Deadline of this Job: 19 October 2022
JOB DETAILS: • We seek to recruit a Human Resources Officer. The position will be based in Nairobi and will also support HR processes in other areas in sub-Saharan Africa. This is a temporary appointment.
Duties/Responsibilities
• Participate in talent acquisition, on boarding, development and retention; manage the processes for application for work permits, duty exemptions, visas etc. for expatriates;
• Participate in the development, review and implementation/enforcement of HR policies
• and procedures;
• Maintain employee records and keep them confidential;
• Manage leave records;
• Prepare reports and presentations on HR-related metrics;
• Support the implementation of HR initiatives;
• Organize for team building events;
• Support audit processes; and
• Manage staff welfare schemes and initiatives.
Qualifications, Skills, and Experience
• Bachelors in Human Resources Management or relevant field.
• Certified Human Resource Professional (CHRP) or Higher Diploma in Human Resource.
• 3-5 years’ post-qualification work experience as a HR Officer, preferably in an NGO.
• Knowledge of Kenya labor laws.
• Experience working in a multi-disciplinary and multi-cultural environment.
• Familiarity with any Human Resources Information Systems (HRIS) software.
• Good interpersonal and organizational skills and ability to maintain confidentiality.
• Ability to multi-task and have a flexible work attitude.
• Good verbal and written communication skills in English, knowledge of French language will be an added advantage.
• Ability to work independently, set priorities, juggle tasks and meet strict deadlines
• Closing: October 19, 2022.
Deadline of this Job: 14 October 2022
JOB DETAILS: Learning & Development Specialist
Job Summary
To provide advice and support in the development and implementation of area of specialisation planning and associated service delivery processes, methods and techniques; enabling the provision of sound learning and development services.
Overall Job Purpose
The role primarily leads and support all Learning and Development management practices across the business in partnership with People Business Partners (PBP) and business leaders will deliver the full spectrum of Learning management practices as defined within Absa. The role is accountable for the crafting of annual L&D Calendar in consultation with the business leaders, performance coaching, partnering with group to roll out learning, leadership, and talent development.
The role leverages analysis of ongoing programs and development interventions to ensure quality at design, development, and delivery stages. This role also engages with peers, relevant professionals, and institutions in the market and at Group to stay abreast with best-in-market practices that supports the maturity of a learning organization.
Main accountabilities and approximate time split
Learning and Leadership Development Implementation – 50%
• Creation of content, curriculum, e-learning, collateral, and other learning materials that will drive colleague behavior-change using various learning theories inclusive of job aids, facilitator and participant guides, on-the-job training systems, tutorials, and demonstration models.
• Development of L&D interventions and learning that incorporate overall business objectives such as the business’s financial goals and are aligned to the design and development standards at Absa.
• Development of interactive learning solutions that drive measurable results for the business and guarantee that those solutions are instructionally sound and are up to the business’s quality standard
• Provides consulting support to PBPs when required, to identify Learning and Leadership needs through Performance consulting, to address people development needs required to meet business strategic objectives.
• Identify learning solutions and other non-learning issues relevant to business performance improvement and capability building.
• Undertake learning demand planning, delivery and Project manage the implementation of learning and leadership programmes in country.
• Facilitate learning and leadership programmes and team interventions.
• Provide advisory to business leaders, people managers and individual employees on skills development and career paths.
• Build leadership teams and People manager capabilities to own and drive the learning and leadership development agenda as a business priority and support progressive learning culture.
• Monitors L&D plans, solutions, vendors, and employee feedback to drive continual improvement.
• Aligns the learning agenda with the needs and directions of the Clusters/divisions.
• Support development and implementation of a digitally enabled Absa Group learning curriculum that caters to development of strategy-aligned and future-fit skills in individuals and teams across all levels of the organization.
• Support development of strategies and solutions to embed the tenets of a learning organization, a culture of self-driven and future-fit learning at Absa.
• Support coordination of a Learning Community of Practice and implementation of specialist and People Partner-focused interventions.
• Keeps informed of leading practices, monitor, and evaluate market trends in the Leadership development and Learning fields.
• Provide learning Subject Matter Expertise and advisory services to business and key stakeholders, including recommendation and development of innovative bespoke learning solutions and experiences.
