JOB PURPOSE
The Senior Associate, People & Culture is responsible for aligning organizational objectives with employees and leadership. The P&C partner will help deliver value added people services to build and implement meaningful programs, turn ideas into action and foster sustained employee engagement. They will pull together multiple strands of the people strategy and drive forward the talent agenda to shape and embed a future focused organization in line with the strategic plan.
The core P&C partnership areas include strategic focus on leadership effectiveness, employee engagement with a focus on wellbeing, strategic talent mapping and workforce planning, employee relations, compensation & benefits, and flawless shared service support.
KEY RESPONSIBILITIES & ACCOUNTABILITIES
The scope of work presents a guideline on the various duties and responsibilities of the position in the Organization. The Scope of work is not exhaustive, and may include other duties outside of this core responsibilities outlined below:
Strategic Focus:
Partner with management to develop and implement effective HR policies and practices that will support the strategic growth of the organization.
Offer thought leadership regarding organizational and people related strategy and execution.
Providing hands-on support to workstream leads across a variety of HR matters i.e employee relations, performance, training.
Build management capability by training and guiding managers on employee life cycle processes and people management.
Support employee engagement, DEI and recognition initiatives.
Provides advice and guidance to managers on performance issues i.e coaching, counselling, career development, disciplinary actions etc.
Conduct regularly scheduled meetings with managers to understand and develop appropriate and effective HR strategies.
Interpret various HR reports/data and identify key areas of implementation and interventions.
Prepare, issue and track employment contracts.
Talent Acquisition & Workforce Planning:
Review of contract terms for new hires, promotions, and transfers to ensure full compliance.
Provide leadership for the workforce and resourcing agenda and processes for the Organization, including recruitment, career mobility, workforce planning, etc.
Engage in workforce planning and forecasting organization-wide; collaborate with Business development and hiring managers to identify priority countries and programs and source talent in advance of open positions.
Organize, plan and manage the entire life cycle of TA from sourcing candidates to on boarding utilizing the budgeted resources to deliver consistent and timely results.
Manage the TA & selection process in liaison with the Hiring Managers to attract, select and appoint suitable candidates to either long-term or short-term requirements for the organization.
Develop strategies and programs to attract talent and increase presence and knowledge of the organization as a preferred employer.
Conduct pro-active research and market mapping and generate talent insights.
Develop an effective talent pipeline of key internal and external talent.
Develop agile resourcing models for all areas of the Organization and drive the transformational change required in resourcing and the talent management agenda.
Ensure that the execution of the Talent Acquisition activities supports the approved cost structure while retaining a sense of external competitiveness plus sound internal parity.
Collaborate with stakeholders to ensure that all processes reflect a candidate-centric approach while meeting business needs.
Employee Engagement:
Work closely with management and employees to improve work relationships, build morale, increase productivity, and increase employee retention.
Lead in the implementation of Employee Engagement surveys (content and execution, analysis and recommendations, and communication with employee). Lead the implementation of action plans in collaboration with Workstream Leads.
Lead efforts to digest and learn from themes collected from employee feedback opportunities, such as onboarding check-ins, hiring manager satisfaction surveys, eNPS, mid-year check-ins, performance reviews, and exit interviews.
Boost employee engagement through well-structured employee well-being programs that address physical, mental, and social wellness while creating a positive workplace culture.
Support the organization's P&C communication by establishing and implementing quality communication for recurring and one-time messaging (org-wide emails & surveys, meeting frameworks and content, hiring opportunities and decisions, key decisions, etc.)
Lead efforts & collaborate with the organizations Communications Lead to engage teams through various communication channels across Workstreams (virtual/physical), including formal (within and across departments, including department meetings and emails, retreats, and so on) and informal (e.g. Employee Resource Groups).
Employee Relations, Legal Compliance & Risk Management:
Support the Director P&C to manage and resolve employee relations issues in line with Employment Act and HR Policy manual.
Maintain in-depth knowledge of legal requirements related to employee management, while partnering with legal as needed/required.
Display in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risk and ensuring regulatory compliance.
Ensure recovery of all organization items in possession of any employee departing from the organization.
Act as the focal point on the administration of complaint/grievance and disciplinary matters and processes ensuring clear documentation of process.
Support initiatives geared towards creation of a safe, healthy and happy workplace.
Ensure exit interviews are carried out and appropriate records are maintained.
HR Shared Service and Compensation & Benefits Management:
Prepare, issue and track employment contracts as well as addendums.
Lead and manage the HR shared services function, ensuring timely and accurate delivery of HR services, including but not limited to employee inquiries, transactions, and administrative processes.
Develop and implement service level agreements (SLAs) and key performance indicators (KPIs) to measure the effectiveness and efficiency of HR service delivery.
Oversee the end-to-end payroll process including accurate input for all markets in line with all amends as per statutory regulations.
Liaise with Employer of Record to ensure flawless execution and timely payout of Consultant's dues as per SLA.
Ensure that all promotions are properly justified and documented both in terms of performance and compensation.
Recommend changes in employee compensation and benefits based on market data to ensure that salaries are competitive.
Support the Director of P&C to develop and implement recognition and appreciation programs across the organization.
End-to-end management of employee benefits of Medical, EAP, GPA/GLA/WIBA, Pension/Provident Fund in line with other market applications.
CANDIDATE SPECIFICATION: KEY SELECTION CRITERIA
Required Professional Experience:
Bachelor's degree in Human Resource Management, Business Administration or similar field.
Minimum 6 years of progressively responsible experience as a human resource business partner with a strong focus on Talent Acquisition.
Professional certification such as SHRM-SCP, HRP or similar is a strong asset.
Prior experience working in a similar international organization, coordinating a global shared services team.
Proven experience in assessing, developing, articulating, and implementing strategic HR plans, policy development, and project management.
Experience in designing and deploying employee wellbeing programs with proven track record of success.
Knowledge of employment law and best practice, labor relations, within international organizations; knowledge of Kenyan employment laws is an asset.
Experience working with staff at all levels within the organization, external stakeholders and vendors.
Strong oral and written communication skills in English. Proficiency in French is an asset.
Proficiency in Microsoft applications with knowledge of HRIS.
Personal Qualities:
Strategic thinker with ability to be creative in problem solving.
Collaborative, open to feedback, able to manage and protect confidential information.
Ability to work autonomously, a self-starter able to manage competing demands in a fast-paced environment and to meet deadlines.
Compensation:
This position offers a competitive compensation package commensurate to the background and experience of the candidate.
Timing:
Applications will be accepted and reviewed on a rolling basis.