Vacancies at Central Bank of Kenya

Job Purpose

The Senior Manager, Talent & Leadership Development will be responsible for the talent and leadership development strategy in the Bank employing sound development practices, talent management principles, and employee engagement strategies.

Key Duties and Responsibilities

Strategic Responsibilities

• Actively participate in the development, implementation, and execution of the Talent strategy.
• Develop and execute Talent and Leadership Development plan.

Technical Responsibilities

• Responsible for developing and implementing a comprehensive Talent & Leadership Development strategy aligned with the bank's objectives and values.
• Identify leadership skills gaps and development needs in the Bank through various types of assessments, evaluations and feedback mechanisms and design invention programs.
• Design and execute comprehensive leadership development programs tailored to various levels of leadership within the organization.
• Collaborate with internal stakeholders to provide coaching, mentoring, and training opportunities for high-potential employees.
• Develop and maintain succession plans for key leadership positions to ensure continuity and readiness for future leadership needs.
• Identify potential successors through talent assessments and talent reviews and implement development plans to prepare them for future roles.
• Provide professional expertise and support in the design, development and implementation of the talent review programs that are required to achieve business goals and result in the creation of an internal bench of top talent.
• Build effective programs for workforce retention, promotion, and succession planning.
• Carry out market research to benchmark on Talent Management training programs that focus on enable the workforce to achieve improvements with priority organizational concerns.
• Preparation of ad hoc and periodic reports on activities related to the role and share with the supervisor in a timely manner.
• Collaborate and maintain stakeholder relationships to ensure seamless delivery of service.
• Adhere to the bank policies, procedures, guidelines, and related standards.
• Provide ongoing oversight and support to ensure that Talent Management measures are optimally utilised to achieve the intended goals.
• Contribute to strategic projects with other HR partners and Senior Management team, particularly where these impact on Talent and leadership Development's processes and systems.
• Any other roles and responsibilities as may be assigned by the supervisor.

Qualifications

• A Bachelor’s degree in any of the following areas; Human Resource Management, Commerce (Human Resources), Business Administration or equivalent qualification from a recognized institution.
• A Master’s degree in Human Resource Management/Development, Business Administration (Human Resource Management), Organisational Development or equivalent qualification from a recognized institution is an added advantage.
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.

Work Experience

• At least Ten (10) years of experience in a Talent and Leadership Development environment in a financial / Fintech institution, with at least five (5) years in a senior leadership role.

Competencies

Technical Competencies
Knowledge and Experience:

• Hands-on experience with Talent and Leadership Development programs.
• Proficiency with curriculum design and development for adult learning techniques.
• Demonstrable ability to train on a variety of topics in a high performing knowledge work environment.
• Ability to develop tools and methods to measure effectiveness of leadership training programs.
• Ability to develop and oversee a Talent management system.

General and Behavioural Competencies

• Leadership and people management including performance management, coaching, and mentoring – Ability to motivate, influence staff to act towards achieving a common goal. Create and articulate a vision, inspiring others to work towards achieving the vision and providing developmental and stretching opportunities to staff - in line with skills, abilities, and experience.
• High level interpersonal and cross-cultural skills, including ability to build consensus, alliances, and collaborative relationships with sensitivity to diversity.
• Critical and analytical thinking and problem-solving skills – ability to understand issues from multiple perspectives/layers and take account of the wider business context when crafting solutions
• Planning and organization – Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
• Quality orientation – Ability to check work to ensure accuracy and adopt a disciplined approach to work and drive for closure, results, and success.
• Communication and information sharing – Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
• Professionalism, work ethic and integrity – Ability to convey a high level of excellence and competence on delivery of duty.
• Collaboration and teamwork – Ability to work collaboratively within a group of people to achieve a common goal. Support team members to take decisions independently and take the lead in their area of expertise.
• Risk management- ability to identify departmental risks and develop mitigating measures.
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
• Customer focus – Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
• Governance – knowledge and ability to ensure good governance practices.
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
• Emotional Intelligence – manages emotions in a mature and composed manner as expected of staff.
• Digital mind-set – Ability to recognize the importance and impact of technology on the ways of working and integratetechnology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
• Creativity and innovation – Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.