Coaching – 30%
• Models’ best practices in learning and development activities to ensure maintenance of top-notch learning programs, which lead to high performance.
• Facilitate Performance Coaching sessions of Colleagues with PBPs and People managers as part of accelerating performance within the functions.
• Partner with PBPs to up skill people managers on performance coaching and best management practices.
• Advise People and Culture leadership on emerging Learning, Leadership development and Talent management thought leadership.
Reporting & Metrics – 10%
• Conduct current and ongoing strategic assessments of business-wide training and development programs and initiatives.
• Draw out trends and meaningful insights based on data analytics & modelling that will support desired business outcomes.
• Creation of testing and evaluation processes of the effectiveness of Learning programs.
• Evaluate the business impact of learning interventions
• Provide monthly Learning, Leadership and Talent development Analytics and insights to enable evaluation of process and inform management decision making in partnership with PX team.
• Manage and update Learning and Leadership Scorecard and tracker for the business to enable monitoring of performance against plan.
• Support analysis of pertinent statistical data to identify trends and developments related to full spectrum of learning and leadership development.
Learning & Development Governance – 10%
• Ensure that the application of the learning and leadership Policy development Policy and ensures the business adheres to the Policy and process.
• Review adverse risk assessments and provide recommendations to the Head of Leadership, Learning and Talent to approve or decline.
• Partner with the Head of Governance to manage any emerging risks, controls and maintain acceptable levels.
• Acts as the Learning and Leadership quality controller and maintain the standards at best practice within business units.
• Manage country Learning and Development budget, ensuring that spend is per plan.
• Participate in identifying and managing vendors for the delivery of L&D initiatives.
• Contribute to the enhancement of Group LLT policies by sharing regulatory, leaders and colleague feedback.
Technical Skills:
• General HR management
• Learning and Development Management Experience
• Content design, development and delivery experience for adult learning
• Broad talent management practices
• Assessment Centers end to end delivery
Competencies:
• Facilitation skills
• Customer excellence – service delivery
• Digital familiarity
• Effective communication
• Stakeholder engagement
• Analytical and critical thinking
• Influencing and negotiation
Knowledge and skills:
• Qualified facilitator
• Advanced knowledge of the Kenya labour laws especially Employment Act
• Benchmarking
• Human Capital technology. Knowledge of Workday would be an added advantage
• Have progressive experience in learning and development management; strategic HR; change management, digital transformation and likely some experience from consulting and/or advisory roles in international contexts.
• A good understanding of the HR Policies, HR Services and procedures, and the HR governance framework
Education:
University degree in business management, Human Resources
CHRP Certification Kenya
Learning design or similar will be an added advantage
Experience
• At least 4 years working experience in a learning and development capacity, in a high growth, large business setting. A suitable candidate will also have gathered his working experience working in a complex matrix set-up with diversified business departments.
• Proven and successful experience facilitating learning campaigns through instructional design concepts, adult learning concepts, and technology.
• Demonstrated successful experience leveraging technology in order to deliver training in new ways.
• Ability to identify performance improvement opportunities and gaps, conduct analyses, and develop solutions that will deliver the desired results through training programs.
• Strategic and creative thinker, detail and result oriented, be open and welcoming to change, be comfortable working in group settings, handle multiple projects and meet tight deadlines
• Ability to develop strong relationships with others and leverage those relationships across the business by influencing management to take up training programs that ultimately influence the overall performance of the business.
• End to end experience in talent management including talent identification, talent reviews and talent pool management
• Experience in managing LMS Systems (e.g Taleo, Workday , Oracle)
Preferred
• Project Management qualification
• Proficiency in Workday LMS
• Experience in end to end Project Management
Deadline of this Job: 25 October 2022
JOB DETAILS: KSL/HR/201/CORP/22
Job Competencies (Knowledge, Experience and Attributes / Skills): Academic Qualifications:
• Master’s degree in any of the following disciplines: - Human ResourceManagement, Public Administration, Commerce (Accounting/Finance Option), Finance, Economics, Business Administration/Management or equivalent qualification from a recognized institution.
• First level university degree in any of the following disciplines: - Human Resource Management, Commerce (Accounting/Finance Option), Finance, Economics, Business Management/Administration, Public Administration or equivalent qualification from a recognized institution combined with the required work experience may be accepted in lieu of the Master’s degree.
