The Head of Talent Acquisition - KPMG PH and KDN will be at a Director level for KPMG People, Performance & Culture/Infra-Advisory Services (Risk Consulting). They will play a key role in building and scaling the KPMG Off-Shore (OFF-SHORE) in the Philippines, overseeing recruitment for both Technology Consulting and the broader OFF-SHORE services. This role will be instrumental in acquiring high-caliber talent to support the global delivery of KPMG services. The Head of Talent Acquisition - KPMG PH and KDN will collaborate closely with the leadership teams to ensure the delivery of top talent for both technology and non-technology roles, aligning recruitment strategies with KPMG’s business and growth objectives.
PRINCIPAL ACCOUNTABILITIES
A. Talent Acquisition Strategy and Leadership
1. Develop and implement recruitment strategies for both Technology Consulting and OFF-SHORE, focusing on aligning talent acquisition efforts with KPMG’s global goals and operational needs.
2. Lead recruitment initiatives for both technology and non-technology roles within OFF-SHORE, ensuring a strategic approach to attract both active and passive candidates across a broad range of skill sets.
3. Enhance the employer brand for KPMG within both the technology consulting and global delivery services sectors to ensure a robust pipeline of high-quality candidates.
4. Collaborate with leadership teams to forecast and plan recruitment needs across OFF-SHORE and Technology Consulting, driving workforce planning initiatives that align with the delivery center’s growth and global expansion.
5. Build a robust network within both the technology consulting industry and broader business sectors to ensure a diverse pool of talent for all roles within OFF-SHORE, with a focus on building relationships with industry leaders, institutions, and strategic partners.
6. Provide insights and advice to leadership and hiring managers on market trends, talent availability, compensation benchmarks, and competitor activities.
7. Lead, mentor, and develop the recruitment team, establishing clear performance goals and fostering a culture of continuous improvement and innovation in recruitment strategies and talent sourcing techniques.
8. Ensure smooth operational execution, overseeing day-to-day recruitment activities and ensuring timely delivery of high-quality candidates across all functions within OFF-SHORE.
9. Conduct regular training for the recruitment team and hiring managers to enhance skills in sourcing, interviewing, and candidate engagement, ensuring that KPMG’s recruitment practices are aligned with industry best practices.
10. Utilize data and metrics to track the effectiveness of recruitment campaigns, optimizing time-to-hire, reducing cost-per-hire, and ensuring alignment with broader organizational goals.
11. Provide regular updates on recruitment KPIs, market insights, and progress toward talent acquisition goals to leadership within OFF-SHORE and Technology Consulting.
B. Administrative and Operational Responsibilities
1. Ensure compliance with KPMG’s internal policies and quality and risk management guidelines, adhering to recruitment best practices and legal requirements.
2. Maintain professional service standards by managing team deliverables, respecting confidentiality, and communicating effectively with stakeholders.
3. Collaborate with cross-functional teams to manage expectations and ensure that recruitment activities meet the operational needs of both OFF-SHORE and Technology Consulting.
C. Personal and Professional Attributes
1. Leadership and Integrity: Demonstrate strong leadership skills, integrity, and a positive, results-driven attitude in all interactions with stakeholders and team members.
2. Collaboration: Promote collaboration across all functions, recognizing the importance of teamwork in driving organizational success, and go beyond immediate responsibilities to contribute to the firm’s broader objectives.
3. Efficiency and Problem-Solving: Identify and address challenges in the recruitment process, optimizing efficiency and continuously improving the quality of hiring decisions.
4. Adaptability: Manage competing priorities effectively in a fast-paced, evolving environment, balancing both technology and business recruitment needs.