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Job Purpose

• The Manager will be responsible for designing and delivering the performance management interventions in the Bank. He/She will oversee the implementation of performance management programmes across the Bank.

Key Duties and Responsibilities Strategic Responsibilities

• Actively participate in the development, implementation and execution of strategic talent management programs and plans in support of the corporate strategy.
• Develop processes, procedures, and policies for the Performance Management Unit.

Technical and Operational Responsibilities

• Develop and review performance management policies and ensure compliance to the same.
• Build, direct, manage, and ensure implementation and effectiveness of the Bank’s Performance Management System to support delivery of the Bank’s strategy.
• Develop and manage the Performance Manage Cycle/Calendar.
• Facilitate the goal setting process- including overseeing the creation of the goal setting templates, ensuring alignment between staff and their line managers on the HRIS, oversee the performance calendar timelines and deadlines, collecting, and storing goals setting related information among others.
• Oversee the development and implementation of the Bank’s standards of performance and performance evaluation instruments that support the achievement of departmental goals and objectives.
• Oversee the development and implementation of monitoring systems for performance indicators and standards, including ensuring data quality and compliance with internal and external compliance requirements.
• Research on current market trends and develop performance management training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
• Ensure that organization-wide talent management and performance management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
• Prepare ad hoc and periodical reports and analysis on the Bank’s performance for Management’s review.
• Provide ongoing oversight and support to ensure that performance measures are being used to effectively manage operations, identify, and manage risks, and effect organizational change.
• Collaborate with stakeholders and ensure to maintain good relationships for seamless service delivery.
• Adhere to the bank policies, procedures, guidelines, and related standards.
• Provide training to all levels of staff on performance management and systems.
• Contribute to strategic projects with other members of the HR team particularly where these impact Performance Management processes and systems.
• Oversee training of new staff in the division on work procedures and company policies.
• Any other roles and responsibilities as may be assigned by the supervisor.

Qualifications

• A Bachelor’s degree in any of the following areas; Human Resource Management, Business Administration, or other related fields from a recognized institution of higher learning.
• A Master’s Degree in Human Resource Management/Development, Business Administration (Human Resource Management), Organisational Development, Public Administration or equivalent qualification from a recognized institution is an added advantage.
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
• Any other related HR Certifications are an added advantage.

Work Experience

• At least seven (7) years’ post qualification HR experience with at least three (3) years relevant experience in a supervisory capacity

Competencies Technical Competencies Knowledge and Experience:

• Technical experience in Performance Management.
• Proficiency with various performance management systems and appraisal techniques.
• Experience in training a variety of topics in a high performing knowledge work environment.
• Experience in developing tools and methods to measure effectiveness of employee performance.
• Experience in developing and overseeing a Performance Management System.

Behavioural/ General Competencies

• Leadership, decision making and people management including performance management, coaching & mentoring.
• High level interpersonal and cross-cultural skills, including ability to build consensus, alliances, and collaborative relationships with sensitivity to diversity.
• Critical & analytical thinking and problem-solving skills- ability to understand issues from multiple perspectives/layers and take account of the wider business context when crafting solutions.
• Project management skills.
• Organisational and administrative skills.
• Ability to be forward thinking and use technology and other modern tools to drive decision making and implementation.
• Ability to consider emerging trends, developments and long-term opportunities and align organisational requirements with desired outcomes.
• Strategic thinking and decision making.
• Independence of thought and objectivity.
• Professionalism, accountability, integrity, and commitment in line with CBK values.
• Oral and written communication skills- ability to communicate clearly, simply and in a structured manner; and to use communication tools appropriately and effectively.
• Ability to withstand strategic and operational challenges and maintain momentum.
• Emotional intelligence- manages emotions in a mature and composed manner as expected of staff.
• Risk management- ability to identify departmental risks and develop mitigating measures.
• Governance- knowledge and ability to ensure good governance practices.
• Ability to manage multiple stakeholders and drive changes.
• Planning and organizing tasks - meticulous attention to detail and strategic foresight to effectively tackle complex challenges within the endeavour.
• Demonstrating a quality orientation - maintaining a commitment to excellence, ensuring that all operational aspects and deliverables adhere strictly to the highest standards to instil trust and reliability among stakeholders.
• Collaboration and teamwork - nurture synergy among diverse talents, driving collective efforts towards shared objectives and cultivating an atmosphere of mutual support and respect.
• Customer-centric – understanding, prioritizing, and addressing the needs and experiences of customers, utilizing insights to customize products and services, thereby surpassing expectations and cultivating enduring relationships.
• Emotional intelligence - navigate interpersonal dynamics with empathy and self-awareness, fostering meaningful connections and adeptly managing conflicts with grace and understanding.
• Digital mindset, creativity, and innovation - embracing and adapt to technological advancements, generating fresh solutions, and exploring new possibilities within an ever-evolving landscape.