Professional Qualifications / Membership to professional bodies:
• Leadership/Management course from a recognized institution.
• Membership to a relevant professional body where applicable.
• Proficiency in computer applications.
Previous relevant work experience required:
• A minimum period of ten (10) years relevant work experience three (3) of which should be in a senior HR management level.
• Work experience in a manufacturing industry is desirable
Deadline of this Job: 18 October 2022
JOB DETAILS: ADVERT NO 004/2022
Job purpose:
The job holder is responsible for providing guidance and advice on appropriate application of Human Resource Management matters.
Duties and Responsibilities
• Guide implementation of Human Resource Management matters policies, rules and regulations
• Coordination of Human Resource Management activities within the framework of the existing Human Resource Management policies and regulations.
• Participates in implementation of performance management systems and improvement strategies
• Implements training needs analysis, training calendar of individual and group trainings
• Participates in preparation of the Human Resources Management committee papers for the Board
• Coordinates staff remuneration, benefits and payroll administration
Requirements for Appointment
For appointment to this grade, a candidate must have at least the following qualifications:-
• Served in the grade of Human Resource Management Officer for a minimum period of three (3) years relevant work experience;
• Bachelor’s degree in Human Resource Management, Public Administration/Management or equivalent qualification from a recognized institution;
• Membership of the Institute of Human Resource Management;
• Shown merit and ability as reflected in work performance and results; and
• Demonstrate professional competence in Human Resource Managemen
Deadline of this Job: 20 October 2022
JOB DETAILS: People Operations Business Partner, Fresh & Labour Operations Lead
The role holder is accountable for sourcing and onboarding a significant number of seasonal and contingent workers (in excess of 1000), managing daily payments, welfare issues, establishing work councils, and in collaboration with line managers, drive engagement and performance, etc., in compliance with statutory provisions and regulatory guidelines, and in full alignment with global gap, BRCSGS, relevant ISO/FS and ESG standards.
S/he is accountable for enabling a positive culture in the workplace, facilitating a high level of employee engagement, productivity and performance with commensurate reward, in adherence to approved cost of employment budgets.
Key Responsibilities
Strategy and Planning
• Proactively contribute to the development of People Operations policies, strategy and objectives, operating frameworks, and templates.
• Participate in and contribute to assigned function(s) annual and quarterly planning and review cadences. Provide guidance, interpretation and contextualize Twiga’s HR policy to the functions supported in the areas of work and organization design, workforce planning, talent acquisition, deployment, leave management, learning and growth, succession planning, reward, cost of employment and separation.
• Provide end-to-end generalist HR advisory and facilitation across a range of people issues to the assigned functions. Design and co-deliver high impact, forward-looking solutions that meet the needs of the functions supported.
Organization and Change
• Interpret the functions operating model into a people operations perspective. Domesticate and customize people management processes, routines, and tools, to support the assigned functions achieve their strategy and objectives. Co-create the workforce plan and compliant working shifts that support the functions operations
• Facilitate mapping of the functions processes as a basis to determine and document jobs. Participate in the job grading exercise to determine the level of work. Create an organization structure that reflects the outcome of the process and aligns with the principles of organization design.
• Monitor triggers for change, both internal and external, and work with line managers to identify the need for change and create a change workstream, as appropriate, to capitalize on the opportunities and mitigate the risks presented by the change.
• Drive the transition, communication and change management process in line with the approved change program. Monitor the transition, assess and report on the change metrics until the transition becomes business as usual.
Talent Acquisition and Deployment
• Customize and drive the talent acquisition process to ensure that the function supported has adequate and competent staff to deliver business objectives.
• Develop and continuously update the workforce / staffing forecasting with respective line managers and create a recruitment timetable which runs three months ahead of the headcount plan to allow adequate time for the recruitment of high performing, competent staff in line with business needs.
• Establish and maintain an internal and external talent pipeline which will allow the business to reduce time and effort spent on the identification, sourcing, recruitment, and onboarding processes.
• Work with line managers to assess employee fit during the probation period and contribute to the end-of-probation recommendation. Execute the recommendation approved.
• Work with line managers to deploy staff to various roles and posts in line with business needs, and in keeping with the deployment policy.
Engagement
• Model Twiga’s culture and way of working and inculcating this within the function(s) supported.
