Jobs Career Advice Signup
X

Send this job to a friend

X

Did you notice an error or suspect this job is scam? Tell us.

  • Posted: May 25, 2022
    Deadline: Jun 8, 2022
    • @gmail.com
    • @yahoo.com
    • @outlook.com
  • Never pay for any CBT, test or assessment as part of any recruitment process. When in doubt, contact us

    Britam is a leading diversified financial services group, listed on the Nairobi Securities Exchange. The group has interests across the Eastern and Southern Africa region, with operations in Kenya, Uganda, Tanzania, Rwanda, South Sudan, Mozambique and Malawi. The group offers a wide range of financial products and services in Insurance, Asset management, Ban...
    Read more about this company

     

    Talent Acquisition Specialist

    Job Purpose

    • Reporting to Head-Talent and Capability, the Talent Acquisition Specialist will be responsible for supporting the Talent Acquisition function of the Company specifically with the focus on defining, and executing the talent strategy for the identification, development, deployment, and retention of Britam talent including talent acquisition for entry level and experienced hires. 
    • The position will primarily be responsible for agile talent acquisition activities; identifying and engaging world-class candidates for our various vacancies and design thinking about talent search tactics and achieving the defined talent acquisition metrics. This will be achieved by creating effective sourcing strategies, building lasting relationships with potential candidates, providing exceptional candidate experience and securing great talent in a very dynamic and competitive market.

    Key responsibilities

    • Work with the Head, Talent & Capability to implement the talent strategy of the company in consultation with business leaders and HRBPs.
    • Collaborate with business leaders across the company to understand business goals and to build development strategies that ensure a strong future talent pipeline as well as manage internal and external talent pools as part of the wider company talent management agenda.
    • Under the guidance of Head, Talent & Capability, guide the business on agile workforce planning internal deployments and talent solutions to address talent needs at all levels.
    • Support proactive talent retention initiatives and programs for the company as part of the Talent Management agenda
    • Supporting in conducting organizational and departmental structural reviews and identifying the relevant talent & resourcing needs and tactics to fulfil workforce requirements
    • Contribute significantly to the employment branding of the Company as a preferred “Employer of Choice” through compelling value proposition messaging, internally and externally and develop an effective talent pipeline of key internal and external talent.
    • Utilize talent sourcing techniques to attract the highest quality of candidates and build consistent candidate pools for key roles.
    • Establish effective recruitment strategies and identify creative recruiting methods to source the most qualified candidates and consistently improve quality of hires
    • Determine applicant requirements with hiring managers to develop recruiting plans and co-development and update of job descriptions.
    • Build and maintain strong working relationships with HRBPs, hiring managers and interface with all levels of management to meet the talent requirements.
    • Improve organization attractiveness by recommending new talent sourcing tactics and practices; monitoring employer value proposition for the company in attracting and retaining great talent.
    • Obtain necessary pre-hire documentation from candidates including compensation history, reports confirmation of prior work experience, certification confirmation or other job specific required credentials to be considered for a position within the company.
    • Align the hiring process, beginning with screening applicants and interviewing potential hires, making recommendations, writing offer letters, conducting reference checks, and negotiating offers of employment.
    • Ensure positive candidate experience throughout the hiring process and ensure smooth on-boarding experience as an onboarding buddy for all new hires
    • Be the mobility and onboarding advisor, ensuring the successful management of mobility assignments and crafting exceptional onboarding support to employees. 
    • Solicit feedback from hiring managers concerning “satisfaction level” and adjust sourcing strategies in line with the feedback to ensure continued customer satisfaction.
    • Assist with recruitment outreach and developing as well as building a diverse candidate pipeline and executing strategies to ensure high quality candidates for all roles.
    • Ensure maintenance appropriate records and recruitment documentation and other employment activities, decisions, and efforts in an organized and thorough fashion
    • Manage content on the talent acquisition agenda and manage the LinkedIn recruiter tool as appropriate
    • Co-design with the marketing or creative department advertisements and any collateral for recruitments both internally and externally
    • Responsible for talent acquisition analytics and reporting and providing overall talent acquisition status for the company. 
    • Responsible for all diverse talent acquisition and retention techniques within the company including talent deployment and re-deployment, internal talent movements and so on 

    Key Performance Measures

    • Time to Hire
    • Onboarding survey score
    • Quality of Hire
    • Talent Index