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Job Purpose

The job holder will be responsible for providing exceptional fitness guidance and support to members of staff. He/She will conduct fitness assessments, design personalized workout plans, and lead group fitness sessions to support staff achieve their health and fitness goals. Additionally, he/she will ensure the safety and cleanliness of the gym area while providing outstanding service to enhance the overall employee experience.

Key Duties and Responsibilities Roles and Responsibilities

• Responsible for developing and maintenance of an active gym calendar of events.
• Conduct fitness assessments to evaluate staff’s current fitness levels, goals, and any limits.
• Design customized workout plans adapted to staff needs and goals, incorporating a variety of exercises and equipment to achieve desired goals.
• Lead fitness sessions, such as aerobics, ensuring the sessions are engaging, safe, and effective.
• Provide ongoing support, motivation, and guidance to staff throughout their fitness journey.
• Demonstrate proper exercise techniques and optimal equipment usage to ensure staff exercise safely and effectively.
• Maintain cleanliness and organization of the gym area, including equipment, floors, and common areas in collaboration with the housekeeping teams.
• Provide professional advice to staff on their progress and adjust workout plans accordingly to help them reach their goals.
• Provide educational information for nutrition and overall wellness to complement their fitness practices.
• Enforce Gym membership guidelines and etiquettes.
• Stay updated on industry trends, new fitness techniques, and occupational safety and health procedures to enhance productivity at the gym.
• Uphold company policies and procedures while fostering a positive and welcoming environment for all members.
• Manage all outdoor programs that bring all Staff together to bond and interact, including hikes, trail runs, Bank approved marathons and excursions activities.
• Coordinate all Sports activities through the Sports Club in the assigned Branch/section. Support training for staff during the Inter -Units, Inter-Branch, and Inter- Banks games.
• Coordinate renewal of the contracts related to gym supplies or otherwise in a timely manner following the Bank procedures and guidelines.
• Engage with the relevant stakeholders to ensure payments related to services provided at the gym are paid timely and accurately.
• Initiate, recommend and provide professional advice on specifications of Gym and Sports facilities.
• Responsible for the end-to-end budgeting and review/monitoring process for the assigned Gym and Sports & Recreation facilities.
• Coordinate and ensure that all gym equipment is in good working condition and service contracts are implemented and are up to date.
• Prepare periodical reports for gym and sports-related activities to the supervisor in a timely manner.
• Keep detailed records of membership registration forms, Gym participation sheet.
• Any other duties and responsibilities as assigned by the supervisor.

Qualifications

• Degree in physical education and sports or a similar field from a recognized institution.
• Certified Personal Trainer or Fitness Instructor with a recognized accreditation is an added advantage.
• CPR and First Aid certification or related field is an added advantage.

Work Experience

• At least two (2) years’ relevant experience in a busy Health and Fitness Center.

Competencies Technical Competencies Knowledge and Experience in:

• Professional experience as a gym instructor or personal trainer
• Strong interpersonal skills with the ability to communicate effectively and motivate others.
• Knowledge of exercise physiology, anatomy, and nutrition.
• Ability to adapt workout plans to accommodate various fitness levels and goals.
• Passion for health, fitness, and helping others achieve their goals.

Behavioral/ General Competencies

• Planning and organization - Ability to organize work, set priorities, and determine resource requirements.
• Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal.
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
• Resilience - Ability to withstand operational challenges and maintain momentum.
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
• Emotional Intelligence -manage emotions in a mature and composed manner as expected of staff.
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.

