Functional HR Manager

Description of the role and purpose of the job:

• The Functional HR Managers provide Functional Business Units (BU) with PPC expertise and serve as the interface between Business Units and the Centers of Excellence.
• They provide line management support for the Business Unit Managers/Partners to assist with day-to-day HR requirements and HR programs delivery in line with the Business strategy.
• They assist line managers in forecasting and planning their talent pipeline requirements in line with the Function or Business strategy and provide BU specific HR solutions.
• They also serve as the Learning Business partner, communicating training requirements to L&D and facilitating all information requirements between the BU and L&D. They assist the Business with relevant HR transactional work that resides within the Business units.

Key responsibilities:

• Maintain a current and appropriate knowledge of KPMG and HR strategies, Business priorities and major trends, especially in areas that are relevant to the Function
• Provide input into BU HR Strategy
• Translate strategy into Business needs
• Enable BU Leadership to achieve strategic goals by integrating HR Strategy into BU strategy
• Delivery of top priority HR related projects against specified strategies, objectives and measures.
• Render PPC services on a day to day basis to allocated BU’s i.e.:
• Talent acquisition
• Talent management and retention
• Performance Development
• Learning and development
• Mobility
• Succession planning
• Organisational effectiveness
• Reward and recognition
• Serve as a custodian for KPMG PPC (HR and L&D) Policies and Procedures
• Drive a relentless focus on quality and excellent service
• Employee relations
• Drive compliance to all KPMG deadlines
• Understand internal and external stakeholders and their needs
• Deliver role requirements with a client centric approach
• Ensure effective BU and / or Function financial management and budgeting processes
• Create and enable an environment where colleagues thrive in a constantly changing business environment
• Demonstrate high quality and timeous verbal and written communication
• Promote and support the Firm’s transformation strategy
• Contribute to the alignment of the Function transformation strategy to the Firm’s transformation strategy
• Ensure Business leadership and colleagues experience a consistent people experience
• Analyse and understand BU colleague data to proactively respond to people needs
• Prioritise colleague well being
• Promote and facilitate colleague engagement

Skills and attributes required for the role:

Skills:

• Strategic thinking skills.
• Computer literacy.
• Communication (written and oral) and negotiation skills
• Analytical/statistical skills
• Budget skills.
• Action orientation.
• Transformational leadership.
• Problem solving and decision-making.
• Team leadership.
• Registration with Health Professions Council of South Africa, Institute of People Development, SA Board for People Practices (SABPP), Association of Change Management Practitioners, and Skills Development Association (FASSET) would be advantageous

Personal attributes:

• Ability to deal with conflict.
• Extremely high level of confidentially and integrity.
• Able to maintain a friendly, professional manner when liaising with clients, even in challenging situations.
• Ability to multi-task.
• The ability to build collaborative relationship with good interpersonal skills and the ability to relate well to colleagues with differing levels of expertise and skills while championing inclusion and diversity.
• The ability to work well under pressure and to perform to deadlines.
• Ability to lead and manage multi-disciplinary team.
• Team player who is self-aware.
• Strong organisation skills; a self-starter with initiative, ability to foster innovation and a common-sense approach to problem solving.
• Sound decision making ability
• High level of attention to detail and a desire to drive quality
• Technology savvy

Minimum requirements to apply for the role (including qualifications and experience):

• A relevant Degree / Diploma in a social sciences or a management discipline e.g. Human resource management or industrial psychology or other relevant discipline or studying towards one
• Minimum 5 years’ HR generalist experience.
• Minimum of 2 years’ experience working at a management level in HR.
• Knowledge in HR methodologies, tools and techniques and the HR value chain.
• Knowledge in HR strategy development and enablement.
• Knowledge of emerging trends in HR and utilising a variety of HR tools / models to achieve results.
• Knowledge of the relevant labour and skills regulatory frameworks (skills development, B- BBEE, etc.)