Deputy Manager, Resourcing at Central Bank of Kenya

Job Purpose:

• The job holder will be responsible for the implementation of the recruitment plan and support in the management of the end-to-end resourcing processes to ensure efficient and effective execution of the Bank’s talent acquisition strategies. Working closely with the Manager, Planning and Resourcing, the role holder will also contribute to the development of resourcing policies and procedures.

Key Duties and Responsibilities: Strategic Responsibilities:

• Implement the resourcing strategies aligned with the Bank’s objectives and talent needs.

Technical and Operational Responsibilities:

• Support in the development and implementation of resourcing strategies aligned with the Bank’s goals and objectives.
• Support in the development of the resourcing plans and implement the same to meet the optimal staffing levels.
• Carry out the end-to-end recruitment processes in an effective and efficient manner to achieve goal of the identification of the right people for the right roles through effective use of the recruitment systems.
• Review resumes, candidate profiles and support in the preparation of pre-hire assessments and interview tools to support the recruitment process.
• Schedule and facilitate interviews and provide secretariat services ensuring a positive candidate experience throughout the process.
• Prepare recruitment and related proposals to management for review and thereafter implementation.
• Plan and execute pre-hire and onboarding processes and ensure documents related to the process are well maintained.
• Coordinate and collaborate with the various stakeholders to support the on-boarding program for new staff to ensure a good employee experience, including the recruiting department and the Learning and Development teams for the Induction plans.
• Coordinate and receive complete documentation from new staff and carry out comprehensive background checks. Report any exceptions in a timely manner.
• Collect all documents that are prerequisites for the confirmation process for new staff in a timely manner and collaborate with the HR welfare team on the same.
• Execute staff movements requests/instructions, such as staff transfers, secondments, upgrades in line with the HR policies, procedures and guidelines.
• Prepare adhoc and periodic reports on activities related to the role and share the same with the supervisor in a timely manner.
• Build and maintain strong relationships with key stakeholders to ensure quality delivery of service.
• Adhere to the Bank policies, procedures, guidelines, and related standards.
• Coordinate and lead career fairs/recruitment campaigns to promote CBK employer brand.
• Maintain a comprehensive alumni database and engage networks as appropriate.
• Review job descriptions and other related recruitment tools and accurately create and publish Job Advertisements in the approved channels to attract a diverse pool of qualified candidates.
• Monitor contracts of employment to ensure renewal where applicable is done within the appropriate timelines and coordinate with the relevant stakeholders to ensure they are up to date.
• Maintain accurate records of candidates, job openings and identify opportunities to enhance the recruitment processes/workflows.
• Support Succession planning/management initiatives.
• Any other roles and responsibilities as may be assigned by the supervisor.

Qualifications:

• A Bachelor’s degree in any of the following areas; Human Resource Management, Commerce (Human Resources), Business Administration or equivalent qualification from a recognized institution.
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
• Membership to other appropriate relevant professional body, in good standing is an added advantage.

Work Experience:

• At least five (5) years’ HR experience in a large financial institution.

Competencies: Technical Competencies:

• Knowledge and experience in:
  • Knowledge of HR Operational procedures
  • Technical experience in Workforce Planning, Performance Management and Succession planning.
  • Knowledge of Labour/employment law.
  • Experience in diversity management.
  • Technical experience in Human Resources and/or Business Administration.
  • Ability to manage full cycle recruiting and sourcing including knowledge of various interview techniques, evaluation methods and how to optimize their use.
  • Knowledge and understanding of appropriate employment branding and marketing tools, methods, and approaches.
  • A keen understanding of the various roles within organizations.
  • Proficient in the use of social media, Applicant Tracking Systems (ATS), job boards, CV databases and interview techniques.

Behavioral/ General Competencies:

• Leadership - Ability to motivate, influence and guide staff towards achieving a common goal.
• Planning and organization - Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
• Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.
• Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
• Critical and analytical thinking and problem-solving skills- ability to understand issues from multiple perspectives/layers and take account of the wider business context when crafting solutions.
• Risk management- ability to identify divisional risks and develop mitigating measures.
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal. Support team members to take decisions independently and take the lead in their area of expertise.
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
• Resilience - Ability to withstand operational challenges and maintain momentum.
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
• Emotional Intelligence -manages emotions in a mature and composed manner as expected of staff.
• Analytical –highly analytical and ability to challenge status quo based on quantitative facts and impacts.
• Digital mind-set - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.