Description Of The Role And Purpose Of The Job

• The HR Manager provides HR expertise and serves as the interface between Business Units, HR and the South African Centers of Excellence. The HR Manager will provide line management support to the Business Unit Managers/Partners to assist with day-to-day HR requirements and HR programs delivery in line with the Business strategy. He/She will 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 and manage the junior HR and Administration team members.

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 Botswana Office
• Provide input into Office HR Strategy
• 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 Business 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 People deadlines
• Understand internal and external stakeholders and their needs
• Deliver role requirements with a client centric approach
• Create and enable an environment where colleagues thrive in a constantly changing business environment
• Demonstrate high quality and timeous verbal and written communication
• 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

Skills and attributes required for the role:

• Strategic thinking skills.
• Computer literacy.
• Communication (written and oral) and negotiation skills
• IR Skills and in-depth knowledge of the relevant Labor Legislation
• Analytical/statistical skills
• Action orientation.
• Transformational leadership.
• Problem solving and decision-making.
• Team leadership.
• Stakeholder relationships

Personal Attributes

• Ability to deal with conflict.
• Ability to work independently with minimal supervision
• 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

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

• A minimum degree in a social sciences or management discipline e.g. Human resource management or industrial psychology or other relevant discipline or studying towards one
• Minimum 5-8 years’ HR generalist experience.
• Minimum of 5 years’ experience working at a middle management level in HR.
• 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