Group Head of People & Culture at Workforce Africa

Job Summary

• The position is responsible for managing the whole employee life cycle for all employees, including developing and managing the Group’s HR Strategy, talent management, workforce planning, culture management, coaching and mentorship, policy formulation, employee relations, performance management, payroll reward and recognition, maintaining & improving HR systems and management of the HR Budget. Shall ensure that the organization complies with employment & labour laws, internal policies and industry standards. The position will coordinate a team that works collaboratively to support achievement of the business’s people strategies.

Responsibilities

• Act as a discussion partner and adviser for all human capital matters; manage the impact of change on the people during the transformation process while ensuring that all interactions with the group’s stakeholders (internally and externally) are handled consistently using the group’s values (ambitious, curious, empathetic, courageous, and nimble)
• Partner with leadership to facilitate organizational development, design and change, to improve organizational effectiveness and the achievement of the business goals.
• Management of resourcing, including attraction, recruitment, and selection, across the organization
• Management of the reward cycle, including benchmarking and making recommendations on offers and pay increases, managing bonus recommendations and evaluating reward and recognition initiatives to ensure they support desired behaviours and remain market competitive.
• Responsible for managing an effective and efficient HR operation with bespoke service delivery.
• Collaborating with human resources colleagues in the Group, locally and across Africa for developing, recommending and implementing policies, procedures and initiatives that support the organization.
• Responsible for ensuring appropriate policies are developed and put in place to manage employee relations, including supervision of updating existing policies, designing new policies and communicating these effectively.
• Coordinates coaching and development of managers, providing advice in complex policy and legal HR areas to ensure that the organization fulfils its responsibilities.
• Oversee management of the performance management cycle, including designing and putting in place effective processes and procedures, tracking and monitoring progress and quality assurance
• Management of organizational development and engagement initiatives, including designing and putting in place initiatives to retain, motivate and develop employees across all levels, as well as ensure compliance with regulatory training requirements.
• Coordinate execution and implementation of Human Resources projects in a timely manner
• Champion change initiatives in the company in line with local and global guidelines, identify business change requirements, initiate and support continuous improvement.
• Ensure business functions are appraised of corporate, legislative, compliance & policy requirements concerning HR service offerings including organizational design, Strategic Workforce Planning (performance management, talent management, succession planning & Retention, career paths, et al).
• Collaborate with wellness partners to support the company’s commitment to staff wellness by implementing wellness programs that contribute positively to employees work performance.
• Responsible for ensuring successful working HR relationships in a highly matrixed environment between local HR, Regional and Group centres of excellence and matrix managers.
• Responsible for internal consultancy and facilitation drawing on best practices to ensure that the business has a competent and reliable human capital base to meet its current and future human resource requirements.
• Ensuring that the business has effective succession and career plans.
• Oversee workshops and meeting briefs on people management issues, new policies and project progress
• Regular briefings on all aspects of HR people management for business functions
• Producing presentations and reports as per the laid down terms of reference and schedule, and as otherwise required.
• Champion all business communication relating to the people aspect of the business.
• Prepare HR board packs and present to the HR Remuneration & Recruitment Committee/s of the Board in line with the Corporate Board meetings program.
• Promote effective employee relations by deploying appropriate employee engagement strategies and maintaining effective relations with all the stakeholders.
• Doing any other task that is ancillary and or deemed necessary to the achievement of the above-stated objectives or is aimed at meeting the Group’s HR goals.

Key Performance Indicators 

• Timely Submission of Reports 
• Development and successful implementation of Group-wide HR Strategy
• Manpower cost as a percentage of revenue
• Manpower output as a percentage of manpower cost
• Employee Engagement & Participation 
• Employee Turnover rate
• Employee satisfaction 
• Employee training & Continuing Education
• Percentage output improvement per department
• Number of gaps addressed from performance appraisal reports
• Number of strategy and policy awareness drives 
• Departmental capacity building rate through delegation and upskilling programs
• Number of issues related to lack of policy understanding

Minimum Requirements

• Master’s Degree in Human Resource Management or equivalent from a leading University
• Certified Human Resource Professional (CHRP-K)
• Be in good standing with the Institute of Human Resource Management (Kenya)
• Must have a valid HR Practicing Certificate from IHRM, in accordance with the Human Resources Management Professionals Act of 2012
• 10+ years working experience of which at least 3 years in a similar senior position