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Job Purpose

• The Deputy Manager will support the Manager to design and deliver the performance management initiatives of the Bank. He/She will oversee the implementation of performance management programmes across the Bank.

Key Duties and Responsibilities Strategic Responsibilities

• Contribute, as a member of the HR Department’s management team, to the development and delivery of the Bank’s human resources strategy.

Technical and Operational Responsibilities

• Develop and manage the Performance Manage Cycle/Calendar.
• Responsible for the implementation and management of the Performance Management System and processes to ensure effectiveness of the same.
• Coordinate activities related to Performance Management cycle, including engaging staff on the goal setting process, creation of goal setting templates, ensuring records for Line Managers and staff alignment on the system are correct, oversee timelines and deadlines, collect and store goals setting forms and ensure complete submission of performance tools and reporting.
• Oversee the development and implementation of the core competencies, core values, standards of performance and performance evaluation tools.
• Develop and implement monitoring systems for performance indicators and standards, including ensuring data quality and compliance with internal and external audit requirements.
• Research and assist in the development of PM training programs that focus on enabling the workforce to achieve improvements with priority organizational goals.
• Ensure that organization-wide PM initiatives are focused and aligned on improving operational efficiencies and effectiveness.
• Develop and conduct presentations and training for management and staff on the performance appraisal system and related initiatives.
• Provide ongoing oversight and support to ensure that performance initiatives are being used to effectively manage operations, identify, and manage risks, and effect organizational change.
• Contribute to strategic projects in HRD particularly where these impact Performance Management processes and systems.
• Preparation of ad hoc and periodic reports on activities related to the role and share with the supervisor in a timely manner.
• Build and maintain strong relationships with key stakeholders to ensure quality delivery of service.
• Adhere to the bank policies, procedures, guidelines, and related standards.
• Oversee training of new staff in the division on work procedures and Bank policies.
• Any other roles and responsibilities as may be assigned by the supervisor.

Qualifications

• A Bachelor’s degree in any of the following areas; in Human Resource Management, Commerce (Human Resources), Business Administration or equivalent qualification from a recognized institution
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
• Membership to other appropriate relevant professional body, in good standing is an added advantage.

Work Experience

• At least five (5) years’ post qualification HR experience in a large institution.

Competencies Technical Competencies

• Proficiency with various performance management systems
• Demonstrable ability to train on a variety of topics in a high performing knowledge work environment.
• Ability to develop and manage a performance management dashboard.
• Ability to develop tools and methods to measure effectiveness of employee performance.
• Ability to prepare annual performance calendar and schedules.
• Ability to write reports during and after the performance cycle.
• Ability to develop and oversee a Performance Management System.
• Ability to translate general/broad performance goals into specific, measurable indicators.
• Ability to develop key performance management instruments and tools.

Behavioral/ General Competencies

• Leadership - Ability to motivate, influence staff to act towards achieving a common goal. Create and articulate a vision, inspiring others to work towards achieving the vision and providing developmental and stretching opportunities to staff - in line with skills, abilities, and experience.
• Planning and organization - Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
• Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.
• Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal.
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
• Resilience - Ability to withstand operational challenges and maintain momentum.
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
• Emotional Intelligence -manages emotions in a mature and composed manner as expected of staff.
• Analytical –highly analytical and ability to challenge status quo based on quantitative facts and impacts.
• Digital mind-set - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.

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Job Purpose:

• The job holder will be responsible for the implementation of the recruitment plan and support in the management of the end-to-end resourcing processes to ensure efficient and effective execution of the Bank’s talent acquisition strategies. Working closely with the Manager, Planning and Resourcing, the role holder will also contribute to the development of resourcing policies and procedures.

Key Duties and Responsibilities: Strategic Responsibilities:

• Implement the resourcing strategies aligned with the Bank’s objectives and talent needs.

