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KPMGI Group Context and Background


KPMG International (KPMGI) does not provide professional services to clients. KPMGI works globally to set our strategy, ensure global consistency and provide expertise to support member firms in the delivery of our Collective Strategy and the achievement of our growth and trust ambition. KPMGI people, or those in Global roles, work across the world in a number of function, sector and business support teams.

The KPMGI HR team is responsible for delivering the Talent Strategy and innovative solutions that support the Global Business Strategy and key strategic priorities, as they impact those in Global roles.

Organizationally, every Global function is supported by a designated KPMGI HRBP



Role Summary

The KPMGI HRBP is primary liaison on all People matters impacting relevant Global persons, in the population they support, across multiple Global locations. This role works closely with the Global Leaders of Global functions (i.e. GMT Leader, Global COO, Chief of Staff, Senior People Leader, where applicable), in-country HR and Compensation teams, in-country HR Advisors supporting Global and other HRBPs within the KPMGI HR.


HRBP's will apply their generalist background and provide oversight, direction and support to ensure both effective and efficient provision of HR services to a Global function. KPMGI HRBP roles are instrumental in driving improved business performance with focus on consistency of HR communications, policy and process.



Accountabilities



40% - Workforce planning & management

- Have complete visibility, at all times, of all incoming KPMGI resources & movements, be it direct hires, bought-in staff, 3rd party contractors, rotations, etc. and an oversight of the mechanics of these movements; advise and challenge KPMGI hiring managers on the job specifications and package structures to be offered to new hires for KPMGI.
- Maintain for respective Global function, in close cooperation with Global Finance Controllers and under supervision of the PMO (KPMGI Talent & Operations SM), a real-time database containing relevant and necessary information on people in Global roles; purposefully use the employee data; maintain up to date organizational charts, employee lists, Global function DL and employment terms for all individuals within Global function
- Assist respective Global Leadership team on workforce planning assessments and related requirements and actions (e.g. skill gap analyses, strategic resourcing, recruitment, retention programs, defining the experience capabilities/role requirements of the future, mobility, succession planning, etc.) as needed;

20% Performance & Talent

- Facilitate and manage Interim and year end calibration discussions across the entire Global function; provide advice and challenge to the KPMGI performance managers on the application of the MF and KPMGI process to identify and manage and support both strong performers and underperformers.
- Proactively engage with KPMGI Performance Managers to ensure robust performance objectives are set for their appraisees and support the upskilling of PMs throughout the performance cycle

10% - Pay Planning

- As one of the key Pay Planning designates for the Global function 1) support making fair, timeous and consistent pay recommendations, accounting for both the local approach, the KPMGI approach and the unique needs within the KPMGI function (i.e. hot skills, etc.) 2) educate, counsel and support other Pay Planning designates in the Global function during the KPMGI pay cycle 3) consolidate and maintain an overview of pay decisions and nuances for each team member once agreed with the Global COOs; the KPMGI HRBP ultimately holds accountability for accuracy of pay data provided on behalf of the Global function


15% - Employee Relations

- Provide proactive guidance to KPMGI leaders on informal employee relations challenges, such as immediate challenges with performance or relationships among KPMGI people that have no legal or disciplinary implications; anticipate and resolve employee matters and questions

15% - Other Initiatives

- Establish close working relationships with respective Global COOs, CoS and SPLs (where applicable), within allocated Global function, to be seen as trusted and value adding advisor; understand and drive execution of the People priorities uniquely relevant to the Global function
- Contribute to the determination of the KPMGI-wide action plan emerging from the annual Global People Survey and oversee due follow through in order to continually focus on increasing engagement levels.
- Identify opportunities for improvement, across KPMGI, on attraction, engagement and retention of talent, based on the understanding of industry standards and existing, emerging and best in class people practices in KPMGI core locations or functions
- Further KPMGI HR Priorities both as an active member of the broader KPMGI HR/ HRBP community and as a contributor to either the design or implementation of certain strategic KPMGI HR initiatives

“Everyone a Leader” Competencies

1. Drive quality: Delivers high-quality products and exceptional service that provide value and exceed client expectations
2. Apply a strategic perspective: Uses diverse sets of inputs to develop a broad perspective on business and people issues
3. Make sound decisions: Exercises sound ethical and business judgment when making decisions
4. Build collaborative relationships: Connects with individuals, teams and organizations to build lasting, collaborative relationships that enable global, firm-wide growth
5. Develop and motivate others: Engages teams, instills confidence, and coaches people to find meaning in their work and achieve exceptional results



Skills & Qualifications

To be successful, you must have strong people and problem solving skills, project/case management and analytical capabilities. In addition, you will possess a good understanding in the areas of recruitment, HR technology, business processes, performance and talent management, compensation and benefits and able to interact and deal effectively with different stakeholder groups within the KPMGI network. As well as a strong appreciation of the sensitivity of information, respect for confidentiality and a solid team-oriented attitude.

