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Director, Talent and Culture Process Enablement

1 month ago

Nashville, Tennessee, United States KPMG Full time
Job Summary

KPMG is seeking a Director, Talent and Culture Process Enablement to join our Human Resources organization. As a key representative for the Tax function, you will serve as a process lead and think innovatively to identify process enhancements and improvements. You will frequently represent tax in various forums, lead in the design, execution, and refinement of major human resource processes for the Tax function, and team with the Tax Functional Head of Talent and Culture. You will also collaborate and partner with cross-functional peers and other internal teams to advise and provide direction on major processes and projects for their specific function.

Responsibilities

Develop and manage timelines for respective groups and help oversee partner processes, collaborate with Partner Services, Tax Functional leadership, and F&A on partner-related responsibilities in the areas of new partner and managing director promotion process, Partner Responsibility Framework (PRF), performance development, compensation, and reporting. Create and manage employee PD and compensation process timelines and key strategy components and guidelines for respective groups; collaborate with leaders and compensation teams as needed to communicate key strategy to the T&C Business Enablement team. Serve as a technical subject matter expert, serving in the design, testing, and functional liaison role, help end users, including leadership, with tools; coach process team members or directly leverage reporting tools, dashboards, and the HR Reporting Team as needed to prepare or analyze reports to identify trends and areas of concern. Act as a primary lead on the development of expectation setting, talent reviews, and year-end review process, forms, and guidance materials for Performance Development process; manage timelines for these processes and communicate to HRBA peers for execution. Provide guidance and direction to less experienced members on their teams, including serving as a Performance Manager (PML) for other process team members.

Qualifications

Minimum ten years of recent work experience as a human resource professional (or related); preferred specialization in a professional services environment; experience as an HR Business Advisor is also preferred. Bachelor's degree from an accredited college/university. Proficiency in Microsoft Office applications (for example, Word, Excel, PowerPoint, Teams), HR tools such as the PeopleSoft HRMS, and SuccessFactors (Performance Development and Compensation modules) as well as experience using Power BI, Alteryx, and advanced Excel skills including pivot tables, formulas, VLOOKUP, and more. Possess strong operational, project management, and technical experience, preferably within an HR environment, and experience successfully leading high-visibility projects from ideation through implementation, tactical planning, and executing primary processes and activities. Demonstrate executive presence and ability to effectively lead and present to large groups, meetings, and drive/influence desired outcomes with executive-level leaders. Applicants must be currently authorized to work in the United States without the need for visa sponsorship now or in the future. KPMG complies with all local/state regulations regarding displaying salary ranges. If required, the ranges displayed below or via the URL below are specifically for those potential hires who will work in the location(s) listed. Any offered salary is determined based on relevant factors such as applicant's skills, job responsibilities, prior relevant experience, certain degrees and certifications, and market considerations. In addition, the firm is proud to offer a comprehensive, competitive benefits package, with options designed to help you make the best decisions for yourself, your family, and your lifestyle. Our Total Rewards package includes a variety of medical and dental plans, vision coverage, disability and life insurance, 401(k) plans, and a robust suite of personal well-being benefits to support your mental health. Depending on job classification, standard work hours, and years of service, KPMG provides Personal Time Off per fiscal year. Additionally, each year the firm publishes a calendar of holidays to be observed during the year and provides two firmwide breaks each year where employees will not be required to use Personal Time Off; one is at year end and the other is around the July 4th holiday. Additional details about our benefits can be found towards the bottom of our KPMG US Careers site at 'Benefits & How We Work ( '. Follow this link to obtain salary ranges by city outside of CA: KPMG LLP (the U.S. member firm of KPMG International) offers a comprehensive compensation and benefits package. KPMG is an affirmative action-equal opportunity employer. KPMG complies with all applicable federal, state, and local laws regarding recruitment and hiring. All qualified applicants are considered for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, citizenship status, disability, protected veteran status, or any other category protected by applicable federal, state, or local laws. The attached link ( contains further information regarding the firm's compliance with federal, state, and local recruitment and hiring laws. No phone calls or agencies please. KPMG does not currently require partners or employees to be fully vaccinated or test negative for COVID-19 in order to go to KPMG offices, client sites, or KPMG events, except when mandated by federal, state, or local law. In some circumstances, clients also may require proof of vaccination or testing (e.g., to go to the client site). KPMG recruits on a rolling basis. Candidates are considered as they apply, until the opportunity is filled. Candidates are encouraged to apply expeditiously to any role(s) for which they are qualified that is also of interest to them. Los Angeles County applicants: Material job duties for this position are listed above. Criminal history may have a direct, adverse, and negative relationship with some of the material job duties of this position. These include the duties and responsibilities listed above, as well as the abilities to adhere to company policies, exercise sound judgment, effectively manage stress and work safely and respectfully with others, exhibit trustworthiness, and safeguard business operations and company reputation. Pursuant to the California Fair Chance Act, Los Angeles County Fair Chance Ordinance for Employers, Fair Chance Initiative for Hiring Ordinance, and San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. GL: 2 GF: 15309