Technical and Operational Responsibilities:

• Support in the development and implementation of resourcing strategies aligned with the Bank’s goals and objectives.
• Support in the development of the resourcing plans and implement the same to meet the optimal staffing levels.
• Carry out the end-to-end recruitment processes in an effective and efficient manner to achieve goal of the identification of the right people for the right roles through effective use of the recruitment systems.
• Review resumes, candidate profiles and support in the preparation of pre-hire assessments and interview tools to support the recruitment process.
• Schedule and facilitate interviews and provide secretariat services ensuring a positive candidate experience throughout the process.
• Prepare recruitment and related proposals to management for review and thereafter implementation.
• Plan and execute pre-hire and onboarding processes and ensure documents related to the process are well maintained.
• Coordinate and collaborate with the various stakeholders to support the on-boarding program for new staff to ensure a good employee experience, including the recruiting department and the Learning and Development teams for the Induction plans.
• Coordinate and receive complete documentation from new staff and carry out comprehensive background checks. Report any exceptions in a timely manner.
• Collect all documents that are prerequisites for the confirmation process for new staff in a timely manner and collaborate with the HR welfare team on the same.
• Execute staff movements requests/instructions, such as staff transfers, secondments, upgrades in line with the HR policies, procedures and guidelines.
• Prepare adhoc and periodic reports on activities related to the role and share the same with the supervisor in a timely manner.
• Build and maintain strong relationships with key stakeholders to ensure quality delivery of service.
• Adhere to the Bank policies, procedures, guidelines, and related standards.
• Coordinate and lead career fairs/recruitment campaigns to promote CBK employer brand.
• Maintain a comprehensive alumni database and engage networks as appropriate.
• Review job descriptions and other related recruitment tools and accurately create and publish Job Advertisements in the approved channels to attract a diverse pool of qualified candidates.
• Monitor contracts of employment to ensure renewal where applicable is done within the appropriate timelines and coordinate with the relevant stakeholders to ensure they are up to date.
• Maintain accurate records of candidates, job openings and identify opportunities to enhance the recruitment processes/workflows.
• Support Succession planning/management initiatives.
• Any other roles and responsibilities as may be assigned by the supervisor.

Qualifications:

• A Bachelor’s degree in any of the following areas; Human Resource Management, Commerce (Human Resources), Business Administration or equivalent qualification from a recognized institution.
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
• Membership to other appropriate relevant professional body, in good standing is an added advantage.

Work Experience:

• At least five (5) years’ HR experience in a large financial institution.

Competencies: Technical Competencies:

• Knowledge and experience in:
  • Knowledge of HR Operational procedures
  • Technical experience in Workforce Planning, Performance Management and Succession planning.
  • Knowledge of Labour/employment law.
  • Experience in diversity management.
  • Technical experience in Human Resources and/or Business Administration.
  • Ability to manage full cycle recruiting and sourcing including knowledge of various interview techniques, evaluation methods and how to optimize their use.
  • Knowledge and understanding of appropriate employment branding and marketing tools, methods, and approaches.
  • A keen understanding of the various roles within organizations.
  • Proficient in the use of social media, Applicant Tracking Systems (ATS), job boards, CV databases and interview techniques.

Behavioral/ General Competencies:

• Leadership - Ability to motivate, influence and guide staff towards achieving a common goal.
• Planning and organization - Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
• Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.
• Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
• Critical and analytical thinking and problem-solving skills- ability to understand issues from multiple perspectives/layers and take account of the wider business context when crafting solutions.
• Risk management- ability to identify divisional risks and develop mitigating measures.
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal. Support team members to take decisions independently and take the lead in their area of expertise.
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
• Resilience - Ability to withstand operational challenges and maintain momentum.
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
• Emotional Intelligence -manages emotions in a mature and composed manner as expected of staff.
• Analytical –highly analytical and ability to challenge status quo based on quantitative facts and impacts.
• Digital mind-set - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.

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Job Purpose:

• The job holder will be responsible for the development and execution of the recruitment plan and management of the recruitment process. The role holder will oversee the recruitment plans in terms of sourcing, screening, interviewing, selection, and onboarding the right talent that matches dynamic business needs while ensuring optimal staffing levels as per the various business units annual work plans.

Key Duties and Responsibilities: Strategic Responsibilities:

• Contribute, as a member of the HR Department’s management team, to the development and delivery of the Bank’s human resources strategy.