    Knowledge, experience, and qualifications required

    • Bachelor’s Degree in a Business-related field and with a professional qualification in Human Resources.
    • At least 3-5 years’ prior recruitment experience within a high volume, fast paced and customer-focused work environment.
    • Exceptional problem solving, time management and organizational skills.
    • Ability to approach problems flexibly and demonstrate creativity in solving them.
    • Proven track record of driving process improvements and an insatiable desire to provide outstanding customer service.
    • Excellent written and verbal communication skills, ability to exercise tact, discretion and the initiative to efficiently meet the demands of multiple internal and external customers.
    • Ability to work independently, execute multiple tasks simultaneously, and cut through ambiguity.
    • Unrivalled attention to detail and consistent delivery of the highest quality of work.
    • Use of Application Tracking Systems, candidate experience tools, recruitment systems e.g. Taleo or other recruiter tools like LinkedIn is necessary for the success in this role.

    go to method of application »

    Employee Relations & Culture Associate

    Job Purpose

    • Reporting Head of ER, EX & Culture, the role will focus on creating and delivering people practices which develop - and maintain - positive working relationships between the organisation and people. The role will work closely with unions and employee representatives, to ensure that people practices are fair and transparent.
    • The role will be responsible in supporting to define the company culture and consistently improve the employee experience based on best practices and employee feedback. 

    Key responsibilities

    Employee Relations

    • Supporting the development and interpretation of policies consistent with employment legislation and Labour Laws.
    • Dealing with employee matters, such as conduct at work matters, disciplinary cases, grievances, and appeals
    • Supporting the organization through the change management activities in organizational re-alignments e.g., structures and key change initiatives
    • Ensuring engagement is maintained and managers act in a way that involves their staff
    • Managing the relationship between the organization and unions or employee bodies
    • Dealing with disputes appropriately (for example, mediation or tribunal cases)
    • Supporting to ensure that managers are upskilled to deal with people in a fair and effective manner
    • Overseeing all People practices to ensure they are legally compliant and espouse the company values and culture.
    • Supporting the preparation of staff newsletter content and other reports to communicate information about employee welfare and organizational actions taken
    • Attends forums and meetings, as employee-management liaison, to facilitate communication between parties.
    • Supporting the regular update of the HR Manual and alignment to the employment Act and Labour Laws
    • Recording performance and disciplinary issues working with HRBPs and Line Managers.
    • Participating in disciplinary hearings as part of the disciplinary panel and document the proceedings Consult and advise management to ensure compliance with legal and administrative requirements of the disciplinary process.

    Employee Experience & Culture

    • Supporting and co-developing the internal culture initiatives internally and externally through a strong partnership with Brand, Internal Communications and PR areas for employer branding and visibility opportunities
    • Supporting the development and deployment of Employee Engagement surveys and any other employee experience surveys and interactions with staff e.g., townhalls, roadshows etc.
    • Support the Head in implementation of culture transformation initiatives for the Company and ensuring these are executed as expected and the impact assessed promptly
    • Support the co-creation of employee experience initiatives and journeys to improve the employee engagement and staff welfare
    • Manage the planning and execution of employee-centered events in conjunction with the leadership teams, staff and in consultation with the other HR teams
    • Support in developing and engaging communication with employees on staff welfare, employee engagement initiatives and creating awareness on topical issues, policies on employee relations
    • Support departments in the set-up of offsite retreats/activities that increase employee engagement and/or productivity including team building
    • Facilitate and support employee recognition programs at company and departmental level including annual awards, surveys, and events
    • In liaison with the HRBPs, collate the information from exit interviews for employees and provide feedback regarding trends revealed in exit interviews and proposed interventions.
    • Any other duties that may be assigned from time to time

    Key Performance Measures

    • As described in your Personal Scorecard

    Knowledge, experience and qualifications required

    • Bachelor’s Degree in relevant field
    • Diploma in Human Resource Management
    • 2- 4 years’ experience in generalist human resources management
    • Knowledge of Labour Laws and Employment Act
    • Experience in handling disciplinary cases
    • Experience in negotiating CBA agreements

    go to method of application »

    Learning & Development Lead

    Job Purpose:

    • Reporting to Head of Talent & Capability, the Learning & Development Specialist will be accountable for the successful design, development, and designing of innovative deployment methodologies and most critically assessing L&D impact using learning metrics and business data.
    • Design a broad range of needs-based learning and development solutions, with a special focus on initiatives that address talent & workforce development, and the business learning priorities.
    • Leverage technology, creativity, and innovation for new and blended learning methodologies to rapidly embed learning and development initiatives like self-administered learning, mobile learning, micro-learning, e-learning, webinars, virtual instructional learning, and so on. 
    • Manage, deliver, assess, and track learning programs that sustain and drive managerial and functional expertise and increase our operational efficiency and distinctive customer experience.

