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KPMG is a global network of professional services firms providing Audit, Tax and Advisory services. We operate in 147 countries and territories and have more than 219,000 people working in member firms around the world and with FY19 revenues at more than US29.75B.
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. With more than 1 600 FTEs in Global roles, we will do this by working together, and with our colleagues around the world, to deliver leading HR service to our global functions, regions, member firms and staff. This will be achieved by being bold, innovative and role model collaborators who provide seamless service that is widely recognised as world class, both internally and in the market.
Organizationally, every Global function is supported by a designated KPMGI HR Business Partner (KPMGI HRBP).
The KPMGI HRBP will support one or more Global functions depending on the function’s size, organizational complexity, the maturity and level of HR needs. The exact Global function(s) to be supported will be determined at the time of resourcing the role and the needs of the business as that time.
The KPMGI HRBP is a primary liaison on all People matters impacting relevant Global persons, in the population supported by a given KPMGI HRBP, across multiple Global locations. This role works closely with the Global Leaders of a designated Global function (i.e. GMT Leader, Global COO, Chief of Staff (CoS), Senior People Leader (SPL), where applicable), in-country HR and Compensation teams, in-country HR Advisors supporting Global and other HRBPs within the KPMGI HR team. This role has a challenging remit of managing various Global stakeholders and appropriately responding to their needs.
KPMGI HRBPs 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.
This can be achieved if decisions made and recommendations or solutions provided by the KPMG HRBPs to Global business are compliant with the MF policies and processes and are aligned to existing KPMGI Protocols, enabling fairness and consistency with the People practices applicable across KPMGI as a whole.
The HRBP role, organizationally, sits within the KPMGI HR team and has dual reporting: primary reporting to the Head of KPMGI HR and a dotted line / 2nd pen reporting to respective Global Leadership team member (GMT Leader, Global COO or CoS) of a Global function.
All of the below key accountabilities would apply in relation to assigned Global function.
What you will do:
Workforce planning and 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; ensure KPMGI Hiring protocol is closely followed and that job specifications and salary recommendations are appropriate
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
Own attraction (both internal and external), onboarding and off boarding processes for Global function; leverage MF talent attraction teams for KPMGI hiring needs; ensure the onboarding process (e.g. function specific and HR matters) is adhered to by leaders and managers for new KPMGI joiners, educate leaders and managers on their roles; conduct exit interviews within Global function and support the Global Leadership in analyzing attrition statistics in the function, as needed
Assist respective Global Leadership team on workforce planning assessments and related requirements and actions (e.g. skill gap analyses, strategic resourcing, recruitment drives, retention programs, defining the experience / capabilities / role requirements of the future, mobility, succession planning, etc.) as needed; Implement organizational changes and continuously support the Global business with optimizing it’s organizational structure to remain relevant and ‘fit for purpose’
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; providing training to Performance Managers and where needed, upskill Performance Managers by providing coaching; timeously provide calibrated results & promotion recommendations towards the KPMGI centralized review and sign off
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
Support respective Global Leaders as needed for senior leadership team member performance reviews and resourcing key roles within the team; Lead on the talent and succession management initiatives within respective Global function
Ensure the KPMGI COOs, CoS and SPLs and Performance Managers understand and abide by the annual salary and bonus review process for KPMGI resources in each of the core locations and make pay recommendations in accordance with the requirements set forth by the MFs
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
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
Ensure complex and/ or high-risk people issues are promptly escalated to the Head of KPMGI HR, to ensure such matters are addressed on a timely basis with the due parties (i.e. IOGC, MF HR and Legal teams and other necessary parties)
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 response (action plan) emerging from the annual Global People Survey and oversee due follow through within the Global function in order to continually focus on increasing engagement levels; work closely with KPMGI leadership and in-country HR Advisors across the core KPMGI locations to ensure alignment and follow through on the action plans
Continually monitor and provide analysis across a series of people metrics, statistics and trends (both qualitative and quantitative) and work with Global Leadership on proactive recommendations for improvement
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
Support the establishment of processes and protocols across the talent management spectrum (attract, retain, develop and exit) for KPMGI talent; help ensure mandatory KPMGI HR protocols are adopted by respective Global function appropriately embedded operationally
Further KPMGI HR Priorities both as an active member of the broader KPMGI HR/ KPMGI HRBP community and as a contributor to either the design or implementation of certain strategic KPMGI HR initiatives
What you bring to this role:
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. This position requires an individual to have 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
Ability to identify and analyze trends in employee data
Ability to present recommendations, solutions, analysis back to key stakeholders
Experience in recruitment is an asset
Bachelor’s degree or an equivalent combination of education with a minimum 5 years’ experience in a similar role
Similar experience in a professional services firm is a plus
Advanced MS, PPT and Excel skills
CIPD or part CIPD qualified is an asset
Strong team player with good influencing skills
Ability to coach peers, team members, and key stakeholders
Aptitude for continuously improving processes/best practices
Flexible work style and approach based on client needs
Highly detail oriented and process driven
Integrates information from a variety of different sources and considers the broader impact of issues
Excellent communication and analytical skills
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
Our Values, The KPMG Way:
Integrity, we do what is right | Excellence, we never stop learning and improving | Courage, we think and act boldly | Together, we respect each other and draw strength from our differences | For Better, we do what matters
KPMG in Canada is a proud equal opportunities employer and we are committed to creating a respectful, inclusive and barrier-free workplace that allows all of our people to reach their full potential. A diverse workforce is key to our success and we believe in bringing your whole self to work. We welcome all qualified candidates to apply and hope you will choose KPMG in Canada as your employer of choice.
If you have a question about accessible employment at KPMG, or to begin a confidential conversation about your individual accessibility or accommodation needs through the recruitment process, we encourage you to contact KPMG’s Employee Relations Service team for support at email: email@example.com or phone: 416-777-8002 or toll free 1-888-466-4778 Option 3.
For general recruitment-related inquiries, please contact the HR Delivery Centre at firstname.lastname@example.org.