Lead HR Business Partner

1 month ago

Watford, United Kingdom KPMG Full time

Job description

Purpose of Role

 

The Lead HR Business Partner partners a business where there is a need for a distinct and articulated people strategy such as Performance Group, Service Line or KBS function. The Lead HR Business Partner is a strategic partner within their area of the business, the key facilitator and enabler of the matrixed organisation and a driver of change. They are a member of the business area leadership team.

 

Key responsibilities

Lead on the development and operationalisation of a strategic workforce plan and OD   aligned to business needs

Bring external market insights and industry best practice to business challenges

Act as trusted advisor   to senior leadership team

Interpret management information to provide insight for business area leaders, develop the business area people strategy and facilitate decision-making on organisation and people matters

Develop and drive the senior talent and succession strategy within aligned business area

Act as a change leader, supporting senior colleagues and providing change management expertise and guidance on all organisation and people-related matters within aligned business area

Set the approach (framework, parameters) on key HR cyclical activity (S&B, promotions) with business and ensure outcomes in line with strategy

Lead on key strategic Capability priorities as defined by the Capability Head of HR

Work with CoEs to develop products and services that are aligned to business strategy and are designed with an employee/customer lens

Deputise for the Head of HR as and when required

Be a champion of firm’s culture, values, behaviours

Be a champion of the firm’sIDE (Inclusion, Diversity and Equality) agenda in all activities building understanding and confidence within the client group, and support the business to build and execute their IDE plans.

 

 

Major Functions / Accountabilities

 

Strategic Partnering:

Build influential and mutually respectful relationships, providing thought leadership, trusted advice and proactive challenge to clients (eg Performance Group Lead, Service Line Lead, KBS function, partners and other business leaders)

Interpret management information to provide insight for business leaders, and facilitate decision-making on organisation and people matters

Proactive involvement in the Performance Group / Line business planning exercise

Work closely with both learning and BPs and with colleagues from the wider Performance Group / Service Line operations teams (Finance, Resourcing etc.) to drive and execute activities for both your Performance Group / Service Line and the wider capability as required.

Development of people strategy:

Responsible with senior leaders within your Performance Group / Service Line for defining, developing and embedding the people strategy

Act as a change leader, supporting senior colleagues and providing change management expertise and guidance on all organisation and people-related matters

Proactively drive your clients forward using a range of change management techniques to achieve their desired initiatives

Cyclical people activities:

Overall responsibility for the successful delivery of the annual people calendar – ensuring the KBS function and capability voice is heard in the development of the people calendar

Responsible for ensuring all HR solutions within the Performance Group or team are delivered by deadlines set and to agreed standards

Recruitment:

Work closely with the 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

Develop and manage the senior leaders’ talent pipeline (Partner and Director)

HR guidance:

Provide trusted strategic advice to Leadership on HR matters

Coach and support senior leaders to develop and maintain people management and development skills

Working with the People Advisory Team, support the resolution of highly complex and/or high risk people issues and flag high risk issues to the HR as appropriate

Deal with complex escalations from the People Advisory Team as required

The People team:

Work with others within the HR team, the People Advisory team and CoEs to ensure a shared understanding of the strategic priorities of your client group and enable synergies across the relevant client group

Performance Management:

Responsible for the performance management of a group of Senior HRBPs and HRBPs within the Capability HR team as agreed with the Head of HR

Develop the team and their skills, encouraging a meaningful feedback culture

Have a clear understanding of the firm’s commitment to creating a more inclusive culture and promote this with your team and within the wider People organisation

Uphold and role model the firm’s values.

Coach and mentor others within the wider people function

 

Key competencies and skills:

Commercially focussed

Business acumen

Customer focus

Strategic insight

Change driver

Organisation design

Stakeholder Influence & Relationship Management

Strategic thinker and ability to translate business needs into people plans

Ability to inspire and lead other HRBPs

Strong client relationships and influencing skills to establish credibility

Honed collaboration skills, understanding how to operate in a complex, matrixed organisation.

Demonstrated ability to evaluate and manage conflicting priorities in a fast-paced environment with senior level leaders

Strong relationship development skills and client service ethos, naturally building credibility and confidence at Performance Group / Service Line Leadership level through demonstration of expertise

Resilience

Strong external / market awareness, networks and understanding of the broader industry trends and challenges, and the role HR Business Partnering can play in an organisation’s success

Business reporting writing skills

Excel and PowerPoint intermediate skills

CIPD desirable

#LI-AH1

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