Manager, Human Capital at KPMG

Role Summary

The role holder will define and deliver the HR strategy that will enable the organisation to exceed its targets and build an organisation, that provides the talent required to deliver the organisation’s overarching goal within a compliance-driven environment.

Skills & Competency Requirements

• Broad experience in talent management and performance management with expertise in multiple functional areas within HR
• Superior business acumen and experience working in global organisations across multiple cultures
• Fluency in one or more languages other than English is a plus.
• Excellent project management and process development experience,
• Strong leadership skills, ability to balance multiple perspectives and convey relevant messages.
• Excellent verbal and written communications skills, including writing, presentation building, influence, consulting, and negotiation.
• Strong relationship management skills
• Demonstrated success leveraging internal networks to drive results.
• Solid understanding of HR systems and processes.
• Ability to engage in effective and persuasive negotiations.
• Ability to analyse and transform organisational behaviour to HR initiatives.
• Ability to nurture relationships and deal with sensitive/confidential topics.
• Strong leadership skills
• Strong interpersonal and communication skills and the ability to work effectively with a wide range of cultures in a diverse community.
• Mature ability to work collaboratively with management teams and to be seen as a valuable expert resource to be sought out.
• Exceptional time management and organisational skills required.
• Ability to create high-impact teams that build on positive teamwork and collaboration.

Experience

• Minimum of nine (9) years relevant experience in an HR generalist role in with at least three (3) years in a supervisory role

Professional Qualification

• A minimum of a Master's degree in any field but with emphasis on Human Resources, Business Studies, or related disciplines
• Membership of a relevant professional body (CIPD, SHRM, IHRMP and other relevant professional qualifications)

Key Accountabilities

• Lead and manage the talent agenda through design and implementation of talent strategies that support the delivery of business goals
• Develop and implement effective engagement programmes geared towards delivering on the organisation’s annual performance targets.
• Oversee the review and implementation of the annual compensation and benefit programmes
• Define, administrate, and control personnel cost and headcount for the organisation
• Develop, initiate and maintain effective programmes for workforce retention, promotion and succession planning for Leadership team and key/critical positions
• Implement organisation-wide talent management and Performance Management initiatives required to achieve business goals
• Define and implement development and training plan to increase the level of competence
• Implement compensation methodology to offer competitive salary and benefits while ensuring market competitor analysis is carried out to attract and retain talents
• Ensure quality, on-time and controlled payroll processes
• Establish Human Resource administration policies such as hiring, compensation, benefits, Learning & development, performance management, induction, and other critical HR processes
• Develop strategies to improve employee experience and engagement across key employee segments.
• Define and implement culture and a robust internal communication strategy
• Conduct employee engagement surveys, analyse results, and devise strategies to improve engagement levels
• Drive a culture of continuous improvement across the HR function –to include people, systems, and processes
• Ensure compliance standards, reporting and audit responsibilities are met across all HR operations as well as enhance internal control levels as per the Company’s Internal Control Manual