accordingly.
- Be a champion of KPMG’s culture, values, behaviours and IDSE (Inclusion, Diversity and Social Equality) agenda in all activities building understanding and confidence within the client group.
- Act as a role model and influencer for change initiatives, proactively driving the internal client forward using a range of change management techniques to achieve their desired initiatives.
- Manage the consistent delivery of the people calendar (includes GPS, performance management, salary and bonus, promotions and talent review cycles) in accordance with the KPMG guidelines and the client group’s people plan.
- 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.
- Advise on the structure of packages to be offered to new hires.
- Challenge around IDSE in hiring of external talent.

HR advice:

- Provide trusted strategic and operational advice to Leadership and HoPOs on HR matters.
- Working with the HR Advisory Team, support their resolution of highly complex and/or high risk people issues and flag high risk issues to HR Lead as appropriate.
- Provide coaching support to others (e.g. Performance Leaders and other business leaders) in effective people management.
- Provide HR support in firm-wide restructuring / acquisitions / ER initiatives (where applicable).
- Proactive collaboration with other HRBPs to facilitate and enable the matrixed organisation:
- Liaise with other HRBPs within your specific client HRBP team to ensure a shared understanding of the strategic priorities and to enable synergies across the relevant client group.
- Liaise with the other HRBPs in the People function to drive consistency across the business and to share best practice.
- Liaise with other People Function teams, e.g., Recruitment and Learning, to provide a seamless service to the client group on strategic projects and calendar processes.

Team Management:

- Manage, mentor, co-ordinate and motivate the HRBP team, ensuring delivery of first class support (through annual objective setting, regular performance reviews, work allocation, coaching, etc.).
- Foster Project Management skills in HRBPs.
- Lead the delivery of HR projects / change initiatives to support KPMG’s people strategy and the function people plan.

Key Metrics & Measures

- MI, e.g., Attrition.
- Client feedback (Whilst the line report is into the people function, the key source of feedback is the client group).
- Delivery of projects / change initiatives (effectiveness, timeliness and quality).
- Successful completion of HR Calendar activities.
- Employee engagement, GPS/Pulse score for client group.
- Inclusion and diversity target zones for client group.
- Quality and timeliness of advice.
- Satisfactory resolution of complex ER cases.
- Feedback from colleagues in the People Function.

Key Behaviours & Skills

- Deep and broad HR knowledge (CIPD qualification or equivalent).
- Demonstrable commercial acumen and understanding of the business.
- Strategic thinker and ability to translate business needs into people plans.
- Ability to work autonomously to deliver agreed people plans.
- Ability to inspire and lead other HRBPs to deliver people plans.
- Strong client relationships and influencing skills to establish credibility.
- Honed collaboration skills, understanding how to operate in a complex, matrixed organisation.
- Project management experience of large scale / cross-functional activities.
- Confidence in presenting to Partners and Performance Group leadership.
- Demonstrated ability to evaluate and manage conflicting priorities in a fast paced environment with senior level leaders.
- Data orientated with proven experience of using data to influence client initiatives and actions.
- Resilience.
- Knowledge, and use, of a range of change management techniques.
- Analytical and problem-solving skills and strong delivery focus.
- Developed mind-set for continuous improvement and meeting or exceeding client expectations.
- Management, coaching and mentoring skills.
- Excellent IT skills (advanced Excel and PowerPoint).

Internal clients

- Performance Group Leader.
- Partners in Performance Group.
- Head of Performance and Operations (HoPO).
- People Partner.
- Performance Leaders (PL).

Reports to

This role reports to the HR Lead.

The Insolvency Restructuring team in London are looking for an Associate Director to join their team. We are looking for an individual to work alongside colleagues in the part of the team that are responsible for providing insolvency and contingency planning advice in large, complex situations often involving multi-jurisdictional advice.


The team delivers a blend of stakeholder advisory work, typically linked to providing advice around distressed businesses and supporting restructuring via the use of insolvency procedures as well as undertaking formal insolvency work for typically large and complex institutions.


The team is not aligned to specific sectors and specialisms, however there are individuals with significant experience in certain areas and situations and we would welcome this in applicants. Applicants however should expect to work across all sectors as situations and client demand.


Where possible, assignments will be resourced to suit individual s' base locations, but the nature and unpredictability of our work will mean that some travel (and possible international working) will be required. The role will involve working across a range of assignment types, as highlighted above, and applicants should be ready to work in dynamic, flexible and fast moving environments.


Role and Responsibilities


To be an effective Associate Director within this part of Restructuring you'll undertake the following:


• Frequently acting as day to day lead for delivery of client projects or significant insolvency workstreams, taking the role as a key contact on engagements.
• Build strong, trusted adviser relationships with senior management and mid-level executives and other key stakeholders in engagement s (including lawyers and contacts at banks and other lenders)
• Manage teams of colleagues working on the engagement, ensuring effective delegation and also multiple workstream delivery
• Manage engagement s and projects to scope, time, quality and budget comp lying with KPMG engagement management practices
• Communicate views and insights (both in writing and verbally) in an effective and compelling manner to clients and KPMG colleagues, able to adjust style to circumstances
• Lead the design and development of client ready deliverables with minimal Director and Partner input
• Work with Partners/ Directors across the business development cycle, including development of proposals and client sales presentations
• Coach and develop team members providing high quality developmental feedback
• Develop insightful sector points of view on key strategic issues for your chosen sector(s)
• Identify, design and lead practice development initiatives, coordinating other members of the team
• Appraise challenging & fast developing situations and look to develop innovative solutions and assess options for businesses and their stakeholders, which in certain instances may involve consideration of formal insolvency processes.
• Significant involvement in business development activities, including developing pitches and proposals to win new work.


Qualifications and Skills


• Relevant insolvency qualifications (or targeting the same)
• Desire to build wide advisory and insolvency skillsets and develop knowledge of all Restructuring offerings


Experience and Background


• Demonstrable experience in leading workstreams on complex insolvency assignments.
• Experience at advising and working alongside a range of stakeholders, including lenders, corporates and internal KPMG stakeholders
• Strong commercial and business acumen
• Ability to work innovatively and 'self start' as well start teams of colleagues
• Ability to communicate well across a range of operational and financial staff at all levels. This is also
often in challenging circumstances given the financial positions of the organisations we typically work with.


Willingness to embrace work across all sectors and potentially undertake some travel.