Technical and Operational Responsibilities:

• Lead manpower planning process in collaboration with the various business units.
• Ensure manpower planning drives recruitment and induction training.
• Develop resourcing strategies.
• Develop and implement recruitment processes to deliver cost-effective resourcing.
• Develop and deploy pre-hire assessments to support recruitment i.e. Aptitude tests, case studies.
• Support in designing and implementation of Competency based interviews; framework and toolkits to support the recruitment process.
• Lead on design of recruitment campaigns.
• Review external best practice across the Bank and within other industries to continuously improve recruitment systems and processes.
• Position and design a strong employer brand for the bank by developing employee value proposition to make CBK attractive to talent in the market.
• Collaborate with higher learning institutions during career fairs to promote CBK employer brand.
• Develop staff retention strategies in collaboration with the compensation and benefits manager.
• Design staff career maps through career centres and advise staff on career development.
• Maintain a comprehensive alumni database and engage networks as appropriate.
• Develop a comprehensive onboarding program and checklist and ensure new recruits are onboarded appropriately.
• Oversee the probation and confirmation processes and advise managers on the same.
• Any other roles and responsibilities as may be assigned by the supervisor.

Qualifications:

• A Bachelor’s degree in any of the following areas: Human Resource Management, Commerce (Human Resources), Business Administration or equivalent qualification from a recognized institution.
• A Master’s degree in Human Resource Management/Development, Business Administration (Human Resource Management), Organizational Management, Public Administration, or equivalent qualification from a recognized institution.
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
• Membership to other appropriate relevant professional body, in good standing.

Work Experience:

• At least seven (7) years’ post qualification HR experience with at least three (3) years relevant experience in a supervisory capacity.

Competencies: Technical Competencies:

• Knowledge of HR Operational procedures.
• Knowledge and experience in developing HR Strategies.
• Technical experience in Talent Management, Workforce Planning, Performance Management and Succession planning.
• Knowledge of Labour/employment law.
• Experience in diversity management.
• Technical experience in Human Resources and/or Business Administration.
• Ability to manage full cycle recruiting and sourcing including knowledge of various interview techniques and evaluation methods and how to optimize their use.
• Knowledge and understanding of appropriate employment branding and marketing tools, methods, and approaches.
• A keen understanding of the differences between various roles within organizations.
• Proficient in the use of social media, Applicant Tracking Systems (ATS), job boards, CV databases and interview techniques.

Behavioral/ General Competencies:

• Leadership - Ability to motivate, influence and guide staff towards achieving a common goal.
• Planning and organization - Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
• Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.
• Communication and information sharing - Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
• Critical and analytical thinking and problem-solving skills- ability to understand issues from multiple perspectives/layers and take account of the wider business context when crafting solutions.
• Risk management- ability to identify divisional risks and develop mitigating measures.
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal. Support team members to take decisions independently and take the lead in their area of expertise.
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
• Resilience - Ability to withstand operational challenges and maintain momentum.
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
• Emotional Intelligence - manages emotions in a mature and composed manner as expected of staff.
• Analytical – highly analytical and ability to challenge status quo based on quantitative facts and impacts.
• Digital mindset - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.

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Job Purpose:

The role holder is responsible for the day-to-day management of compensation and benefits activities in the HR Department. He/ She will be responsible for processing payroll, staff benefits, and ensuring seamless operational execution to deliver outstanding customer experience.

Key Duties and Responsibilities:

Strategic Responsibilities

• Contribute, as a member of the HR Department’s management team, to the development and delivery of the Bank’s human resources strategy.
• Support the Compensation and Benefits team in proactively manage the overall HR budget and reconciliation process, ensuring the Bank meets its cost targets/forecasts.

