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  • Posted: Jan 24, 2025
    Deadline: Jan 31, 2025
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    Apollo Group (Apollo Investments Limited)was an idea born from the need to harness synergies across the insurance business. Built on commitment, integrity and innovation, it has risen to be one of the leading financial groups in East Africa. Apollo Investments Limited (AIL) includes APA Insurance (Kenya and Uganda). It underwrites General Insurance risks ...
    Read more about this company

     

    HR Information System (HRIS) Analyst & Payroll Processing Officer

    KEY PRIMARY RESPONSIBILITIES

    HRIS ANALYST RESPONSIBILITIES:

    System Management:

    • Configure, maintain and enhance HRIS platforms
    • Ensure the HRIS integrates seamlessly with payroll and other organizational systems.
    • Troubleshoot technical issues and implement system upgrades.

    Data Management:

    • Maintain accurate employee records (e.g., personal details, job classifications, pay grades).
    • Ensure the integrity and security of employee data within the HRIS.

    Reporting and Analytics:

    • Generate HR reports, including headcount, turnover, time-off balances, and payroll summaries.
    • Develop dashboards for management to track key HR and payroll metrics.

    Training and Support:

    • Provide training and support to HR team and larger staff workforce on system functionality.
    • Act as the primary point of contact for HRIS-related queries.

    PAYROLL OFFICER RESPONSIBILITIES:

    Payroll Processing:

    • Process employee payroll accurately and on time, including salaries, bonuses, and deductions.
    • Manage timekeeping systems and ensure hours worked are recorded properly.

    Tax and Compliance:

    • Ensure payroll complies with local tax regulations.
    • Prepare and submit payroll-related tax and statutory filings
    • Monitor changes in labor laws and tax policies to maintain compliance.

    Benefits and Deductions:

    • Administer employee benefits deductions (e.g. Insurance, retirement plans).
    • Handle reimbursements, and other special payments.

    Reconciliation and Reporting:

    • Reconcile payroll accounts to ensure accuracy and resolve discrepancies.
    • Generate payroll reports for internal audits, budgeting, and compliance purposes.

    ACADEMIC QUALIFICATIONS

    Bachelor’s degree in Human Resources, Accounting, Business Administration, or a related field.

    JOB SKILLS AND REQUIREMENTS

    Technical and Analytical Skills:

    • Proficiency in HRIS platforms and payroll systems
    • Advanced skills in Microsoft Excel (e.g., pivot tables, VLOOKUP) and reporting tools.
    • Strong analytical skills to interpret data and identify trends.

    Knowledge of Payroll:

    • In-depth understanding of payroll regulations, tax laws, and compliance requirements.
    • Familiarity with time-tracking systems and payroll reporting.

    Attention to Detail:

    • High accuracy in managing sensitive employee and payroll data.
    • Ability to identify and resolve data discrepancies promptly.

    Communication and Collaboration:

    • Excellent interpersonal skills to liaise with HR, IT, finance, and employees.
    • Clear communication to explain payroll details and system processes.

    PROFESSIONAL QUALIFICATIONS

    • Professional certifications such as CHRP, ACCA or CPA.

     

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    Compensation & Benefit Manager

    KEY PRIMARY RESPONSIBILITIES

    Compensation Management:

    • Develop and maintain competitive salary structures, including fixed pay, variable incentives, and commission plans tailored to the insurance industry.
    • Conduct benchmarking and market analyses to ensure compensation packages are aligned with industry standards and regulatory requirements.
    • Collaborate with department heads to design performance-based incentive plans for sales and other key functions.
    • Oversee annual compensation reviews, including merit increases, promotions, and bonus distributions.
    • Ensure compliance with applicable wage laws and regulations, including pay equity and executive compensation standards.

    Benefits Administration:

    • Design and administer employee benefits programs such as group health insurance, retirement plans, disability coverage, and wellness initiatives.
    • Evaluate and recommend enhancements to existing benefit offerings to meet the needs of employees in a competitive insurance marketplace.
    • Manage relationships with insurance providers, brokers, and other vendors to ensure cost-effective, high-quality benefits.
    • Oversee benefits enrollment processes and provide support during annual review/renewal process
    • Ensure compliance with laws and regulations.

    Sales Incentive Programs:

    • Develop and manage commission structures and variable pay programs for sales teams, ensuring alignment with business goals and revenue targets.
    • Analyze the effectiveness of sales incentive plans and recommend adjustments to maximize motivation and performance.
    • Partner with sales leadership to align compensation models with evolving market trends and business needs.

    Employee Communication and Support:

    • Develop communication strategies to educate employees about compensation and benefits programs, including total rewards statements.
    • Act as a resource for employees, addressing inquiries and resolving issues related to pay, benefits, and incentive programs.
    • Conduct training sessions for managers on compensation policies and benefits offerings.

    Compliance and Policy Management:

    • Ensure all compensation and benefits programs comply with local labor laws, as well as industry-specific regulations.
    • Conduct audits of payroll, benefits, and commission structures to identify and resolve discrepancies.
    • Stay informed about legislative and regulatory changes that impact compensation and benefits in the insurance industry.

    Analytics and Reporting:

    • Utilize data analytics to assess compensation trends, employee satisfaction, and program effectiveness.
    • Prepare reports on compensation costs, benefits utilization, and workforce metrics for senior leadership.
    • Conduct internal equity analyses and recommend adjustments to address pay disparities.