• Drive harmonious employee relations. Work closely with management and employees to consistently improve work relationships, build morale, diversity, communication, increase productivity and retention.
• Provide guidance and/or coaching to line managers and employees, as appropriate, on the Code of Conduct and people management policies and processes. Call out any divergence in a tactful yet decisive manner, and work with the individual(s)/team(s) and their respective line manager(s) to implement initiatives to address the root cause if the issue: behaviour, systems, and practices.
• Guide line managers and employees on grievance and discipline policies and processes. Be an independent arbitrator and work collaboratively and with discretion with all parties to address and resolve issues.
• Champion diversity. Co-create and implement initiatives to raise all aspects of diversity and inclusion in the function(s) supported. Track and report on impact of initiatives and recommend course corrections as required.
• Monitor utilization of leave and guide. line managers of implementing practices that enable employees to fully utilize their leave days. Confirm compensatory leave days are verified, awarded and utilized accordingly.
• Facilitate staff social and welfare programs in line with approved programs and budgets.
• Customize and implement tools to periodically monitor staff satisfaction / morale in the function(s) supported. Put in place sufficient avenues for employees and contingent workers to air their issues and receive timely feedback. Establish processes to monitor resolutions of issues highlighted as per the agreed way forward.
• Facilitate the employee Net Managers Score (eNMS) assessment and feedback process in the functions supported. Ensure full participation of line managers and support the initiatives recommended as an outcome of the assessment.
• Facilitate the separation process in the functions supported.
Learning & Growth
• Work with line managers and employees to identify training and development needs and create learning journeys for their current and desired roles.
• Monitor execution and impact of learning programs. Confirm training objectives are realized and the impact is evident in the performance of the individual and in the business outcomes.
• Facilitate talent reviews and career trajectories for key talent. Execute initiatives agreed and maintain a talent pipeline primed to take on new/vacated roles in the organization.
• Co-create a succession plan for the function assigned
Performance & Reward
• Drive a culture of high performance and productivity within the functions supported.
• Engage with line managers and provide guidance and/or coaching on the performance management cycle. Ensure all employees and contingent workers have performance objectives and key results that are SMART and aligned to their job descriptions.
• Confirm monthly one-on-one performance enablement sessions and quarterly formal performance review sessions are held between Line managers and their team members.
• In collaboration with line managers, and the Performance and Reward team, communicate the reward structure (salary, incentives, and benefits) for the assigned function(s) and provide any clarification to individuals on their salary, incentives and/or benefits.
Labour Operations
• Maintain domain expertise in labour operations in a farming environment. Lead the development of operating frameworks, processes and templates that are compliant with existing regulations, adaptable different operating environments and current to emerging trends and thought leadership in this space.
• Design and implement casual / contingent worker labour management processes and systems that avail the appropriate number, engage, determine and monitor productivity and make payments in full compliance to all policies and regulations.
• Establish work councils, lead negotiations on collective bargaining agreements (as required), and ensure labour operations across the business are in full compliance with statutory provisions and regulatory guidelines, and in full alignment with global gap, BRCSGS, relevant ISO/FS and ESG standards.
• Member of the OHS Committee, a certified first aider and fire marshal.
Operational Efficiency and Reporting
• Monitor uptake and use of HR Information systems (HRIS) and confirm the systems are working efficiently and effectively and providing value to employees and line managers.
• Verify employee data uploaded through self-service modules with source documents and accept updates to the system data as appropriate. Provide source documents to shared services team for secondary verification and safe custody.
• Co-create with line managers, colleagues in People Operations and across the business dashboard and reports to facilitate informed and sound decision making with regard to people
• Use data and analytics to measure the effectiveness of the policies and tools in delivering the desired outcomes in the functions supported. Provide feedback on the efficacy of the policies and tools and recommend improvements where efficacy in ineffectual.
• Present comprehensive, accurate and informative people operations reports in line with appropriate cadences, with trends, insights, concerns, and recommendations clearly elaborated.
• Prepare, present for approval and submit complete and accurate data/reports in the format and standard set by the organization / regulatory bodies.
Compliance
• Maintain an in-depth knowledge of legal requirements related to day-to-day management of employees, to reduce legal risks and ensure regulatory compliance.