- Technical knowledge of Employment law and the application
- Good project management skills for medium scale initiatives
- Analytical skills
- Ability to identify and analyze trends in employee data
- Experience in recruitment is an asset
- CIPD or part CIPD qualified is an asset

Experience/Knowledge

- Strong team player with good influencing skills
- Ability to coach peers, team members, and key stakeholders
- Aptitude for continuously improving processes/best practices
- Integrates information from a variety of different sources and considers the broader impact of issues
- Self-motivated and able to manage conflicting deadlines and demands
- Strong mind-set for continuous improvement and meeting or exceeding client expectations
- Proven track record of successful relationship development and management capabilities with stakeholders
- Ability to influence and confidently negotiate at all levels
- Demonstrated ability to influence, evaluate and manage conflicting priorities effectively in a fast-paced environment with senior level leaders

The Team



KPMG's Internal Audit, Risk and Compliance Services (IARCS) practice within National Markets is an area of the firm with tremendous growth potential as proven by recent significant wins. It provides services relating to internal audit, internal control, corporate governance, risk management and related assurance and advisory projects. Clients are based in both the private and public sector and our services deliver added value to clients through the use of modern control assessment, risk management and audit techniques focusing on strategic, management and operational issues as well as financial management and reporting controls. We also work closely with other consulting teams including our colleagues in Technology Risk and Cyber Risk to ensure our clients receive the best possible advice and assurance.

Within IARCS, we have an opportunity for an Assistant Manager based in the National Markets team in our Birmingham office.

The Role & Responsibilities

As an Assistant Manager in IARCS there will be opportunities to work on a variety of engagements for our clients covering the spectrum of services that we provide including:
• Reviewing and establishing internal audit functions
• Assurance mapping
• Creating annual audit plans for clients
• Providing internal audit services on both outsourced and co-sourced contractual basis
• Managing and directly delivering individual and/or a programme of internal audit projects which includes planning, review, quality assurance and reporting
• Working with client’s in house internal audit function to supply specialist or additional resource needed
• Process improvement projects
• Risk management, governance and internal audit advisory services
• Risk identification workshops and control reviews
• Delivering control and risk training
• Managing and reviewing internal control questionnaires
• Corporate governance reviews
• Contract compliance audits
• Assessing effectiveness of internal audit functions, audit committees and boards
• Sarbanes Oxley advisory services and delivery
• Working with members of other KPMG advisory teams
• Secondments to clients to assist with specific projects
• Delivering specific advisory projects
• Business development, responding to RFPs, developing product propositions and proposal development
• Assisting management to retain responsibility for a UK-wide portfolio of clients, maintaining relationships with senior KPMG and client staff and is responsible for the financial performance and delivery of these accounts
• Understanding and assisting managers to undertake KPMG's internal risk management and client engagement management procedures including client acceptance, continuance and engagement procedures
• Keeping up to date with all industry specific issues and circumstances which affect your clients
• Developing internal audit strategies which address all internal audit, client service and project management issues, in accordance with the KPMG internal audit methodology
• Delivering against those audit strategies
• Recognising where specialists are required and involving other KPMG staff, managing their input to the client
• Reviewing the audit evidence obtained ensuring it is sufficient in line with IIA and PSIAS Standards and KPMG methodology
• Conducting meetings with clients to explain audit findings and drafting and reviewing reports
• Reporting to partners/directors all salient points arising from assignments
• Assisting management to produce quarterly Audit Committee papers
• Assisting management to set budgets for engagements and monitoring delivery against the budget
• Ensuring work in progress is monitored and controlled with fees being raised promptly
• Identifying and exploiting additional fee billing possibilities
• Planning and allocating staff resources to fulfil business requirements
• Setting objectives with the team, and providing support and feeding back on performance
• Providing coaching and training to KPMG staff on risk management and internal audit methodology
• Identifying and developing new opportunities for KPMG to work with clients and targets
• Writing tender documents and presenting at proposals.
• Assisting partners in general business development.
• Event management – Assisting with the organisation of internal events for clients (e.g. internal audit breakfast sessions)
• Overseeing the preparation and dissemination of monthly thought leadership updates for clients

