About KPMG International

Together with more than 275,000 colleagues in 142 countries throughout our member firms, people at KPMG imagine big ideas and bring solutions to life for clients both big and small. A role with KPMG International will open a world of opportunity in your career.

KPMG International helps set the strategy and protects the reputation of this global organization of independent professional services firms providing Audit, Tax and Advisory services. We deliver value to our member firms and drive positive change in the communities we serve. By joining us you will gain a unique understanding of how a global organization operates and work on projects that impact the whole organization. From setting standards and best practices to developing innovative tech- enabled solutions for clients, you'll be part of a global team changing the way our business operates. We look forward to welcoming you to our team.

About this Global Group

The Office of the Global Chief Administrative Officer (CAO) supports Collective Strategy v3.0 by being the most trusted source of financial, HR and operational information and insight that enables the growth and health of our business across KPMG. The Office of the Global CAO includes the Global Finance, KPMGI People & Culture and Global Procurement teams and our areas of focus are:

• Driving strategic Business Planning with KPMG Firms
• Monitoring and reporting the financial performance of KPMG International and the financial compliance of KPMG Firms
• Sourcing and negotiating third party contracts supporting KPMG International and KPMG firms
• Driving Talent and Engagement programs and policies for the KPMG International workforce

About this Team

The KPMG International People & Culture team supports over 2,000 KPMGI colleagues across several KPMG firms across the globe. This team works closely with our People & Culture Business Partners to ensure all employee processes and handling of employee relations matters are aligned where applicable to our core member firms, follow KPMGI policies, processes, and procedures ensuring alignment with System of Quality Management (SoQM) standards. 

Together, our People & Culture team works collaboratively to create a world class employee experience for all of our Global people and to deliver on our Purpose to inspire confidence and empower change, to achieve our Trust and Growth ambition and to enable our Global Management Team Leaders to deliver on our Collective Strategy, through their Global teams.

Role summary

The Global Compensation Lead is a strategic and hands-on role responsible for the design, implementation, and administration of the firm's global compensation programs for the 2,000+ secondees to KPMGI. This individual will serve as a key advisor to People & Culture leadership and business leaders on all compensation-related matters, ensuring that our compensation strategies are competitive, equitable, and aligned with member firm compenstion principles and KPMGI’s business objectives. The Global Compensation Lead will play a critical role in attracting, retaining, and motivating top talent across our global footprint.

Key areas of responsibility – global compensation strategy alignment, annual pay reviews for colleagues and partners, compensation data analytics and insights, and associated change management, communications, and SoQM compliance.

Key Accountabilities

Global Compensation Strategy:

• Lead and set the overall strategic direction for fair and market competitive compensation programs across KPMGI.
• Adapt compensation frameworks to align with global business objectives, member firm guidelines, local laws, industry standards, and market trends.
• Influence local compensation strategies and decisions to support global business needs.
• Lead the implementation and transformation of compensation processes, systems, and tools.

Lead Annual Pay Review:

• In alignment with member firm compensation principles and KPMGI’s business objectives, lead the execution of compensation processes across key locations in KPMG’s global network.
• Collaborate closely with local HR and compensation teams to ensure consistent application of their compensation principles and policies across global locations.
• Develop guidelines and communication materials for pay planners and communicators based on member firm compensation principles.
• Provide guidance on performance-based pay strategies and best practices to drive and reward high performance across the organization, ensuring compensation decisions are aligned with performance ratings.
• Collaborate with the Finance Business Planning team to forecast and manage to the compensation budget, ensuring effective allocation of resources and cost control.

Communication and Stakeholder Management:

• Lead change management and communication efforts related to compensation initiatives, developing and executing communication plans to articulate compensation strategies and changes effectively to all organizational levels, ensuring transparency and alignment.
• Build strong influential relationships with key stakeholders, including local HR and compensation leaders, senior leadership, People & Culture business partners, and finance.
• Data Analytics and Insights:
• Employ advanced analytics to evaluate global compensation trends and organizational requirements.
• Provide data-driven insights and strategic recommendations to leadership, supporting informed decision-making and strategic planning.

Governance & Compliance:

• Provide oversight on all compensation programs to safeguard align with the firm's System of Quality Management (SoQM) policies.
• Ensure all compensation programs and practices follow legal and regulatory requirements in all countries where we operate, including transparency requirements.
• Establish and maintain robust governance for all compensation-related decisions and processes.

Experience / Knowledge / Qualification

•  Extensive experience in global compensation management, with a focus on strategic planning, modeling, implementation, and transformation across multiple international markets.
• Bachelor’s degree in Business, Human Resources, or a related field. A Master’s degree and certification as a Certified Compensation Professional (CCP) or equivalent are highly desirable.

• Experience with HRIS and compensation management software (e.g., SuccessFactors). Proficiency in Excel and PowerPoint, and familiarity with Power BI
• Deep understanding of compensation principles and practices in a global professional services or similar complex organization. Experience with both broad-based and executive compensation is essential.
• Excellent strategic thinking and analytical skills, with proven experience linking compensation strategies to business goals.
• Exceptional communication, change management, and interpersonal skills for engaging stakeholders across cultures and geographies.

Superior consultative, analytical, and organizational skills are critical; ability to think strategically and to link action plans to critical business priorities

Agile/Flexible Working

At KPMG International, we are supportive of helping you to achieve a balance between your home and work demands. We are happy to discuss individual requirements and our range of flexible working arrangements could be of interest. Please ask to find out more.

KPMG International's commitment to inclusion & diversity

At KPMG International, we recognise that we need inclusion and diversity to be successful. We want to attract, retain and develop diverse talent at all levels. This means recruiting from the widest pool of talent across our network and beyond, removing barriers that can prevent our people from reaching their full potential, and fostering a fully inclusive environment which empowers everyone to bring their whole selves to work.

Applying with a disability

KPMG International is proud to be an inclusive place to work and we are committed to ensuring that you are treated fairly throughout our recruitment process. Should you be successful after the initial application stage, please discuss any reasonable adjustments that you may require with your recruitment contact.