Key accountabilities include overseeing daily operations, executing strategic initiatives, and ensuring alignment with organizational objectives. Responsibilities encompass managing cross-functional teams, fostering collaboration, and driving project delivery within established timelines. Additionally, the role entails analyzing performance metrics, identifying trends, and implementing data-driven improvements to enhance efficiency and productivity. Other duties involve developing and maintaining stakeholder relationships, ensuring clear communication, and addressing any operational challenges that may arise.
Develops contributions for the Employee Relations and Wellness HR Strategy that are specifically aligned with the responsibilities of the designated HR Area.
Implements Group HR policies, procedures, and processes specific to their HR domain, as outlined in the Policy Execution Matrix, while offering staff and line management expert guidance on related issues.
Provide expert guidance on intricate employee-related issues, such as disciplinary procedures, grievances, investigations, and conflict resolution, ensuring the organization is protected from potential legal and reputational harm.
In coordination with the Forensic Department and/or other relevant departments, as well as line management and staff, investigate or oversee the investigation of employee cases involving disciplinary and grievance matters, ensuring their proper resolution or determination.
Oversee staff departure processes and communications while ensuring strict adherence to internal policies and applicable legal requirements.
Internally, oversee litigation involving former employees by coordinating with the in-house legal team to obtain specialized legal counsel, assembling relevant case files and supporting evidence, and engaging with witnesses to substantiate the Bank’s legal stance.
Manages and cultivates relationships with both internal and external stakeholders within the HR domain, including heads of HR departments, survey consultants, trade unions and committees, medical and wellness providers, and industry organizations such as the Kenya Bankers Association and the Federation of Kenya Employers. Additionally, collaborates with legal representatives, functional directors, department heads, branch managers, staff, and line managers to ensure alignment and effective communication across the organization.
Compose comprehensive management documents, including reports, recommendations, assessments, briefs, presentations, proposals, and meeting minutes pertinent to the designated HR domain.
Delivers comprehensive secretarial support to business and staff committees, schemes, initiatives, or forums pertinent to the HR function, including Disciplinary and Grievance Handling Committees, Job Description Document Appeals Committees, Union/Management Meetings, Staff Visits, and Engagement Forums.
Maintain precise and uniform data, records, and statistical information pertinent to your specific HR domain.
Minimum qualifications for this role include a bachelor’s degree in a relevant field or an equivalent combination of education and experience. Candidates must possess at least three years of professional experience in a related industry, with a proven track record of success in [specific skills or tasks]. Strong analytical and problem-solving abilities are essential, as is the capacity to work both independently and collaboratively within a team. Excellent communication skills, both written and verbal, are required to convey complex ideas effectively. Familiarity with [specific tools, software, or methodologies] is preferred.
A recognized university degree at the bachelor’s level is required.
A recognized professional qualification in Human Resources is essential, such as a Certificate, Diploma, Higher Diploma, or Postgraduate Diploma, whether in general HR or a specialized field.
A Master’s Degree in Human Resource Management or a related business discipline is highly advantageous for candidates applying to this role.
With a minimum of seven years of progressive experience in Human Resources or a comparable discipline, you possess a proven track record of professional growth and expertise.
Qualified applicants are expected to possess substantial, practical expertise in all the following essential areas:
Performance management requires a minimum of two years of relevant experience, during which candidates should have developed expertise in evaluating employee performance, setting clear performance goals, and providing constructive feedback. This role demands a structured approach to monitoring progress, identifying areas for improvement, and implementing performance improvement plans when necessary. Additionally, experience in conducting performance reviews, analyzing performance data, and aligning individual objectives with organizational goals is essential. Strong communication skills are required to facilitate meaningful discussions with employees and managers, ensuring a transparent and fair evaluation process.
Employee & Industrial Relations Specialist (Minimum 4 years of Experience Required)
Seeking a seasoned Employee & Industrial Relations professional with at least four years of hands-on experience in managing workforce-related matters, fostering positive labor relations, and ensuring compliance with employment laws and regulations. The ideal candidate will possess a proven track record in handling employee grievances, conducting investigations, and implementing effective industrial relations strategies to maintain a harmonious workplace environment. Responsibilities include advising management on labor relations best practices, mediating disputes, and supporting the development of policies that align with organizational goals and legal requirements.
Handling disciplinary and grievance matters requires a minimum of four years of relevant experience.
Compliance with Labour Law regulations, with a minimum of four years of relevant experience, is required for this position.
Seasoned professionals with at least two years of experience in People Risk Management are encouraged to apply.
With a minimum of three years of experience in people management, candidates should possess proven leadership skills to effectively guide and develop teams. This role requires the ability to foster a collaborative work environment, mentor employees, and ensure high performance through clear communication and strategic planning. Responsibilities include setting team objectives, providing constructive feedback, and addressing any personnel issues that may arise, all while maintaining a positive and productive workplace culture.
Seasoned professionals with at least four years of experience in relationship management are sought after.
Qualifications
BA/BSc/HND , MBA/MSc/MA , Professional Certificate
Experience Required
7 years