    Collaboration and Strategy:

    • Partner with HR, finance, and senior leadership to align compensation and benefits strategies with organizational objectives.
    • Monitor industry trends and innovations in compensation and benefits to maintain a competitive edge.
    • Support talent acquisition by providing insights into competitive compensation and benefits for high-demand roles in the insurance sector.

    ACADEMIC QUALIFICATIONS

    • Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field (Master’s degree preferred).

    JOB SKILLS AND REQUIREMENTS

    Key Skills:

    • Strong understanding of insurance industry compensation structures, including commissions and incentives.
    • Experience managing employee benefits programs and vendor relationships.
    • Analytical skills with proficiency in HRIS systems, Excel, and compensation benchmarking tools.
    • Knowledge of industry-specific regulations, including insurance licensing laws and executive compensation guidelines.
    • Excellent communication, negotiation, and organizational skills.

    Behavioral Competencies:

    • Strategic Thinking
    • Attention to Detail
    • Stakeholder Collaboration
    • Integrity and Confidentiality
    • Problem Solving and Adaptability

    PROFESSIONAL QUALIFICATIONS

    • Professional certifications such as CHRP, ACCA or CPA.

    EXPERIENCE

    • 5 years of experience in compensation, benefits, or HR management, preferably in the insurance or financial services industry.

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    Human Resource Business Partner (HRBP)

    KEY PRIMARY RESPONSIBILITIES

    Strategic Partnership:

    • Collaborate with business leaders to align HR strategies with the company’s objectives.
    • Act as a trusted advisor, offering counsel on workforce planning, succession planning, and organizational development.
    • Proactively identify HR challenges and opportunities within the business unit and propose solutions.

    Talent Management & Development:

    • Partner with managers to attract, develop, and retain top talent.
    • Facilitate leadership development programs and succession planning initiatives.
    • Support career pathing, skills development, and performance improvement plans.

    Employee Engagement:

    • Develop and implement initiatives to enhance employee engagement and job satisfaction.
    • Act as a culture ambassador, promoting diversity, equity, and inclusion.
    • Address workplace issues, mediate conflicts, and support a positive working environment.

    Performance Management:

    • Guide managers on goal setting, performance evaluations, and employee recognition programs.
    • Analyze performance data to recommend actionable improvements.

    HR Policies and Compliance:

    • Ensure compliance with labor laws, company policies, and industry best practices.
    • Advise business units on HR policy implementation and updates.
    • Conduct training sessions on HR policies, legal requirements, and leadership development.

    Change Management:

    • Lead HR efforts during organizational changes such as restructuring or mergers.
    • Provide guidance on effective communication strategies and employee transition support.

    HR Analytics & Reporting:

    • Leverage HR metrics to analyze trends such as turnover, engagement, and headcount.
    • Use data-driven insights to make informed decisions and recommendations.

    ACADEMIC QUALIFICATIONS

    • Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred).

    JOB SKILLS AND REQUIREMENTS

    • Strong business acumen and ability to align HR practices with organizational goals.
    • Excellent communication and interpersonal skills with the ability to influence and build trust.
    • Proficiency in HRIS systems and data analytics tools.
    • Sound knowledge of labor laws and HR best practices.
    • Proven ability to manage multiple priorities in a fast-paced environment.

    Behavioral Competencies:

    • Strategic Thinking
    • Relationship Building
    • Problem-Solving
    • Emotional Intelligence
    • Adaptability and Resilience

    PROFESSIONAL QUALIFICATIONS

    • CHRP certification.

    EXPERIENCE

    8 years of experience in HR, with at least 5 years in an HRBP or similar strategic role.

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    Learning & Development Coordinator

    KEY PRIMARY RESPONSIBILITIES

    Training Needs Assessment:

    • Identify skill gaps and training needs by consulting with managers and employees.
    • Conduct surveys or performance reviews to understand development areas.
    • Support the implementation and tracking accelerated development for successors of key roles.

    Program Design and Delivery:

    • Assist in designing training materials, workshops, and e-learning courses.
    • Coordinate with subject-matter experts or external vendors to develop specialized programs.
    • Facilitate in-person or virtual training sessions.

    Scheduling and Logistics:

    • Plan and schedule training programs, workshops, or seminars.
    • Manage training calendars and ensure timely communication to participants.
    • Organize venues, equipment, and materials for training events.

    Monitoring and Reporting:

    • Track attendance, engagement, and outcomes of training sessions.
    • Analyze data to measure training effectiveness and make improvements.
    • Generate reports for leadership on training performance and ROI.

    Support Employee Development:

    • Advise employees on available learning resources and growth opportunities.
    • Promote professional development initiatives like mentorship programs or certifications.

    Technology Integration:

    • Manage Learning Management Systems (LMS) to upload courses and track employee progress.
    • Use digital tools to create engaging training materials (e.g., videos, quizzes, gamification).

    ACADEMIC QUALIFICATIONS

    • A degree in Human Resources, Education, Business Administration, or a related field.

    JOB SKILLS AND REQUIREMENTS

    • Communication: Strong ability to present and explain concepts clearly, both in writing and verbally.
    • Organizational Skills: Efficiently manage multiple projects and maintain schedules.
    • Technology Proficiency: Familiarity with LMS platforms, Microsoft Office Suite, and e-learning tools (e.g Canva).
    • Interpersonal Skills: Build relationships with employees and managers to understand their needs and challenges.
    • Analytical Thinking: Evaluate training data and improve programs based on insights.

    PROFESSIONAL QUALIFICATIONS

    • CHRP Certification is a must 
    • Other Certifications such as Training specialist are an added advantage

    EXPERIENCE

    • 3 years of Experience in training coordination, HR, or a similar role.

    Method of Application

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