Head of People and Culture at KPMG

Head of People and Culture at KPMG | Iko Kazi

Key roles and responsibilities

Human Capital Strategy & Organizational Development

Lead the development, implementation, and continuous improvement of the Bank's Human Resource strategy, policies, practices, and procedures to support strategic objectives.
Develop, review, and operationalize the Human Capital Alignment Plan for Sustainability (HUCAPs) framework and guide leadership in implementing initiatives that strengthen human capital and support business growth.
Develop and oversee the annual Human Resource plan and budget, ensuring alignment with strategic priorities and organizational goals.
Drive innovation in people management practices to enhance productivity, operational efficiency, cost-effectiveness, and long term organizational sustainability.

Employee Experience, Culture & Sustainability

Provide strategic leadership in designing, embedding, and enhancing the employee experience journey to strengthen engagement, wellbeing, performance, and retention.
Foster a high-performance organizational culture aligned with the institution's values and strategic objectives.
Lead organizational change and culture transformation initiatives that support long-term business sustainability.
Embed ESG and sustainability principles into people strategies, leadership development, talent management, employee engagement programs, and performance management frameworks, including sustainability metrics in balanced scorecards.

Talent Management, Learning & Succession Planning

Guide management in implementing effective performance management, talent management, succession planning, learning and development, and career progression initiatives.
Oversee workforce planning and talent acquisition strategies to attract, develop, and retain high-performing employees.
Champion leadership development, capability-building, and career development initiatives across the organization.
Ensure the establishment of robust succession plans for critical roles and key talent pipelines.

Employee Relations, Compliance & Governance

Ensure compliance with approved HR policies and procedures, employment laws, labour regulations, and applicable regulatory requirements while promoting sound HR governance practices.
Provide strategic oversight of employee relations, grievance and disciplinary processes, occupational health and safety, and workplace wellbeing.
Maintain effective engagement with regulators, professional associations, labour unions, auditors, consultants, and other external stakeholders to support compliance and organizational effectiveness.
Provide strategic people and culture insights to Executive Management and relevant Board Committees on workforce sustainability, succession planning, and organizational effectiveness

Statutory Compliance & Tax Management

Ensure full compliance with statutory obligations, including tax filings (VAT, PAYE, NSSF, WHT, LST) and regulatory returns.
Liaise with regulatory bodies and tax authorities, ensuring accuracy and timeliness of submissions.
Oversee tax planning and tax risk management to ensure compliance.

Leadership & Financial Stewardship

Oversee and manage the Human Resource and payroll budgets, ensuring effective utilization of resources and alignment with approved business objectives.
Monitor workforce-related costs, people investments, and HR initiatives to ensure value creation, operational efficiency, and sustainable financial performance.

People Leadership & Team Development

Lead and develop the People and Culture team, ensuring delivery of high-quality HR services and effective execution of talent acquisition, performance management, reward management, employee relations, learning and development, succession planning, and retention initiatives across the employee lifecycle..

Academic/professional qualification and Experience:

Bachelor's and Master's degree in Human Resource Management, Organizational Psychology, Business Administration, Social Sciences, or a related field.
Relevant professional certification and/or membership in recognized professional bodies (e.g., CIPD, SHRM, HRMAU, or equivalent) is an added advantage.
10+ years' experience in Human Resource Management, including experience leading transformation and organizational change initiatives, with at least 5 years at senior management level in a large organization, preferably a regulated financial institution.
Proven track record in organizational development, culture transformation, performance management, talent management, succession planning, employee engagement, and change management.

Key competencies and skills:

Strong expertise in human capital strategy, organizational development, culture transformation, performance management, talent management, succession planning, employee relations, and HR governance.
Demonstrated ability to lead organizational change, embed sustainable people practices, and drive business transformation through effective stakeholder engagement and influencing skills.
Advanced analytical, strategic thinking, and problem-solving capabilities, supported by strong business acumen and sound decision-making in complex and evolving environments.
Excellent leadership, people management, and communication skills, with a proven track record of developing high-performing teams and driving organizational alignment and engagement
High levels of integrity, professionalism, accountability, and commitment to organizational values and sustainable business practices.

Stand out to recruiters