Find More Than 10K+
United Kingdom Jobs

Job description

Role: Head of Talent Acquisition

Grade: Director (A)

Location: Any regional office hub, occasional travel UK wide

Role Type: Full time, Permanent

Overview:

KPMG's culture is built on Our Values - Our KPMG is a firm where we want you to thrive with us, come make your mark, and learn for a lifetime. We want everyone to 'come as they are' and we want our inclusive culture to attract the best talent in the market.

Talent Acquisition encompasses the attraction and onboarding of talent, across the board. The role holder collaborates across the whole firm, from consulting, advisory, to audit and KPMG Global. We work with our stakeholders to manage and implement TA solutions that directly support the firm's growth strategy - the result? Amazing people doing meaningful jobs with fascinating clients.

The Head of Talent Acquisition reports to the Head of Talent and is accountable to define and deliver the TA strategy. As part of the Talent CoE the role holder works closely with the Head of Talent and their peers to interpret the recruitment and engagement requirements to attract, hire, onboard and retain talent, from policy making to career mobility and leadership development. Their responsibility is to integrate their solutions for talent end-to-end to create a meaningful journey for colleagues in the firm. Collaboration across our whole Talent operating model is a key feature of how you will deliver impactful results.

Talent Acquisition is at the heart of our People Strategy, owning and driving our ability to attract and onboard the best talent to deliver our growth. Through our transformation programme the role holder will own and drive outcomes which will improve the team's and business's performance in finding and onboarding talent at pace and of the quality required to build trust with our clients.

It's a fast-paced and changing environment and you'll need to be at the top of your game. As an accomplished TA professional, you will provide both strategic and day-to-day leadership, and will stand out as being a creative thinker with strong commercial acumen.

Responsibilities include:

• Developing a firmwide talent acquisition strategy that supports growth plans and key business outcomes, inclusive of a sourcing strategy defining key targets around all channels in support of Our KPMG and our Values
• Owning Talent Acquisition policy (encompassing - Executive, experienced, student, contingent) - shape processes, establish frameworks and integrate with talent management processes for consistency and uniformity of experience (internal mobility, secondment, promotions)
• Talent acquisition strategy will encompass - driving a compelling employer brand in the market, defining a modern social media presence, defining and shaping key experiences across the TA lifecycle, driving diversity & Inclusion agenda, establishing an inclusive approach to candidate sourcing and selection and setting direction for sophisticated and relevant technology that supports TA process
• Inspiring, leading and developing the Talent acquisition community in the firm, bringing all TA resources under one leadership umbrella (direct/indirect) driven by the Head of TA, this would include all third parties (RPO) and offshore resources
• Embedding new ways of working to bring to life 'Experience Ownership' in the HR Operating model, implementing key changes, whilst building credible relationships with the Shared Services team who deliver the talent acquisition services
• Building deep understanding of skills available in the marketplace through labour market analysis of skill availability and shape the direction of the acquisition approach
• Orchestrating discussions with business leaders and HRBPs to shape Talent demand outlook and forecasting
• Working closely with the Head of Talent Management and Heads of HR to drive strategic workforce planning across all talent segments and demand forecasts linked to skills of the future and affordability
• Proactively monitoring industry dynamics and market trends and anticipate how these trends will impact talent acquisition, providing expert insights and recommendations to C-suite level executives
• Establishing candidate and hiring manager journey maps and ensure TA processes are defined with a key objective of delivering the right experience effectively and efficiently
• Continually embed 'Our KPMG' into all external brand attraction, ensuring our social media presence is relevant and attractive to all age-groups
• Work closely with the Reward team to monitor market movement and salary banding to ensure a competitive advantage, staying ahead of market forces through research and analytics
• Defining key strategic projects and a multi-year roadmap to drive improvements to deliver short term & long-term goals
• Owning and driving the annual budget process for your area, ensuring the overall financial direction and allocation of budget for Talent Acquisition includes an appropriate and affordable use of external agencies.
• Driving the PSL for agencies and a deep review of the PSL with Procurement. Work closely with Procurement to define commercials with agencies to get the best from them in the attraction and selection processes, setting competitive 'Time to Offer' and 'Time to Hire' metrics
• Managing and developing capabilities of the talent acquisition community
• Driving and transforming all ways of working across the whole TA function, end-to-end, in alignment with Project ConnEX, embedding new working practices and eliminating manual processes
• Owning and maintaining all policies for Talent Acquisition and ensure changes are initiated and reflected in policies and processes (risk and compliance frameworks including ISQM1 processes)
• Leveraging data to define success metrics, KPIs, measure productivity, communicate to internal customers and inform strategic decision making
• Setting direction for overall vendor and supplier management strategy and monitor performance
  

Requirements

• Demonstrable work experience in complex business models essential
• Professional training/HR development/evidence of continual self-development and relevant subject matter expertise, demonstrable through CPD.
• Experience at Director level and have a proven track record in core HR competencies and exposure to the associated risks.
• Adept at communicating, influencing, coaching, educating, challenging and managing senior stakeholders.
• Financial management/commercial acumen. Comfortable working with complex data and able to extract insight when doing root cause analysis and problem-solving.
• The ability to provide leadership, work collaboratively, and consult effectively and independently with senior levels of the organisation.
• Proven team leadership and management skills and ability to create a high performing, motivating, supportive and collaborative team environment.
• Well-developed verbal and written communication skills to address diverse organisational stakeholders at all levels.