At KPMG, you’ll join a team of diverse and dedicated problem solvers, connected by a common cause: turning insight into opportunity for clients and communities around the world.

KPMG is seeking a seasoned and dynamic HR leader who will be the Functional HR Leader for our Business Enablement Services (BES). BES encompasses our corporate service functions including Finance, Marketing & Sales Enablement, IT, HR, Risk Management and the Office of the General Counsel. In addition to Functional HR Leadership, this role will provide senior leadership and accountability for a focused portfolio of high-impact Enterprise Talent Initiatives aligned to firm strategy and measurable business outcomes including complex organizational design. This role serves as senior HR sponsor for complex, cross-functional initiatives that require executive alignment, governance discipline and enterprise-wide change enablement.

This Senior Director role reports to the Chief People Officer and is a member of the HR Leadership team.

This role will be based out of our Toronto office and will be part of a collaborative in-person team.

Functional HR Leadership (BES)

• Serve as the senior HR leader for the BES function, providing strategic HR counsel to business leadership aligned to firm priorities.
• Lead, coach and develop a team of HR Consultants who deliver HR solutions of strategic value across the employee life cycle.
• Actively contribute as a member of the HR Leadership Team, representing BES in enterprise discussions and decision-making.
• Shape and execute the BES Talent Strategy, including workforce planning, succession management, leadership development, and organizational effectiveness.
• Provide both industry and market best practices and strategic direction on organizational and people-related talent strategies.
• Build strong trusted relationships with executive leaders that enable business outcomes.
• Lead complex organizational design initiatives within BES, including structural realignments, role clarity, span and layer analysis and operating model optimization aligned to business strategy.
• Partner with business leaders to analyze talent issues, identify solutions to complex functional challenges and collaborate with Centres of Expertise (CofE) using data and insights.
• Lead succession planning and next generation leadership initiatives across the function.
• Drive cross-functional alignment and efficiencies in collaboration with other Functional HR Leaders.
• Provide oversight and guidance on complex organizational and people-related matters, ensuring risk mitigation and sound governance.
• Partner closely with Centres of Expertise and the HR Delivery Centre to ensure effective deployment of HR programs, policies, and services within BES.

Enterprise Talent Initiatives

• Provide senior leadership and accountability for assigned high-impact talent initiatives, ensuring alignment with firm strategy and measurable business outcomes.
• Define strategic business requirements for assigned initiatives in partnership with Functional HR and CoE teams, ensuring alignment with firm priorities and the broader HR operating model, mobilizing cross-functional
• HR expertise to advance targeted enterprise initiatives aligned to firm priorities.
• Provide senior leadership on enterprise-wide organizational design including AI workforce transformation, M&A, large-scale restructuring, business model evolution and integration efforts from growth or strategic changes.
• Establish and maintain robust governance, reporting, and risk-oversight structures to support disciplined execution and measurable value realization of assigned initiatives.
• Partner with cross functional leaders and HR process owners to ensure system capabilities and initiatives align with firm talent strategy and agreed HR priorities.
• Lead enterprise stakeholder engagement and change enablement efforts to drive adoption, capability building and sustained outcomes.
• Provide senior oversight to ensure initiatives achieve defined success metrics and strengthen enterprise HR capability

• 10+ years of progressive HR leadership experience, including senior-level HR Business Partner and/or Functional HR Leader roles with a proven ability to advise C-suite leaders and influence strategic business decisions.
• Demonstrated experience serving as a senior leader or senior sponsor on complex enterprise HR initiatives, including those with significant system and/or data components.
• Experience leading a large-scale Human Capital Management (HCM) implementation or comparable enterprise HR system initiative, including governance, cross-functional alignment, vendor management, and enterprise-wide change enablement.
• Proven ability to lead enterprise systems change, align diverse stakeholders, and deliver results in a complex, matrixed environment.
• Demonstrated experience leading complex organizational design initiatives, including large-scale restructuring, operating model redesign, span and layer optimization and workforce realignment.
• Strong business acumen and the ability to translate strategic priorities into structured governance and execution frameworks.
• Understanding of HR technology, data and AI trends sufficient to partner effectively with technology and automation leaders
• Deep expertise across HR disciplines including talent development and management (leadership development, succession planning, workforce strategy, and organizational effectiveness, performance management)
• Proven ability to operate as a trusted advisor with strong executive presence and influencing capability.
• Demonstrated understanding of AI and digital innovation trends, with experience responsibly leveraging AI-enabled tools to enhance HR effectiveness and decision-making.
• Strong strategic capability, with the ability to translate business strategy into actionable, data-driven people plans.
• Demonstrated success leading through complexity, managing competing priorities, and delivering results in a fast-paced, evolving environment.
• Highly developed executive consulting and stakeholder management skills, including the ability to diagnose business challenges, build alignment, and drive action.
• CHRL designation or equivalent is considered an asset.

Providing you with the support you need to be at your best

Integrity, we do what is right | Excellence, we never stop learning and improving | Courage, we think and act boldly | Together, we respect each other and draw strength from our differences | For Better, we do what matters

KPMG in Canada is a proud equal opportunities employer and we are committed to creating a respectful, inclusive and barrier-free workplace that allows all of our people to reach their full potential. A diverse workforce is key to our success and we believe in bringing your whole self to work. We welcome all qualified candidates to apply and hope you will choose KPMG in Canada as your employer of choice.

Adjustments and accommodations throughout the recruitment process

At KPMG, we are committed to fostering an inclusive recruitment process where all candidates can be themselves and excel. We aim to provide a positive experience and are prepared to offer adjustments or accommodations to help you perform at your best. Adjustments (informal requests), such as extra preparation time or the option for micro breaks during interviews, and accommodations (formal requests), such as accessible communication supports or technology aids, are tailored to individual needs and role requirements. You will have an opportunity to request an adjustment or accommodation at any point throughout the recruitment process. If you require support, please contact KPMG’s Employee Relations Service team by calling 1-888-466-4778.

AI Usage

We embrace the use of artificial intelligence (AI) to enhance the candidate experience and streamline our recruitment processes. AI tools may help with organizing applications or surfacing relevant qualifications. However, no hiring decisions are made using AI. Every hiring decision is made by our hiring managers and recruitment professionals, who are equipped with training that empowers them to use these tools responsibly. AI technologies used in our recruitment process undergo detailed risk assessments, including security and privacy requirements, that align with KPMG’s Trusted AI framework.

We believe technology should empower human judgment, not replace it. It’s one of the many ways we’re delivering on our vision of being a technology-first, people-driven firm.