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Senior HR Business Partner, Consulting (fixed-term)

Location: London

Service Line: People

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Experienced Professional

Senior HR Business Partner, Audit (fixed-term)

Location: London

Service Line: People

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Experienced Professional

Senior HR Business Partner, Audit (London / Reading)

Location: London

Service Line: People

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Experienced Professional

Assistant Manager, Infrastructure Advisory Group

Location: London

Service Line: Corporate Finance

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Experienced Professional

Professional Support Lawyer - Legal Services - Location flexible

Location: London

Service Line: Tax Central

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Senior HR Business Partner, Consulting (fixed-term)

Location: London

Capability: KPMG Business Services

Service line: People

Experience level: C

Employment type: Full Time


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.

Senior HR Business Partner, Audit (fixed-term)

Location: London

Capability: KPMG Business Services

Service line: People

Experience level: C

Employment type: Full Time


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.

Senior HR Business Partner, Audit (London / Reading)

Location: London

Capability: KPMG Business Services

Service line: People

Experience level: C

Employment type: Full Time


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.

Assistant Manager, Infrastructure Advisory Group

Location: London

Capability: Deal Advisory

Service line: Corporate Finance

Experience level: D

Employment type: Full Time



KPMG’s Infrastructure Advisory Group (IAG) is widely recognised as the leading independent strategic advisor in the infrastructure sector. We are a single UK national team of over 170 professionals, with locations in London, Birmingham, Edinburgh, Leeds and Manchester. Our work spans transport, power, utilities and social infrastructure in the UK and internationally.

IAG’s Infrastructure Strategy business provides market-leading advice to both public and private sector clients on the financial and economic impacts of transport, housing and other strategic local infrastructure. We have advised on the country’s largest and most high-profile infrastructure projects, including HS2, Crossrail 2, the Northern Line Extension to Battersea and Northern Powerhouse Rail.

We are expanding and are looking for talented and ambitious individuals to join our team and play an integral role in the continued growth of our business.

Description of the role:

• Designing innovative funding and financing strategies to support the case for investment in transport and other infrastructure
• Building financial models that quantify various funding and financing scenarios under a range of different cost, revenue, risk and macroeconomic assumptions
• Dealing with large data sets in MS Excel, for instance when assessing the impact of potential new regional tax-raising powers to pay for new infrastructure
• Working with senior colleagues, and contributing to the team
• Keeping abreast of policy developments in order to continue to broaden and deepen sector knowledge
• Contributing to business development and the origination of new ideas and propositions for our clients

Leadership & Management:

You will join an established team of around 10 individuals with market-leading experience. We welcome applicants who are new to infrastructure and keen to learn - but a general enthusism for (transport) infrastructure and government policy drivers is highly desirable.

Stakeholder Interaction & challenges:

The role is client-facing, and you should expect to find yourself providing advice to clients from the outset. You will be required to work with senior colleagues and contribute towards team capability-building and business development

Impact, Risk, Accountability & Governance:

We are seeking applicants with around 3-4 years professional experience. The role will report to an Associate Director. Ideal condidates will be highly motivated, with the ability to undertaken work of the highest quality - a lateral thinker, with the ability to problem solve from first principles.

Experience:

Essential

• Strong track record of professional experience, predominantly in finance and/or accounting
• Experience of building or using financial modelling tools in MS Excel
• Confident with quantitative analysis
• First-rate analytical skills in developing compelling business cases for investment in infrastructure
• Ability to communicate complex concepts and analysis to clients in plain English

Desirable

• Experience working with public sector bodies
• Experience working in real estate or development
• Prior knowledge of how major public sector (transport) infrastructure projects are delivered in the UK
• Interest in local and central government policy drivers

Expertise/ Technical role requirements:

• Building or using financial modelling tools in MS Excel
• Quantitative analysis using large datasets
• BA/BSc in numerical degree
• Qualified accountant (or equivalent) preferred

Skills:

• First-rate analytical skills in developing compelling business cases to support investment in infrastructure
• Ability to communicate complex concepts and and analysis to clients in plain English
• Be a lateral thinker, with the ability to problem solve from first principles and work relatively independently

Professional Support Lawyer - Legal Services - Location flexible

Location: London

Capability: Tax

Service line: Tax Central

Experience level: B

Employment type: Full Time



We are looking for an experienced corporate professional support lawyer to join our busy Business Structuring and Transactions team. Lawyers in the team advise external clients on a broad range of corporate and commercial law matters often in conjunction with other KPMG teams. Corporate lawyers within the team regularly advise on complex UK and cross-border intra-group reorganisations as well on private M&A transactions.

The Professional Support Lawyer role could be based in our Canary Wharf, Reading, Birmingham or Manchester office.


Responsibilities

The corporate professional support lawyer's responsibilities will include some or all of the following deal efficiency and thought leadership activities:


- preparing and maintaining templates and reviewing templates prepared by others;
- developing and maintaining automated versions of templates in Contract Express;
- preparing and maintaining know-how products (such as guidance notes, practice notes and FAQs on specific legal topics or issues);
- assisting in the preparation of client products (including publications) and assisting with other business development initiatives;
- being involved in the design and delivery of the internal training programme;
- designing and developing a knowledge management system and other know-how applications in HighQ;
- generating and capturing know how (including through initiating and conducting transaction debriefs) and organising for know how to be stored in the knowledge management system;
- responding to lawyers' queries and being available to act as a "sounding board" on legal issues; and
- being involved in the procurement and delivery of technology within the Legal Services team.



Qualifications, Skills and Experience



Applicants should have the following qualifications, skills and experience:



- UK qualified corporate lawyer with a minimum of five years' pqe;
- worked successfully as a professional support lawyer in a leading firm or in house;
- strong technical competence in company law as well as corporate transactional knowledge and experience particularly in the areas of intra-group reorganisations, private M&A and corporate actions and procedures under Companies Act 2006;
- excellent clear English drafting and writing skills and excellent attention to detail;
- good working knowledge of Microsoft Word and Excel;
- experience of using Contract Express or other document automation software and preparing automated versions of templates; and
- experience using and developing applications in HighQ.


We are looking for a dynamic and entrepreneurial individual who can add value in the context of a fast growth business operating in a new part of the market for lawyers. The ideal candidate will be able to think creatively about how to address knowledge management requirements in the context of the evolution of our business.


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