Senior HR Business Partner - #1130340


Date: 1 week ago
City: Manchester
Contract type: Full time
Work schedule: Full day

Job description

The Lead HR Business Partner partners a business where there is a need for a distinct and articulated people strategy such as Performance Group or KBS functional team. 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

• Ensure aligned IDE plans in place and driving outcomes

• 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

Major Functions / Accountabilities Strategic Planning:

• Build influential and mutually respectful relationships, providing thought leadership, trusted advice and proactive challenge to clients (eg PGL, DA 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 or KBS functional team business planning exercise

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

• Partner with colleagues from the wider Performance Group operations teams (Finance, Resourcing etc.) to drive activities for the business.

Development of people strategy:

• Responsible with senior leaders within your Performance Group for defining, developing and rolling out the people agenda

• 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

• Be a champion of KPMG’s culture, values, behaviours and IDE (Inclusion, Diversity and Equality) agenda in all activities building understanding and confidence within the client group

Cyclical people activities:

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

• Work with People Function CoEs and People Operations colleagues to ensure HR policy is implemented consistently and effectively


• Work closely with 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

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

• Participate in Partner recruitment and promotion activities

 • Drive the IDE strategy in the hiring of external talent and internal promotions 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 Services team, support the resolution of highly complex and/or high risk people issues and flag high risk issues to the Capability Head of People as appropriate

• Deal with complex escalations from the People Advisory Services team as required

The People team:

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

• Liaise with other People Function teams, e.g., Talent Acquisition and Learning, to provide a seamless service to the client group on strategic projects and calendar activities

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 Exec and Capability 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

• Management, coaching and mentoring skills

• CIPD qualification

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