    Key responsibilities

    • Work closely with, HRBPs & Line Managers on the development of new learning and development programs to ensure overall organizational workforce readiness.
    • Leading the creation and identification of instructional and delivery methods using various learning solutions and the latest most innovative technologies
    • Developing and co-creating coaching, leadership development and mentoring programs and acting as a thought leader and expert in Learning & Development
    • Design and develop curriculum maps materials for classroom, virtual and/or self-administered training, learning roadmaps, leadership roadmaps, and staff learning tracks for staff upskilling and development for improved organizational performance
    • Determine the type of intervention suitable for the Company skills gaps identified.
    • Identify and select a panel of training institutions and facilitators to conduct training in line with staff needs.
    • Draw the annual training budget.
    • Develop measurement and evaluation on the effectiveness of the learning and development curriculum provided, including pre-and post-assessments, surveys, and evaluations.
    • Generate learning and development material using relevant e-learning software, Learning Management System, and other innovative learning methodologies, as a key pillar of agile learning and development
    • Develop design documents, storyboards, audio scripts, graphic images, and communications related to new and existing learning initiatives in the organization.
    • Manages the design and further development of the New Hire On boarding Program
    • Leads and supports the Head of Talent & Capability in the development of Management and Leadership programs for the Talent Management agenda for the organization.
    • Responsible together with the learning team to drive the uptake of e-learning programs for the organization, researching online training programs (e-learning) for purchase, and/or developing programs for in-house e-learning
    • Maintain and manage messaging and documentation of all training materials including postings on the intranet, Social Media Learning, and Learning Management System
    • Facilitates learning programs as necessary using different delivery methods as required

    Key Performance Measures

    • As described in your Personal Scorecard

    Knowledge, experience, and qualifications required

    • An Undergraduate degree in Education, Training, Human Resources, or other related fields
    • A minimum of 3-5 years of experience in corporate learning and development. 
    • Experience in delivering a wide variety of high-quality learning programs. 
    • Knowledge and experience as a leadership development practitioner or coach or mentor are desirable
    • Experience as an Instructional Designer/Developer in a corporate or consulting environment is an added advantage but not essential
    • Knowledge of training needs assessments and training evaluation methods and tools.
    • Reasonable experience in E-learning management and blended learning program development
    • Strong organizational skills and the ability to pay close attention to detail while handling multiple, simultaneous projects under deadline pressure.
    • Good experience in the use of authoring tools, curating content, and gamification to create learning interventions
    • Proficiency with MS Word and Excel, and advanced PowerPoint skills are a requirement.
    • Excellent verbal, written communication, and customer service skills.
    • Familiarity with virtual learning delivery tools and conferencing. 
    • Experience in developing, delivery and leading classroom courses, workshops, seminars.

    go to method of application »

    Employee Relations, EX & Culture Lead

    Job Purpose

    • The role holder supports facilitating the drive for Britam’s Culture transformation journey with Britam leaders and employees at all levels and is primarily tasked with working with the employees and leadership to embed a customer-centric culture, agile and a high-performance culture.
    • Responsible for working with Britam Leaders and HR Team to develop and review employee experience initiatives and across all touchpoints in our employees’ life cycle to design employee-centred experiences and a happier workplace where employees can thrive. 
    • The role will implement the disciplinary and grievance handling policies and procedures and overall conduct management policies, and procedures. 
    • The role supports the driving high performance management rigor in all performance management cycle activities as well as facilitation of performance enablement initiatives in consultation with HRBPs.

    Key responsibilities

    Culture Transformation and Employee Experience (40%)

