Job description
KPMG is part of a global network of firms that offers Audit, Tax, Pensions & Legal, Consulting, Deal Advisory and Technology services. Through the talent of over 16,000 colleagues, we bring our creativity and insight to our clients’ most critical challenges.
As a firm we help our clients navigate their biggest issues and opportunities. We aim to be universally recognised as a great place for great people to do their best work – a firm known for our collaborative and inclusive culture. And we will take pride in driving lasting, positive change in society.
With offices across the UK, we work with everyone from small start-ups and individuals to major multinationals, in virtually every industry imaginable. Our work is often complex, yet our vision is simple: to be the clear choice for our clients, for our people and for the communities we work in.
Our Deal Advisory group is focused on continually enhancing value for clients across the deal and economic cycle. Our teams comprise of specialists capable of helping clients right through from conceptual thinking of buying a business to turning their business around in times of difficulty.
HR M&A sits within the broader Integration & Separation (I&S) team in Deal Advisory. The I&S team focusses on all aspects of the Deal lifecycle advising on the operational enablement of large, global M&A programmes
The Role
In HR M&A we advise on all aspects relating to HR and change management on the deals process from HR due diligence through to deal execution. Our focus areas:
1) Employee experience: Shaping the employee experience strategy and executing an engagement program. This often is based on our unique digital engagement platform, to ensure that the workforce is engaged and key talent is retained in order to protect deal value
2) Organisational Design: Building and developing tailored organisational design, people strategy, operating models and driving synergies and value creation for integrations, carve-outs or JVs
3) Labour relations and compliance: Ensuring that labour and HR risks and obligations are understood and managed globally in order to deliver on the deal timelines and planned changes. We have one of the strongest experiences in workforce transition in the market and have advised on the transition of >150,000 employees across >80 countries
4) HR operations: HR Operations focuses on the integration of the HR function itself, from strategy, operating model, integration or separation of systems and processes including standing up/securing payroll on deals
Our I&S team culture and HR M&A ways of working are highly collaborative, open and high performing.
You will be leading the day to day running of engagements providing support to project leadership and junior team members on a variety of M&A projects from small transactions to global programmes from a people, HR and communications perspective
Client Delivery:
– Lead the HR workstream and effectively manage client relationships as well as those in the wider KPMG team (including junior team members)
– Leverage previous HR / consulting experience to provide practical advice and commercial solutions to client issues
– Contribute to and analyse deal related reports due diligence from a people or strategy perspective and communicate findings in simple and understandable way
– Provide analysis and insights on the people elements of the business including costings, headcount, processes, systems, HR contracts as well as any employment law risks or issues ( TUPE)
– Advise and deliver the people / Deal strategy and build of organisational design structures including benchmarking insights for an integration or separation (carve outs)
– Advise on optimisation initiatives ( synergy analysis) including the development of target operating models, understanding the current people landscape, defining transitional service agreements, developing detailed plans and supporting the implementation
– Advise on effective employee engagement, talent retention, culture and communication strategies
– Manage the HR PMO to provide structure and manage all risks, issues and interdependencies
– Ownership and accountability for high quality outputs and deliverables (in PowerPoint and Excel)
– Facilitate and lead client workshops and meetings, designing and building materials
People and Practice Development:
– Support the overall growth and profitability of the HR M&A team
– Proactively coaches/mentors junior team members (including Performance Manager responsibilities where relevant)
– Work collaboratively with the HR M&A team (UK and India) on a variety of practice development initiatives including creation of new digital assets, marketing and knowledge management
– Contribute to developing pitches, proposals and external market initiatives which help us to win new work as well as identifying new opportunities on existing engagements
– Networking with the wider Integration & Separation (I&S) and Deal Advisory practice
Risk & Governance:
– Acts as Engagement Manager for small and medium size projects including risk management, budget / WIP management and invoicing
– Proactively delivers Client independence (Sentinel), Client and Engagement acceptance activities (MSD), to manage the Firm’s risk
– Consults proactively and appropriately with engagement team leadership in relation to engagement risk management, escalating where required
Experience Required
Essential:
– HR expertise in a transformational environment*
– Consulting experience*
– Deep understanding and specialism in areas such as people strategy, HR functional design, employee transfers, organisational design, leadership & talent, employee engagement and culture (not all required but experience in at least one essential)
– Experience of working in a fast paced environment
– Project management experience ideally from working on complex / large scale projects
– Experience of coaching teams and developing individuals
Desirable:
– Experience of working in an M&A environment*
*For our Managers we require candidates to have experience in at least 2 of these 3 areas
Skills Required
– Strong interpersonal skills and the ability to demonstrate personal impact, flexibility, drive and commitment
– Strong client relationship skills
– Commercial mindset and strong business acumen
– Excellent verbal and written communication skills
– Collaborative and effective team player
– PowerPoint presentation skills
– Data analysis and problem solving skills
– Ability to work well under pressure with limited supervision
– Comfortable working in high intensity and ambiguous environments
