Job Description:
HR Business Partnership:
Possesses subject matter expertise and provides daily management and execution across all HR/people aspects including talent management, total rewards, workplace culture development, employee engagement, HR operations and technology, and the management of relevant employment law, regulatory, and best practice standards.
Design and introduce compensation and benefits strategies, including but not limited to salary benchmarking, monetary and non-monetary incentives, and non-compensation benefits such as mental health programs.
Oversee the implementation of HRIS to ensure that the company has the right HR infrastructure, systems, processes, learning, and performance tools in place to support talent management activities.
Uphold compliance with employment statutes in the location and update company policies accordingly. Partner with other members of the management team to offer expertise and recommendations on HR-related legal and regulatory concerns.
Support organizational redesign initiatives, including collaborating across all levels of local management on overall job architecture, defining roles and responsibilities, job leveling and titling, employee communication strategies, and career path progression.
Manage annual operating budgets for the People Operations department, including but not limited to direct report salaries and benefits, vendor expenses, and other departmental expenditures.
Culture:
Support the implementation of a performance-based culture focused on setting measurable objectives, developing “great place to work” programs, engendering accountability, and delivering consistent feedback.
Foster a positive, inclusive, and high-achieving culture to support the company’s short term and long-term objectives, which may change from time to time.
Launch and oversee programs to boost employee involvement, satisfaction, and well-being that are meaningful and easily translatable to employees.
Ensure that the people operations team embraces the highest quality standards and practices for the design and delivery of “people-centric” HR resources and initiatives that keep the company positioned as an employer of choice to attract, engage and grow top talent.
Be accessible to staff at all levels and viewed as a positive and welcoming voice of reason, impartiality and expert knowledge to address a broad range of employment matters ensuring that employees feel heard and respected at all times.
Oversee regular assessment and reporting on employee satisfaction with a focus on continuous improvement to promote a high level of morale, motivation, and retention.
Talent Acquisition & Retention:
Lead our HR recruitment efforts and manage our recruitment plan.
Ensure ‘right & ready’ talent: talent acquisition, talent management, performance and career development, succession planning, and leadership pipeline development.
Create and implement a talent management strategy that maximizes employees’ potential, provides opportunities for development, and fosters a high-performing work environment.
Partner with the learning and development team, including design, continuous evaluation, and continuous improvement of training materials; new hire curriculum; refresher and remediation training; training mode; and related learning and development strategies to support continuous employee development and business effectiveness.
Lead the creation and execution of a career path framework and related programs that support employee development and differentiate DDD as an employer of choice.
HR Analytics & Reporting:
Establish appropriate HR metrics and tracking mechanisms to build accountability, measure results, evaluate trends, and optimize workforce engagement. Develop reports and recommendations for management meetings and decision-making.
Social Impact
Overall accountability for the execution, and continuous program evolution to meet broader organizational and societal objectives.
Overall program design and oversight for day-to-day operations to ensure all current and former program participants, students, employees, partners, donors, and all other stakeholders are receiving the societal benefits intended under the program mission.
Support the fundraising effort to ensure the program has the required financial support to meet multi-year strategy and investments.
Qualifications
Degree in Human Resources; Human Services; Education; Public Relations; Communications; Psychology; Sociology; Managerial Economics
Certified Human Resource Management Professionals (CHRP) qualification
8 years of experience in an HR management-level role or capacity including at least 3 years of experience directly managing organizational change (e.g., high-growth; restructuring)
5 years of experience in an HR management-level role or capacity.
5 years of direct people management experience.
Excellent understanding of employment laws and regulations and human resources practices and procedures.
Exceptional internal and external stakeholder management skills.
Experience supporting an outsourcing/BPO/Impact Sourcing or client services organization.
Demonstrated ability to influence, communicate, and build relationships at all levels and to link business objectives with HR strategy.
Demonstrated sense of urgency and ability to prioritize effectively.
Strong business acumen and strategic thinking.
Demonstrated leadership, problem-solving, facilitating, team building, conflict resolution and negotiation skills.
Requires excellent communication skills, both verbally and in writing.
Strong data analytics capability
Demonstrated knowledge of commercial HRIS systems.
Strong passion for social impact
To apply for this position, please submit your CV and a cover letter detailing your experience, qualifications, and interest in joining Digital Divide Data in Kenya.
Apply via :
jobs.smartrecruiters.com
