Job title/position: Functional Strategic HR Manager
Function and Business Unit: Infrastructure and PPL National
Description of the role and purpose of the job:
The Functional Strategic HR Manager acts as a strategic partner to the Function by embedding the National PPC strategy into the Functional strategy and providing professional HR guidance. The Functional Strategic Human Resources Manager plans, directs, and coordinates human resources management activities to maximise the strategic use of human resources, and maintains related Functions, including colleague compensation, recruitment, personnel policies, and regulatory compliance. They serve as the interface between the various Business units in the Function
Key responsibilities:
1. Support the Functional Leadership with HR strategic matters
• Enable the Functional leadership to achieve strategic goals by integrating HR strategy to Functional strategy
• Maintain a current and appropriate knowledge of KPMG and HR, its strategy, Business priorities and major trends, especially in areas that are relevant to the Function
• Drive one Function agenda by co-creating and facilitating cross-BUHR activities within the Function
• Accountable and responsible for the active monitoring and managing of cost reductions and measurement of all HR programs and processes within the Function
• Oversee the delivery of top priority projects by the BU HR Managers against the specified strategies, objectives and measures. This includes planning, leading, coaching and ensuring strategic alignment to Functional objectives.
• Influence and ensure Business unit alignment across HR value chain hiring, reward, budgeting, recognition, IR, performance development and talent management processes.
• Enable the achievement of the Transformation Strategy through monitoring and guiding Function targets.
• Facilitate the required Functional pre and post Development Centre processes and co-ordinate direct entry Partner and AD candidate panel interview processes
2. Provide management support to the Functional EXCO Partner and Functional HR Partner for HR delivery
• Assist the Functional leadership with independent reviews of the annual resourcing and salary budgets.
• Challenge BU HR Managers to be HR brand ambassadors
• Ensure HR process are consistently adhered to across the Function in line with the firm's requirements.
• Ensure consistency and fairness in applying PPC practices across the Business units in the Function including attendance of calibration meetings.
• Facilitate complex decision making.
• Take firm and decisive action in situations that require intervention.
Actively addresses challenges and opportunities.
3. Build and maintain stakeholder relationships
• Act as an advisor to the Functional leadership, BU HR Managers and other stakeholders.
• Develop and implement governance, reporting and communications strategies ensuring management understands the HR programmes.
• Build and manage relationships with key internal and external stakeholders.
4. Actively ensure knowledge/skills transfer takes place within the Function.
• Provide coaching, measure progress and hold people accountable.
• Support colleague development, and recognise achievement and lessons learned.
• Ensure meaningful and timeous performance development processes for own colleagues.
Skills and attributes required for the role:
Skills:
• Knowledge in executing strategy in a professional services organisation.
• Knowledge in HR methodologies, tools and techniques and value chains.
• 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 (BCEA, LRA, skills development, B-BBEE, etc.).
• Knowledge of HR and talent management lifecycle.
• Knowledge of HR systems.
• Leadership and Stakeholder Management skills.
• Critical thinking skills.
• Interpersonal, engagement and relationship management skills.
• Analytical/statistical skills.
• Transformational leadership.
• Problem solving and decision-making.
• Coaching skills.
• Negotiation skills
• Presentation skills.
• Business management skills (Business acumen).
• Ability to multitask and manage multiple priorities in a fast-paced work environment.
Personal attributes:
• Interpersonal skills
• Leadership skills
• Conflict resolution
• High level of Confidentiality
• Ethical
• Ability to manage a team
• Strong organisational skills
• Sound decision making ability
• High attention to detail
Minimum requirements to apply for the role (including qualifications and experience):
• A degree in social sciences/industrial psychology/human resources or related discipline.
• Minimum 7-years' HR generalist experience.
Minimum of 5 years' experience working at a senior management leve