Qualifications / Skills / Experience:

• Fully qualified accountant, with relevant qualification (IIA, CCAB, ICAEW or equivalent)
• Experience of working in a large consultancy environment, advising clients on risks, processes and controls
• Experience of working on private, public sector and professional service clients
• SOX testing experience
• Experience overseeing and conducting fieldwork for internal audit, external quality assessments on internal audit functions and/or risk management engagements
• Experience of being the main or secondary client contact for engagements and dealing with day to day interactions at FC / FD level (i.e. stakeholder management)
• Experience of managing subject matter in conducting audits for regulatory compliance and IT audits
• Experience of report writing
• Experience in project management
• Experience of planning, running and delivering a full internal audit, including managing resources, budgets, and client interaction.
• Experience of advising clients on emerging legal, regulatory, governance, risk management, auditing, accounting and financial reporting standards.




Multiple positions available

Opening date: 15/10/2019

Closing date: 12/11/2019

Competitive salary plus negotiable bonus and benefits

Purpose of Role

To act as the primary point of contact for assigned internal client group (Coverage, PGL, Function or a subset within one of these areas: “internal client”), managing and delivering an outstanding HR business service to clients. 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, including but not limited to, Capability, Coverage or Function Partners, Segment Heads, Head of Performance Operations (HoPO), Performance Leaders (PLs) and other senior clients as needed to fulfil capability group/specific role requirements.
- Build an understanding of the internal client group, e.g., what they do, their strategic people priorities, their strategic people plan (SPP) etc. to deliver the best service possible as part of the team.
- Working with the Centres of Excellence and PLs, delivery of HR Calendar activities (includes GPS, performance management, salary and bonus, promotions and talent review cycles) for the internal client group ensuring that the required process is consistently undertaken in accordance with the KPMG guidelines and the internal client group’s people plan.
- Operate as part of a team, to deliver the agreed people plan, with guidance and direction from Senior HRBP; reporting actions to HoPO and People Partners.
- Implement internal client specific projects to support KPMG’s people strategy and the capability and performance group people plan.
- Always champion KPMG’s culture, behaviours and values and Inclusion and Diversity (I&D) agenda in all activities and projects.
- Act as an agent of change for initiatives, working to embed any transformation, anticipate and overcome issues and proactively suggesting solutions.
Delivery of people strategy / performance group people plan:

- Working with the relevant PGL Senior HRBP, provide input to form / inform the strategic people plan based on knowledge, needs and analysis of the internal client group.
- Work with the PGL Senior HRBP and across the relevant HRBP Team to roll out that plan and monitor its progress.
- In both the forming and monitoring of plans, take a lead role in terms of analysis of management information / reporting to identify themes and trends, and suggest HR interventions to address accordingly.
Delivery of HR Calendar activities for colleagues in your performance group

- In support of the Senior HRBP, work with People Function CoEs and PeopleCentre colleagues to ensure HR policy and procedures are implemented consistently and effectively.
- Work within the HRBP team to lead / run specific calendar projects throughout the year, representing your internal client group within the People Function.
- Work closely with Senior HRBP, 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.
HR advice:

- Working with the HR Advisory Team, support their resolution of isolated highly complex and/or high risk people issues.
- Provide coaching support to others (e.g. business leaders) in effective people management.
Project Management

- Lead the delivery of HR projects / change initiatives to support the client’s people strategy and the function people plan.
- Liaise with other People Function teams, e.g., Learning or Reward, to provide a seamless service to the client group on strategic projects and calendar processes
Key Metrics & Measures

- 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
- Staff engagement, GPS/Pulse score for client group
- Attrition
- Inclusion and diversity target zones achieved for internal client group
- Quality and timeliness of service
- Satisfactory resolution of complex ER cases
- Feedback from colleagues in the People Function
Key Behaviours & Skills

- Strong HR knowledge (CIPD qualification or equivalent)
- Project orientated and able to both create and work to detailed project plans
- Client relationship and influencing skills
- Honed collaboration skills, understanding how to operate in a complex, matrixed organisation
- Analytical and problem-solving skills and strong delivery focus
- Confidence in presenting to Partners and internal client 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
- Excellent IT skills (advanced Excel and PowerPoint)