Technical Responsibilities

• Implement the compensation and benefits strategy that is competitive, cost effective, and drives the required behaviors and business outcomes.
• Oversee maintenance of employee benefits files, maintain benefits database and update employee payroll records in line with the Bank’s standards and procedures.
• Work with the Team Leader in monitoring administrative costs of benefits programs and recommend cost containment strategies, including alternative methods for administration and funding.
• Collaborate with various partners, including HRIS service providers, IT, HR Partners and Learning and Talent Development teams in ensuring technical competency and capability is built across the organization for maximization of value of the HRIS.
• Review staff allowance applications and make recommendations for management’s review. Ensure they comply with the Bank policies and guidelines.
• Liaise with staff members to advise the position on their allowance applications, keeping them abreast at every stage to ensure a good customer experience.
• Oversee the verification of payroll details to ensure accuracy and distribution of pay checks.
• Proactively participate in organization/HR specific projects.
• Review data integrity/maintenance in the compensation and benefits module on the HRIS.
• Support HR Annual Audit and ensure to close on any outstanding issues with the required timelines.
• Collaborate with the Team Leader to Implement communication tools to enhance understanding of the Bank’s benefits package.
• Oversee reconciliation of relevant payments and deductions with the relevant stakeholders in a timely manner.
• Support in benchmarking surveys for employee benefits and implementation of interventions thereof.
• Maintain own high performance and Own up-to-date and actioned competency assessments and development plans.
• Any other roles and responsibilities as may be assigned by the supervisor.

Qualifications

• A Bachelor’s degree in any of the following areas; Human Resource Management, Commerce (Human Resources), Business Administration or equivalent qualification from a recognized institution.
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
• Certified Public Accountant certification.

Work Experience

• At least five (5) years’ post qualification relevant experience in a financial institution.

Competencies

Technical Competencies

• Hands-on experience with Human Resources Information Systems.
• Experience designing and administration of compensation and benefits packages.
• Experience in administration of staff benefits.
• Solid understanding of different benefit plans (retirement, health & dental insurance etc.) and relevant regulations.
• Knowledge of HR Operational procedures.
• Strong working knowledge and experience with labor regulations relating to employee benefits.
• Ability to negotiate benefit packages for large numbers of staff.
• Ability to implement cost management strategies and policies.

Behavioral/ General Competencies

• Leadership - Ability to motivate, influence staff to act towards achieving a common goal.
• Compensation, Benefits Reward Practices - Ability to deliver Total Reward Strategy that is competitive, Cost Effective, and Drives the required behaviors and Business Outcomes.
• Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.
• Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal.
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
• Resilience - Ability to withstand operational challenges and maintain momentum.
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
• Emotional Intelligence - manages emotions in a mature and composed manner as expected of staff.
• Analytical –highly analytical and ability to challenge status quo based on quantitative facts and impacts.
• Digital mindset - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.
• Staff Development - Ability to proactively develop, coach and enable each subordinate to achieve higher potential. Provide developmental and stretch opportunities to subordinates - in line with skills, abilities and experience - so that they are ready to advance when opening and opportunities arise.
• Policy and Legislation Compliance - Ability to understand and apply guidelines set forth by regulatory and governing bodies.

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Job Purpose:

The job holder will be responsible for fostering a culture of engagement, satisfaction, and productivity among staff in the Bank. He/she will lead initiatives to enhance the overall employee experience, drive retention, and promote a positive workplace environment in line with the HR Strategy.

Key Duties and Responsibilities:

Technical and Operational Responsibilities

• Develop and implement a comprehensive employee engagement strategy aligned with the bank's objectives and values.
• Collaborate with Senior Management to design and execute leadership development programs that empower leaders to provide support and motivate their teams effectively to enhance engagements and productivity at the workplace.
• Establish tools and processes for gathering and analyzing employee feedback, including surveys, focus groups, and one-on-one discussions, to identify areas for improvement/enhancement.
• Design and manage the employee recognition programs to celebrate achievements, foster a culture of appreciation, and reinforce desired behaviors.
• Develop and implement initiatives in collaboration with the staff clinic to promote employee well-being, including wellness awareness sessions and work-life balance programs.
• Collaborate with the Director, HRD to develop and implement the diversity and inclusion policies and initiatives to ensure a respectful and inclusive workplace. Implement initiatives to ensure all employees feel valued and empowered to contribute.
• Plan and coordinate employee events, town halls, among others to provide opportunities for staff engagements and provide channels for sharing of staff feedback and engagement with Senior Management.
• Collaborate with Line Managers to align performance management processes with employee engagement goals, providing guidance and support as and when required.
• Utilize data analytics tools to measure the effectiveness of employee engagement initiatives and identify areas for continuous improvement.
• Collaborate with the relevant stakeholders to identify the interventions to improve staff engagement levels, track the implementation of the same and assessment the impact for feedback for continuous improvement.
• Perform other related duties, as may be assigned by the supervisor.

