Director Total Rewards & Performance at Equity Bank Kenya

Description

Equity Bank is one of the region’s leading banks whose purpose is to transform the lives and livelihoods of the people of Africa socially and economically by availing them modern and inclusive financial services that maximize their opportunities. With a strong footprint in Kenya, Uganda, Tanzania, Rwanda, South Sudan and DRC Congo, Equity Bank is now home to over 12 million customers - the largest customer base in Africa. Currently the Bank is seeking additional talent to serve in the role outlined below.

The Director Total Rewards provides strategic direction to the bank’s internal stakeholders on the translation of the Business and Human Resources Strategies into the Total Rewards Philosophy, Strategy, Policies and Programs for attracting and retaining best-in-class talent pools.  The role-holder partners with the Business and HR Leaders to design and deliver a Total Rewards mix (both monetary and non-monetary) that enables the delivery of outstanding business results through high-performance teams and individuals. Partner with the HR Leadership team in designing and positioning an employee value proposition that makes Equity a preferred employer and a great place to work where diverse teams thrive, grow and realise their full potential.

Philosophy, Strategy, Policies and Procedures

• Provision of a comprehensive and competitive total rewards, performance and retention strategies as well as programs for the organization.
• Lead the periodic review of the Bank’s remuneration strategy, remuneration policy, remuneration systems, programs and guidelines and ensure implementation thereof.
• Guide the development, Change Management and Administration of rewards and employee benefits policies and standard operating procedures.
• Build the capacity of Country HR and Shared Services teams to implement and administer approved compensation programs.

Compensation & Benefits

• Conduct periodic market analysis and ensure that all programs (e.g. pay structures, benefit plans, Performance Incentive Schemes, etc.) are competitive, relevant to specific markets and are affordable by the Bank for sustainability.
• Advise the organization on compliance and local labor law requirements of reward policies, relevant systems and tools, and carrying out the necessary legal due diligence with the Country Legal Leads.
• Monitor the impact on budget and payroll margins and advise the organization accordingly.
• Based on an internal scrutiny and market scan, guide on the relevance of the Benefits mix mindful of market and legislative relevance as well as the critical employee motivation drivers.
• Act as consultant on the interpretation of tax implications of various cash and non- cash pay elements.

Job Classification and Evaluation

• Develop a robust in-house job classification and evaluation policy, process and guidelines
• Ensure that the job grading process takes place as scheduled and consistency is always applied.
• Ensure that internal parity and external benchmarks are considered during the job evaluation process.
• Build an accurate central job description e-repository

Staff Appointment and Promotions Advisory

• Provide recommendations on salary offers and promotions in accordance with the organization’s policies to prevent anomalies
• Ensure that appointment offer proposals are prepared and analyzed to ensure effectiveness of our equitable attraction and retention strategy.

Performance Reviews

• Incubate and promote a performance culture within the Bank
• Identify the need for and design bespoke interventions to build performance capacity and capability of the different departments while evaluating interventions to ensure top-down/bottom-up/cross-departmental alignment to meet shared corporate goals and results.
• In liaison with senior Management, analyze performance management needs of the Bank and develop relevant long-term programs and strategies for implementation.
• Support the departmental Heads and HR Business Partners  in the investigation of the customer service delivery performance gaps  and in developing, and implementing actions for the improvement thereof.
• Support the Country HR Directors in the Management of the organization’s performance process ensuring that performance objectives setting, contracting and assessments, validations and objective calibrations are done.
• Lead the promotions cycle processes and provide analysis of the impact of the outcome to ensure efficiency and effectiveness.

Short- and Long-Term Incentive Schemes

• Working with the Finance Department, steward the review, design, delivery and change management of the Bank’s Short and Long term incentives at the different levels of the organisation to drive superior performance of teams/individuals and business results in line with the Bank’s Strategic Growth Agenda (approved parameters, e.g. Top-line, Bottom-line and market share growth and other aspirations) , The Design principles shall be clear about the behaviours the group wants to encourage within the workforce.

Employee Recognition Program

• Review, design and recommend the rewards and recognition policy for individuals and teams who go above and beyond the normal call of duty in a real-time way to ensure its relevance and alignment to organisational objectives.
• Innovate around effective spot awards for real-time recognition and re-enforcement of Equity’s Values and belief system.
• Train and Coach HR Business Partners on the linkages between Rewards and Performance in a sustainable way.

Staff Management

• Manage, mentor, and play an advisory role to the remuneration and benefits staff, HODs and HRDs for growth and development,
• Conduct performance management contracting and reviews, validations for all staff at the recommended periods,
• International/Local Mobility and Engagements
• Develop a formal mobility programme including philosophy and approach for non-local employees

Qualifications

• A first degree in Social Sciences or a related field.
• Post Graduate qualification in Human Resources. Master’s degree in human resources will be preferred.
• Minimum of ten (10) years progressive HR experience, with at least five (5) years in a similar role.
• Valid membership and practicing license with the IHRM
• Relevant Total Reward Certification e.g. Global Remuneration Professional (GRP), Certified Compensation Professional (CCP)
• Computer literacy and demonstrated knowledge of MS Office suite

Closing Date Apr 7, 2022