    • Co-create the culture transformation roadmap for Britam to enable the corporate strategy execution. Develop, agree, and implement organizational development strategies to drive culture change and organizational transformation and enhance employee productivity. Focus on high-performance culture and customer-centricity.
    • Co-create employee experience strategy and journeys for the company as part of the customer-centric culture by understanding company culture, using employee feedback, and investing resources into making changes and improvements.
    • Support and implement the performance management initiatives to drive a high-performance culture and the end-to-end ownership of the Group Performance Management agenda. This entails the enablement initiatives for team managers, coaching, and supporting high-performance practices in the company.
    • Manage the Company’s Performance Management system and periodically updates and propose improvements to drive productivity in consultation with the leadership, HR partners, and feedback from employees.
    • Provide pro-active and professional performance management support and guidance to the business
    • Co-developing and implementing strategies, policies, procedures, and programs that will promote productive and positive relationships between managers, employees, and co-workers by helping to prevent and resolve issues between individuals.
    • Support the designing of employee experience frameworks and creating exciting ways to measure and assess employee engagement (for example, surveys, forum groups, etc.) 
    • Engage with employees and team leaders in reviewing management practices and their impact on the employee experience and improving management practices and behaviors to create a better employee experience and conduct management in the company.
    • Working with partners and stakeholders to create proactive approaches to well-being in the organization to drive the physical and mental well-being of employees as part of the corporate wellness and staff welfare agenda and to support enhanced staff productivity.
    • Putting in place ways of assessing the employer brand internally and the impact of people practices and policies on the employee experience and shaping people policies that positively impact the employee experience.
    • Using agile culture methodologies to map out essential employee journeys, address pain points, and make recommendations on enhancing the employee experience by focusing on the employee and developing processes and policies using employee feedback as a valuable tool.
    • Co-developing and implementing the recognition framework and the company recognition programs to celebrate company and employee milestones, like work anniversaries or workplace achievements. 
    • Support the deployment, alignment, and evaluation of employee engagement surveys, tools, and approaches and drive forward the outputs on a better organizational climate and employee experience.
    • Working with the stakeholders to co-develop initiatives that create a unique employer brand internally aligned to culture, mission, and values.
    • Actively participate in designing internal communication plans that positively impact the employee experience and design approaches to amplify the voice of the employee.

    Grievance Handling, Disciplinary & Labour relations (30%)

    • Support the line management and staff on grievance related matters to resolve any grievance-related matters.
    • Participate in the staff disciplinary process end to end, including providing support for panel hearings, organizing staff disciplinary meetings, and preparing and being the custodian of the relevant documentation, among other critical elements of the disciplinary process.
    • Liaise with the legal department on litigation cases for ex-staff and support by providing critical information and support on disciplinary and litigation cases.
    • Regularly review and ensure implementation of the Group HR Policies, procedures, and processes and provides staff and line management with guidance on matters arising thereof. 
    • Ensuring that the company actions and operations are aligned with the existing labour laws and regulations including the separation and engagement and complied with fully.
    • Support the maintenance of key relationships with internal and/or external customers, stakeholders, and suppliers relating to the Group: third-party providers, unions, relevant ministries, and Industry bodies, staff and line managers.

    Staff Welfare Activities (30%)

    • Support in providing guidance to line management and sessions on conduct management practices.
    • Actively work with the teams to support on employee welfare issues, initiatives and events.
    • Support the implementation of company-driven staff welfare campaigns to address different employee needs and deploy relevant interventions. 
    • Facilitate staff satisfaction and other employee relations and staff welfare surveys to inform interventions for resolution of crucial employee issues and company climate.
    • Collaboration with other stakeholders to organize staff functions, including staff end-year party, family days, and staff roadshows and caravans.
    • Develop and implement strategies to ensure effective communication with key stakeholders and build positive relationships within the business to maintain employee involvement and commitment to achieving business goals.
    • In liaison with the Forensic Department and or other concerned Departments, line management, and staff, investigate or coordinate the investigation of staff cases relating to disciplinary and grievance matters and see to their conclusion and or determination.
    • Any other duties that may be assigned from time to time 

    Key Performance Measures

    • HR Internal Process NPS
    • Employee turnover rate of top contributors
    • Employee NPS
    • Employee Engagement Survey scores
    • Performance metrics on meeting targets
    • TAT on disciplinary matters

    Knowledge, experience and qualifications required

    • Bachelor’s degree in a relevant field. Post graduate degree in Human Resource Management/ LLB or other relevant areas will be an added advantage.
    • Postgraduate Diploma in Human Resource Management.
    • At least 4-6 years working experience in Human Resource Management; with at least 3- 4 years in Employee Relations and/or Industrial Relations management.
    • Experience in implementation of culture and employee experience initiatives.
    • Sound understanding of HR Policies and Procedures.
    • Knowledge of Labour and Employment Laws and HR best practice.
    • Excellent leadership, customer service, communication, planning and organizing skills.
    • A member of IHRM.

    Method of Application

    Build your CV for free. Download in different templates.

  • Send your application

    View All Vacancies at Britam Back To Home

Subscribe to Job Alert

 

Join our happy subscribers

 
 
Send your application through

GmailGmail YahoomailYahoomail