Career Opportunities at Poa Internet

Overall Responsibility

Using analysis to drive forward the business' understanding of key metrics and predict future performance; designing M&E plans around new interventions and using the results to inform data-driven decision making.

Responsibilities

Key SMART Results for A-Player Success

• Ability to generate 100% of all "business as usual" and on demand analytical reports for various teams within the existing reporting structures on agreed time frames.
• Own statistical analysis of multiple projects, both assigned and self started by collecting, organising and visualising the data in an easily understandable way by the stakeholders.
• Create predictive models incorporating different scenarios to analyse and forecast what happens with different business use cases
• Work with stakeholders to develop data-driven actionable recommendations
• Define metrics, set up, and maintain reporting dashboard for new poa Labs test project; continuously improve reporting according to objectives of the project
• Work with Research and Design teams to design and evaluate initiatives through statistical hypothesis testing
• Implement the next level data visualisation tool for poa that can be easily accessible, understood and utilised by 100% of all mid level managers and 50% of staff.
• Take an active role in up-skilling fellow colleagues about data, analysis and how to apply analytical tools in their day to day work e.g google sheets

Key Competencies

• Firm grasp of using business data analytical tools (e.g Excel,SQL, Python) to analyze data
• 3+ years experience with doing large and complex descriptive, predictive and prescriptive analysis
• An analytical thinker who gives data a voice by translating it in a manner easily understandable by all stakeholders
• Ability and willingness to learn and adapt to new analytical tools
• Proficient with data visualisation tools such as Power BI, data studio or Tableau

Mandatory Criteria if Any with no exceptions to hire.

• Must have owned end-to-end data projects, from definition to delivery
• Must have minimum 2 years experience (3+ years preferred) as a data analyst working with large datasets.

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Overall Responsibility

Develop a learning organization that guides team members on their career journey by maintaining a culture of learning and development so that poa is a great place to work.

Key SMART Results for A-Player 

• Inventory and gap analysis of development training programs in Poa for both employees and leadership by the end of Q3 2022
• Expand on the talents and skills of employees at all levels of the organization through the development of individual development programs to enhance knowledge, develop necessary skills, and enrich both the individual and the organization by the end of Q4 2022
• Build a knowledge bank of development training programs for leadership, management, business and personal progression by the end of Q1 2023
• Build leadership programs to eliminate ambiguity and misunderstanding through upskilling in strategic areas specifically coaching, mentoring and giving proper feedback by the end of Q4 2022
• Implement performance management process and conduct process & system training's by the end of Q3 2022
• Support performance review processes and provide progression career pathways for our workforce to increase the percentage of employees achieving targets by the end of Q4 2022
• Increase the skills or competencies in strategic areas specifically coaching and managing others by the end of Q1 2023
• Collate feedback on completed training to evaluate and measure results and make improvements where required by the end of Q4 2022

Level of Management Experience Required (Mandatory & Nice to Have)

• Mandatory - Demonstrated experience managing the end-to-end project life cycle of an organization-wide learning program
• Department stage of development where this role sits
• Prepare for Scale / Systematization / Team Building / Coaching / Mentorship -Catalyst / Champion

Key Competencies Criticality (H,M,L)

• Demonstrated experience managing the end-to-end project life cycle of an organization-wide learning program - H
• Ability to be a role-model for continuous learning throughout the organization - H
• Passion for learning & development industry research and trends - M
• Exceptional written & verbal communication and presentation skills - H
• Team player with strong interpersonal skills, skilled at project and change management with cross-functional collaboration - H
• Excellent organizational, task, and time management skills, with an emphasis on detail and follow-up and the ability to prioritize tasks and request from multiple stakeholders and audiences - H
• Display strong consulting and collaboration skills - M

Mandatory Criteria if Any with no exceptions to hire.

• 5+ years experience in related work such as instructional design and developing learning content
• Track record of designing, engaging and impact development programs that improves individual, team, and company performance

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Overall Responsibility

Design talent acquisition processes and strategics that will ensure positions are filled with high-quality talent in a timely manner and effectively scale up the talent acquisition activities. Build strong partnerships with hiring managers, ensure excellent candidate experience, and exceed business needs

