Job Vacancies at Stratostaff

Job Description

• Develop a robust business development plan for our new business segment
• Manage a highly dynamic and energized sales team for effective sales delivery
• Run a systematic sales process through the CRM that strategically targets key clients and leads to a high sales conversion rate
• Build and develop your client portfolio, providing expert consultation to ensure repeat business
• Support the initial service delivery process as part of the client on-boarding process
• Build partnerships with target associations and institutions for business referrals and service delivery
• Participate in networking forums like tech conferences and meetups to network with professionals
• Keep up-to-date with new trends in order to form strategic conversations with clients on future hiring needs

Requirements

• Bachelor’s degree graduating with at least an upper second
• Seven (7) years post-graduation sales experience in a busy dynamic environment, preferably in/to financial services or technology
• Strong demonstrated sales leadership track record
• Superior hands on appreciation of the systematic business development process
• Strong relationship builder with excellent verbal and written communication skills
• Solution oriented, ambitious and an out of the box thinker

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Job Description

 Talent Management

• Drive overall end to end searching, profiling and recruitment of candidates as per client requests within agreed timelines.
• Offer recruitment strategies that attract first-rate talent leading to lasting, successful placements with identified clients.
• Talent planning to ensure a healthy talent pipeline for future resource needs.

Stakeholder/ Client Relationship Management

• Coordinate with stakeholders and obtain all required feedback from them to ensure continuous improvement in service delivery.
•  Continuously maintain a healthy working relationship with all relevant stakeholders with a view  to  more business
• Ensure all employer clients are compliant with relevant legislation e.g., OHS
• Undertake routine audits to ascertain the working environment of outsourced staff.

Strategy

• Support the corporate vision, mission and strategic objectives of the company by formulating and implementation of suitable HR strategies, policies and practice.

Human Resource Policy

• Develop relevant HR policies and procedures to ensure that the organization remains compliant to regulatory requirements. This position will be responsible for the review and circulation the HR Policy manual and employee Handbook.
• Jointly with the various heads of departments define job requirements.
• Develop appropriate and up to date job descriptions and Conduct comprehensive workforce planning.

Employee Development:

• Guide the implementation of staff development programs by supporting the departmental Heads in conducting training needs analysis, collation of information on staff training and development needs, and involvement in identification of suitable interventions for identified gaps.

Performance Management:

• Work in collaboration with other departmental heads to design and implement a performance management system that is linked to reward.
• Create innovative and competitive compensation and benefit practices through robust benchmarking in the industry to enable the company to remain competitive and enable it to attract the right caliber of employees.
• This will also include reviewing the medical benefits and welfare to ensure maximum value out of the policies.

Staff Engagement and Productivity:

•  Formulate and implement a robust performance management system, clear staff and leadership growth and development systems, and equitable, innovative, and competitive remuneration.

Employee Relations

• Provide a conducive working environment by providing adequate and open communication channels, staff welfare programs and quick and effective resolution of staff disputes.

Industrial relations:

• Ensure the company interests are protected in all trade disputes and other industrial relations’ matters by advising management appropriately and ensuring proper representation as necessary.

Risk Management:

•  Drive a culture that emphasizes commitment to internal controls, risk management, and high ethical standards by ensuring that the principles and requirements of managing risk are
• consistently adopted throughout the department.

Requirements

• Bachelor’s Degree in Social Science, Human Resources, or any other related field from a recognized institution
• Professional qualification in HR and be a member of IHRM
• 6 years’ experience in Human Resources Management with at least 3 years in a managerial position
• Exposure in performance and talent management
• Have a clear grasp of the Kenyan Labour Laws and related policy framework
• Experience in driving a high-performance culture