Role: Business Analyst / Change Manager– Grade C

Performance Group: KPMG Business Services (KBS)

Function: Transformation CoE

Duration: 6 months FTC

Role
This role combines process/solution design and change management capabilities. The individual will work closely with the impacted Performance Groups, Coverage, Capabilities and Finance to define future processes for BD time recording and monitoring, ensuring key stakeholders are engaged in designing and adopting the changes and retain accountability for delivery of benefits over the long term. The individual should have experience implementing change programmes in complex organisations, and the ability to advance project interest with relevant stakeholders against conflicting priorities. They will be part of the central team supporting the delivery of the project, tracking progress at a local level which contributes to the delivery of the business case.

Responsibilities

- Work with relevant stakeholders within Finance and each Capability and Performance Group to fully surface requirements and constraints; conduct interviews with key project stakeholders;
- Design processes and solutions to meet agreed Steerco decisions and work with stakeholders to tailor them for local implementation.
- Work with leadership and key stakeholders to remove blockers to enable the programme team to make decisions and find solutions to issues;
- Contribute to programme benefits realisation through the design of solutions/ processes which enable the business case in the medium to long-term;
- Work with the programme lead to deliver the programme outcomes, completing associated status updates and attending governance meetings where required;
- Set up and maintain the appropriate programme governance forum, ensuring representation and input from Capabilities and Coverage;
- Integrate business analysis activities into project plans including change management, development and testing/ pilot phases of new processes and transition to BAU;
- Analysing the impact of local variation and requests for change on the objectives and the solution for the identified stakeholder groups;
- Understand compliance and governance related aspects to ensure these requirements will be met by the new solution/ process;
- Segment and analyse key stakeholders and groups to build an effective stakeholder engagement strategy and plan including approach for potential stakeholder resistance;
- Identify and analyse change risks, manage these in line with programme risk management processes and support mitigation of these risks;
- Shape and review communications and training materials for to ensure they are fit for purpose and include correct details / instructions;
- Present concepts to senior stakeholders in a concise and focused manner;
- Contribute to a transition to BAU plan to ensure benefits realisation is achieved and that communications and guidelines are maintained to support long-term adoption.

Desired skills and experience

- Experience of common working practices in the recording of chargeable time as part of client-facing advisory work, preferably within KPMG;
- Experience and knowledge of business analysis, methodologies and tools;
- Experience of change management principles, methodologies and tools;
- Experience in requirements gathering and solutions/ process design;
- Experience in driving and delivering cultural/ behavioural change strategy in support of a programme, preferably in large and complex organisations;
- Familiarity with project management approaches, tools and phases of system implementation projects;
- Experience working in a large and complex organisation;
- Strong stakeholder skills, ability to explain complex solutions in an engaging and understandable way;
- Strong ability to design solutions/ processes which are focused on the end-user and in line with programme design principles;
- Ability to make a high impact in one on one / group / workshop situations with the intention of influencing others to move toward a common vision or goal;
- Possess the ability to focus on both detail and the big picture, understanding where touchpoints exist to find a holistic solution;
- Experience at presenting solutions/ processes to senior executive level reports;
- Strong business acumen and understanding of organisational issues and challenges;
- Resilient and tenacious with a propensity to persevere and flex approach where needed;
- Organised with a natural inclination for planning strategy and tactics;
- Adaptable and creative in approach to problem solving, enabling delivery in ambiguous situations.
Desired behaviours

- Clear, adaptable and precise communication, challenging where appropriate and listening to other perspectives
- Confident in making new contacts, dealing with senior stakeholders and providing challenge
- Diplomatic ability to influence others at all levels of the business and competently mediate disagreements and negotiate agreeable resolution
- Exercise professional judgement through understanding the broader context and informing decisions with data to manage risk
- Ability to recognise appropriate solutions to challenges, seeking insights and outside perspectives to propose realistic improvements
- Flexible working style, thriving on new opportunities
- Drive and resilience in a rapidly changing environment
- Strong team–player who is supportive of colleagues, works collaboratively and shares knowledge
- Independently manage and organise own work and the work of team members, planning contingencies and managing expectations of leadership and stakeholders as required
- Uphold the highest standards and consistently look for opportunities to improve
- Demonstrate integrity by being honest and applying strong moral principles for the good of the firm and team