Key SMART Results for A-Player

• Do a baseline survey to reasons for current attrition rate. Undertake gap analysis and develop a plan by the end of Q3 2022
• Elevate employee retention to better retain talent and save on costs associated with new hires by the end of Q4 2022
• Define current recruitment metrics and develop plans for improvement to meet best practice benchmark by the end of Q3 2022
• Build a strong pipeline of candidates and champion internal mobility with a talent marketplace by the end of Q4 2022
• Create and implement end-to-end candidate hiring processes to ensure a positive experience with candidates as they move through the process, ensuring that no matter the outcome of a process, people want and yearn to be a part of our business by the end of Q3 2022
• Assess current hiring lead times and define plans to reduce Time to Hire to meet best practice benchmark by the end of Q4 2022
• Conduct baseline survey on the employee on boarding experience and develop plans to improve metrics by the end of Q4 2022
• Build channels for marketing Poa's unique selling points to advance our market position as an employer of choice. Partner with marketing to build our employer brand by the end of Q4 2022
• Benchmark roles to market by the end of Q4 2022

Level of Management Experience Required (Mandatory & Nice to Have)

• Mandatory - Demonstrated experience in complete life cycle recruiting from entry-level to senior management: sourcing, evaluating, and closing candidates.
• Department stage of development where this role sits
• Prepare for Scale / Systematization / Team Building / Coaching / Mentorship -Catalyst / Champion

Key Competencies Criticality (H,M,L)

• Experience in partnering with business and driving a talent strategy aligned to enabling commercial objectives - H
• Relationship-building acumen making you a natural partner with hiring managers - H
• Ability to build, maintain, and grow immediate and long-term pipelines - M
• Exceptional written & verbal communication and presentation skills - M
• Good understanding of key HR principles and talent acquisition best practices including CV screening, candidate engagement, scheduling assessments with candidates, interviewing, on boarding - H
• Excellent organizational, task, and time management skills, with an emphasis on detail and follow-up and the ability to prioritize tasks and request from multiple stakeholders and audiences - H
• Display strong consulting and collaboration skills - H

Mandatory Criteria if Any with no exceptions to hire.

• 5+ years experience in talent acquisition
• Proficiency in Applicant Tracking Systems
• Proven work experience as a Talent Acquisition Specialist or similar role

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Overall Responsibility:

To manage all aspects of the software lifecycle and build a highly capable, but lean software team that you will lead; work with internal customers and a third-party software development team to build a cost-effective platform that can scale rapidly as well as maintain best-in-class systems that capture the business' product and operational requirements. This platform will need to be able to scale to support millions of customers across multiple countries as part of the company’s plan to expand beyond Kenya and provide internet connectivity to the underserved in Africa. 
    

Key SMART Results for A-Player Success

• Design, implement and operate all aspects of Poa's software development process to ensure that requirements are accurately captured, scheduled, and transitioned into high-quality implementation that meets business needs.
• Assume responsibility for all budgetary aspects of the software department - both internal and external. Ensure software is developed efficiently and cost-effectively, in line with Poa’s low operating cost business model.
• Design, hire and provide ongoing management of a small internal team of business analysts, systems analysts, quality controllers and project managers.
• Assist in the identification and contracting of a third-party outsourced software development partner. Once in place, manage all day-to-day aspects of the outsourced partner including scheduling, ensuring timely and quality delivery and budgetary adherence.
• Take overall responsibility for the management of the relationship between the software department and its key internal customers, the product and operational management teams.
• Build a strong relationship with the CTO. Understand (and contribute to) Poa's wider technology strategy including architecture, network, roadmap etc. Ensure that the software systems and development align with the company’s technology strategy.
• Run a project that will transition the company's existing systems to a new set of technologies to better support the company's rapid scaling. Use the project to transition utilising outsourced development and to train the software team on the company's systems and business model
• Ensure that the software department provides third line operational support for software related issues.
• Build a solid understanding of the company's wider commercial goals and strategies. Ensure that the company's software systems are built to support these goals. Proactively propose ways that
• software department and systems may be able to accelerate and support the company's mission
• Level of Management Experience required (Mandatory & Nice to Have)
• Mandatory - Senior Experience of full-stack development in a high-volume transaction processing environment, ideally within Telecommunications, Banking, Payments, or another applicable industry.
• Department stage of development where this role sits (starting, preparing for scale, scaling, mature)
• Prepare for Scale / Systemisation / Team Building / Growth

Key Competencies Criticality (H,M,L)

• Solid technical background. Good knowledge of state-of-the-art software development tools, processes, and methodologies -H
• Must have owned the software lifecycle, from end to end in a high-growth business. Had responsibility for delivery of large-scale complex software projects with multiple stakeholders -H
• Had full budgetary responsibility and experience of managing software teams -H
• Be able to communicate well with technical and non-technical staff -H
• Able to translate business concepts into technical concepts and vice versa -H
• Experience of managing 3rd party / outsourced software development -M
• Understanding of the telecommunications industry, business models and systems/platforms -M
• Experience of working in fast-paced and dynamic start-up environment -M
• Mandatory Criteria if Any (e.g. must have directly managed at least ten people) with no exceptions to hire.
• Technical background. Degree in computer science, software engineering, systems analysis or similar.
• Must have managed teams and held budgetary responsibility for the full software life cycle.
• Must have operated in a business with similar aspirational Values and DNA to Poa, to ensure cultural alignment.
• Must have worked in a fast-paced multi-cultural organisation.
• Must be willing to undertake international travel. If not based in Kenya must be willing to travel to East Africa and to travel to meet the outsourced developer.

