Performance Development Consultant

2 weeks ago

Johannesburg, Gauteng, South Africa KPMG-SouthAfrica Full time

Job title/position: Performance Development Consultant (Southern Africa)

Number of positions: 1

Function and Business Unit:
Infrastructure - TRITOO

Reports to (as per organogram): Reward and Development Senior Manager

Description of the role and purpose of the job:

The role of the Performance Development Consultant is to support the Reward and Development Senior Manager with the performance development governance, implementation of strategy and coordination of processes.

In addition, the role is pivotal in supporting the growth and development of colleagues, enabling them to reach their full potential and contribute to the success of the firm.


List of key performance areas and key performance indicators

Measurement

List the tasks underpinning the responsibility

(focus on the complexity of the job whilst providing the detail)

Functional knowledge

(the requirements for technical knowledge of functional work and activities)

  • Assist with developing and designing performance development strategies.
  • Assist the Reward and Development Senior Manager with translating company goals and metrics into performance objectives for colleagues.
  • Provide specialised input into the design of tools and frameworks for competency modelling and career pathing.
  • Assist with the consistent deployment of performance development systems, policies and processes across the firm including the linking of business objectives with individual goals and rigorous and consistent assessment of performance based on common criteria.
  • Compile content for the PD Like a Pro series.
  • Assist BU HR Managers and BU HR Consultant and end-users with trouble shooting to ensure a seamless experience.
  • Ensure that the OpenPD system is configured accurately as per the organisation structure.
  • Ensure that end users are timeously informed of changes, updates or new system developments. Keeping documents required for the calibration meetings up to date and relevant.
  • Monitor the implementation of performance development interventions and reviews, goal setting, year-end reviews in the firm.
  • Regularly report on the status of performance and quality improvement efforts.
  • Administer the annual 360 feedback process for Partners and Associate Directors for Southern Africa.
  • Administer the warning letter process for non-compliance of the OpenPD and performance development timelines and communicate these to the Function HR teams for actioning.
  • Provide the first review of the quarterly compliance matrix scores.
  • Monitoring the Managing My Performance (MPP) program for Southern Africa and report on the effectiveness thereof.
  • Monitor the Independent Observer process for each performance development process where calibration meetings take place.
  • On an annual basis, update the Director scorecards with the changes as approved by the firm's Executive Committee.
  • On an annual basis, review the completion of Performance Development related training courses together with L&D.
Business expertise

(the job's requirements for knowledge and expertise about the business rather than the technical expertise)

  • Support the Reward and Development Senior Manager with the design and training delivery on the implementation of new system functionalities.
  • Monitor industry trends and best practices related to performance development, staying informed about emerging approaches and technologies to continuously improve the firm's practices and offerings and share this with the Reward and Development Senior Manager.
  • Act as an advisor on the OpenPD system and any performance development related matters.
Leadership

(the requirements of the job for providing leadership and guidance to others, it measures the nature and breadth of the leadership)

  • Serve as an advisor to leadership and the business, providing inputs on performance development that enhances colleague engagement, retention, and motivation.
  • Educate and create awareness on the performance development processes and approach that are influenced by the firm's EVP.
Nature of impact

(measures how the job impacts the business by measuring the overall responsibility associated with the job)

  • Administer the OpenPD system for the Southern Africa firm.
  • Administer the performance development processes for the Southern Africa firm.
  • Prepare reports and feedback on the completion of the performance development processes for leadership, highlighting outcomes of the programs and initiatives and for compliance monitoring purposes.
Area of impact

(measures how wide the impact of the job is within the organisation)

  • Work closely with ITS and the OpenPD global team to ensure timeous and effective resolution of all OpenPD system delivery issues.
  • Work closely with the HR teams in the Southern Africa regions to ensure alignment to the performance development approach.
Interpersonal skills

(the level and type of people skills required to perform this job on an ongoing basis)

  • Communicate proactively with stakeholder groups across the business in order to obtain buy-in and input into the performance development system.
  • Develop reporting and communications strategies ensuring leadership understands the OpenPD system and processes.
  • Build and manage high-level collaborative relationships with key internal and external stakeholders.
  • Engage with key stakeholders to gain endorsement of projects.
  • Maintain a high level of confidentiality.
Problem solving

(measures the mental skills required in order to perform this job and the complexity of typical problems)

  • Conduct data analysis to determine current performance, forecasts and future performance predictions in order to recommend improvements and/or corrective actions.
  • Collaborating with stakeholders to identify and resolve issues related to the performance development policies, processes, or systems and identify opportunities for improvement.
  • Conducting research and stay updated on industry trends and best practices to enhance problem-solving capabilities.
  • Proactively identifying potential risks or obstacles in performance development practices and together with the Reward and Development Senior Manager, develop contingency plans to mitigate them.
  • Complete the templates to be used by the BU HR Managers and BU HR Consultants for the mid-year and year-end performance development processes in order to manage the rating outcomes and distributions from the calibration meetings.
  • On a quarterly basis, review the performance development policies in the Colleague Handbook to ensure that it remains relevant and up to date.
  • On a quarterly basis, review the PPC portal with respect to performance development to ensure that the information remains relevant and up to date.
Level of decision-making / authority

(the level of decision-making that is required in order to perform this job)

  • Assess any OpenPD system issues and enhancements and together with the Reward and Development Senior Manager, make appropriate decisions in resolving these matters.
  • Recommend performance development policies, programs, and initiatives across the firm that align with the firm's values, objectives, and overall strategy.
Position specifications:

Educational (minimum level necessary to perform the job)

  • A minimum degree or equivalent qualification in human resource management or other relevant discipline.
Other requirements

  • Knowledge of human resources processes, policies, and procedures.
  • Knowledge of application of standardised performance development methodologies and tools.
  • Able to translate the performance development outcomes into viable action-oriented career plans and succession plans.
  • Able to build stakeholder relationships.
  • A moderate level of proficiency in Microsoft Excel, demonstrating analytical capabilities. The ability to interpret data, analyse trends, and derive actionable insights to effectively enable informed decision-making within the business
Experience (minimum years of experience and in which fields, required to perform the job)

  • Minimum of 3 years human resources experience (performance development experience will be an advantage).
  • Minimum of 3 years' experience working at a Specialist/Consultant level in a professional services firm.
Core competencies required for the job

  • Champion inclusion
  • Advance on ethical environment
  • Make sound decisions
  • Demonstrate self-awareness
  • High level of quality
  • Ability to translate the strategy into responsibilities
  • Foster innovation
  • Build collaborative relationships
  • Develop and motivate others
  • Emotional intelligence
  • Project Management
  • Adaptable and flexible to changing priorities
  • Maintain confidentiality
  • Excellent presentation and writing skills

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