• Comply with all organization policies, procedures, and statutory guidelines. Minimize and mitigate risks to the organization and enforce zero-tolerance to non-compliance.
• Undertake quarterly audit/reviews of implementation and adherence to HR policies, processes, systems and procedures in function(s) supported.
• Facilitate external audit, risk & compliance reviews of people processes and outcomes in the function(s) supported.
• Close gaps/lapses identified as an outcome of audits; risk and/or any other compliance review; investigations; or other assessment mechanisms and take corrective/preventive actions within the agreed timelines.
Self-Management
• Proactively manage own performance review and enablement sessions with line manager. Institute corrective action where performance falls below expectation.
• Deliver the performance objectives set for the team. Hold monthly 1-on-1 performance enablement discussions and quarterly performance reviews with the team and with own line manager, and institute corrective action where performance falls below expectation.
• Proactively manage the teams’ and own learning and development
• Adhere to the annual leave plan agreed with the line manager
• Adhere to people management policies
Minimum Qualifications And Requirements
• A bachelor’s degree from a recognized accredited university in human resource management or a related field with a higher diploma in human resource management
• Registration with, and a practicing certificate from the Institute of Human Resource management.
• A certified first aider and fire marshal and OHS Committee member
• Qualification/certification in labour practices, dispute resolution, and collective bargaining. Certification in coaching and project management are highly desirable.
• A minimum of seven (7) years of progressive generalist / HR partnering experience gained in a rapidly growing, fast paced, agile commercial, manufacturing, agribusiness, and/or food processing organization of similar scale and complexity.
• Is commercially aware, understands the general business conditions (e.g., social, technological, economic, political, environmental, and demographic trends) that affect the industry, the operating environment and the organization. Appreciates the unique intricacies and value drivers for the Fresh business and can turn integrated innovative HR practices into unified solutions to enable the function delivers its strategy and objectives.
• Has solid experience with HR practices and employee management. Is a strong strategic partner and trusted advisor. Possesses good knowledge of multiple human resources disciplines, such as talent acquisition and development, employee retention, labor relations, performance management, work and organization design, organizational effectiveness, compensation practices, diversity, communication, leadership, etc. Stays informed on latest developments in the profession.
• Has a minimum of (3) years accountability of people management in large scale farming operations with a significant number of seasonal and contingent workers (in excess of 1000). Is seasoned in sourcing and onboarding labour, managing daily payments, welfare issues, establishing work councils, negotiating collective bargaining agreements, driving engagement and performance, etc., in compliance with statutory provisions and regulatory guidelines, and in full alignment with global gap, BRCSGS, relevant ISO/FS and ESG standards.
• Has an entrepreneurial consulting approach, able to simplify opportunities, challenges, processes, or projects into component parts, evaluate them systematically, identify causal relationships, and construct frameworks and proposals for consideration and decision making.
• Is able to facilitate capability audits and work with line managers to embed the organization culture and co-create the processes and ways for working and capabilities required for employees to find meaning and purpose in the work, which leads to the functions/organization’s success.
• Is digitally savvy and leverages technology to organize and deliver work more efficiently and promotes the same in others. Experience implementing and/or working with an integrated human resource information systems in an enterprise resource planning ecosystem. Confident in the use of data analytics as a tool to improve decision-making. Develops and presents compelling decks to augment position taken.
• Champions and facilitates change. Builds a case for change, engages key stakeholders, initiates and drives change programs, overcomes resistance, and creates an agile, flexible and responsive environment in which transformation can happen.
• Has effective engagements. Communicates compellingly with diverse audiences: employees, management, leadership, external stakeholders, on varied subjects, requiring different approaches. Draws from a range of strategies to persuade people in a way that results in agreement or behaviour change.
• Has an informed point of view and is assertive enough to take a position and implement radical HR solutions when needed. Is ready and able to take the initiative, originate action and be responsible for the consequences of the decisions made.
• Enthusiastic, decisive, pragmatic, resilient and forthright hands-on individual with a sense of urgency, and unquestionable integrity.
• Adapts and works effectively with a variety of situations, with individuals or groups. Is able to understand and appreciate different and opposing perspectives on an issue. Maintains personal effectiveness by managing own emotions in the face of pressure, set backs or when dealing with provocative situations.
• Committed to building self and the profession. Accepts changes in organization or job requirements
• Willing and able to travel.