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Overall Responsibility

• Responsible for designing, developing, building, hiring, supervising and organising the Field Sales teams in all areas where they operate on the poa! network.
• In-charge of developing and deploying profitable acquisition strategies to meet targets, and coordinating with the business on marketing and lead generation activities to exceed against set business goals.

People

• Currently 1 Field Sales Manager, 5 Field Sales Team Leaders, 52 Field Sales Reps, 4 Commission Only Sales Reps

Key SMART Results for A-Player

• To have evaluated and make recommendation on suitability and performance management of existing Sales Managers and Team Leaders within the team, considering scale targets for the next 24 months, and implement plan accordingly in terms of coach, redeploy etc. by the end of 2Q22
• To have established coaching, training, management development and leadership skills across all Field channels so the business is prepared for scale. Developed a Sales Management training and development programme to ensure best in class sales leadership at all levels in the organisation by the end of 3Q22
• To have consistently delivered or exceeded quarterly Field Sales targets while developing and upgrading the team to ensure the business delivers a minimum of 30,000 subs by the end of 2022 at an acceptable cost of sale by the end of 4Q22
• To have developed and maintained a month on month average sales per Field Sales team rep of at least 50 per person on a rolling monthly 3 month basis from 3Q22 onward by the end of 4Q22
• To hands on mentor, lead and coach the performance management efforts of all Field Sales teams by being in the field conducting monthly and quarterly performance reviews, training and developmental needs analysis, and coaching and mentorship sessions of the current and the next generation of Field Sales team leaders by the end of 2021
• To have developed a methodology of coaching, mentoring and developing all teams, including systematising of hiring, product training, on boarding, and entry into the business, so all agents hit the ground running with the best chances possible by the end of 3Q22
• Ensure 100% hands on sales activity by the Field Sales Team, by ensuring Team Leaders are accountable for their Teams on a daily basis and having Daily Stand-Ups to know what is expected of the day. Deploy best in class performance through dedicated hands on, detail oriented leadership to get the teams up to performance levels by the end of 2Q22
• To have developed and deployed new Field Sales and Marketing strategies and tactics that will generate new leads for achieving agreed sales targets and support scaling up plans for sustained performance beyond Nairobi region by the end of 3Q22
• Accurate, timely and comprehensive Sales Performance reports of all the field sales activities including lead generation, sales forecast per network and performance per team reports by the end of 3Q22

Key Competencies Criticality (H,M,L)

• Ideally managed a Field Sales team making sales nationwide across low income communities in Kenya - M
• Proven track record of exceeding the Sales Number and owning Cost of Acquisition - H
• A proven arsenal of brilliant sales management techniques and hands-on sales experience with an in depth understanding of sales strategies and consumer objection handling - M
• Hands On, on the ground, in the Field, inspiring and developing people to turn up to work and put in the hours to drive success - H
• History of recruiting exceptional high performing Field sales teams and sales managers and demonstrable experience in growing and developing them - H
• Manage and report on Lead development activities including pipeline management, sales management reporting, coaching, forecasting, and statistical reports, sales performance reports (weekly and monthly), and data essential to maintain KPI measurements to track Field Sales team performance - H
• Eagerness to work for Success Based performance and not just a Base Salary - H
• Ability to identify emerging markets and market shifts in new areas while being fully aware of competition status and sharing feedback on the same so that poa! can competitively position itself - H
• Have exceptional interpersonal skills capable of influencing and delivering results in a highly cross functional role plus excellent communication skills both written and verbal - H
• Build peer support and strong internal-company relationships with other key departments - H

Mandatory Criteria if Any with no exceptions to hire.

• Owned a Field Sales Number, for a multi level (management and teams) team.
• Managed "managers", meaning a team of at least 5 team leaders each who operate their own teams.
• Must have multi level management experience including "hiring and firing"
• Owned a Cost of Sales number
• Coordinated target setting, monitoring and performance evaluation, and actions of Field sales team leaders
• Must have operated in a business with similar Values and DNA to Poa to ensure cultural alignment