Qualifications

• A Bachelor’s degree in any of the following areas; Human Resources, Business Administration, Psychology, or a related field from a recognized institution.
• Master's degree in a related field is an added advantage.
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
• Proven track record of designing and implementing successful employee engagement strategies in a corporate environment, preferably within the banking or financial services industry.

Work Experience

• At least seven (7) years’ post qualification HR experience with at least three (3) years relevant experience in a supervisory capacity.

Competencies

Technical Competencies

• Knowledge of HR Operational procedures.
• Knowledge and experience in developing HR Strategies.
• Knowledge of Labour/employment law.
• Experience in diversity and inclusion management.
• Technical experience in Human Resources and/or Business Administration.
• Knowledge and understanding of appropriate employment branding and marketing tools, methods, and approaches.
• A keen understanding of the differences between various roles within the organization.

Behavioural/ General Competencies

• Leadership and people management including performance management, coaching & mentoring - Ability to motivate, influence staff to act towards achieving a common goal. Create and articulate a vision, inspiring others to work towards achieving the vision and providing developmental and stretching opportunities to staff - in line with skills, abilities, and experience.
• Planning and organization - Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
• Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.
• Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
• Critical and analytical thinking and problem-solving skills- ability to understand issues from multiple perspectives/layers and take account of the wider business context when crafting solutions.
• Risk management- ability to identify departmental risks and develop mitigating measures.
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal. Support team members to take decisions independently and take the lead in their area of expertise.
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
• Resilience - Ability to withstand operational challenges and maintain momentum.
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
• Emotional Intelligence - manages emotions in a mature and composed manner as expected of staff.
• Exceptional analytical abilities, with experience in data-driven decision-making and performance metrics.
• Digital mind-set - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.
• Demonstrate commitment to diversity, equity, and inclusion with the ability to foster a culture of belonging for all employees.

go to method of application »

Job Purpose:

The role holder will be responsible for driving initiatives to enhance employee satisfaction, retention, and productivity. He/She will play a significant role in executing the bank's employee engagement strategy and promoting a positive workplace culture.

Key Duties and Responsibilities:

• Support management in developing and executing the Bank's employee engagement strategy, ensuring alignment with the bank goals and values.
• Manage various staff engagement programs and initiatives, including recognition programs, wellness initiatives, and diversity and inclusion efforts.
• Support in collecting, analysing, and synthesizing staff feedback through surveys, focus groups, and other channels to identify areas for improvement and best practices.
• Support the maintenance and enhancement of internal communication channels to ensure transparent and timely dissemination of information to staff.
• Support in the planning and coordination of staff engagement meetings to provide more channels of communication for alignment.
• Monitor key performance indicators related to employee engagement and experience, providing regular updates and insights for management’s review.
• Support the design and delivery of training programs and workshops aimed at enhancing staff engagement, leadership skills, and workplace culture.
• Work closely with unit leaders and cross-functional teams to drive synergy and collaboration in staff engagement efforts.
• Contribute ideas and suggestions for improving staff engagement initiatives and processes based on feedback, data analysis, and industry best practices.
• Adhere to Bank policies, procedures, and guidelines.
• Any other roles and responsibilities as may be assigned by the supervisor.

Qualifications:

• A Bachelor’s degree in any of the following areas; Human Resources, Business Administration, Psychology, or a related field from a recognized institution.
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.

Work Experience:

At least five (5) years of experience in HR, with a focus on employee engagement, organizational development, or related areas in a large financial institution.

Competencies:

Technical Competencies

• Knowledge of HR Operational procedures.
• Knowledge and experience in developing and implementation of employee engagement strategies.
• Knowledge of Labour/employment law.
• Experience in diversity and inclusion management.
• Technical experience in Human Resources and/or Business Administration.

Behavioural/ General Competencies

• Leadership - Ability to motivate, influence staff to act towards achieving a common goal.
• Planning and organization - Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
• Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.
• Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal.
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
• Resilience - Ability to withstand operational challenges and maintain momentum.
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
• Emotional Intelligence - manages emotions in a mature and composed manner as expected of staff.
• Analytical – highly analytical and ability to challenge status quo based on quantitative facts and impacts.
• Digital mind-set - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.