Jobs at Old Mutual Kenya

Job Description

• The Senior Human Capital Business Partner for Kenya is charged with aligning the Human Capital strategy for the various business units to business strategy and Group People Strategy, provide thought leadership and advisory services to the business unit executive team and line managers on people management aspects of the employee life cycle; Recruitment & selection, on-boarding, Staff Development, Change Management, Talent Management, Employee Engagement, and Industrial Relations.
• To manage and oversee the execution of all HR plans and ensure compliance to policy and procedure in the various Business Units. This role is also responsible for accurate record keeping of employee information. The management of internal employee relations and the fair application of disciplinary and grievance procedures also reside in this role. Critical for success is the close collaboration with the human capital Centers of Excellence and business unit leaders to ensure understanding of relevant processes and related delivery.

KEY TASKS AND RESPONSIBILITIES

Financial Perspective

• Manage and execute HR plans for the Business Units in a cost-effective manner.
• Take part in workforce planning for all the business units
• Draft the Human Capital Budgets for all the business units to ensure that all the Human Capital events are appropriately budgeted for
• Support in Human Capital research to ensure that we remain competitive in price especially for key and critical roles
• Manage the departmental expenditure to remain within the budget parameters.
• Implement initiatives to meet the cost savings target of the business.
• Manage leave liability to achieve the planned liability numbers year on year.

Customer Perspective

• Build and maintain relationships with all managers and employees to ensure effective service delivery and elevation of the Employee Value Proposition.
• Understand the needs of Business Units through  in-depth engagement with a view to address their Human Capital needs and challenges adequately.
• Liaise with the HR Operations and Administration functions to meet the business needs.
• Work with HC Centers of Excellence to implement new initiatives and ensure buy-in and support.
• Manage the employee relations activities to ensure fairness and compliance with legislation and laid down policies and procedures.
• Implement the employee wellness plans and programs to drive employee wellness and elevate the Employee Value Proposition.

Internal Processes

• Oversee the execution and compliance to HR policies & procedures at the Business Unit level.
• Drive the execution of the annual HR plan through optimal utilization of the HRIS and other Human Capital management tools.
• Manage processes to ensure accurate employee master data at all times including master organization structures & biographical data of employees.
• Ensure effective employee relations management to mitigate risks that may result from labor practices.
• Timely Board and Exco reporting as per the calendar.

People Management

• Manage the achievement of KPI’s for all team members & address non-performance within the team.
• Create and implement a HR scorecard to measure delivery on the HR strategy.
• Embark on a continuous learning drive to stay abreast with best HR practices

SKILLS AND COMPETENCIES

• Experience in strategic planning
• Commercial acumen
• In-depth knowledge of all HR functions
• Good understanding of labor legislation
• Excellent leadership abilities
• Communication and problem-solving skills
• Excellent interpersonal skills
• Aligning Performance for Success

QUALIFICATIONS, KNOWLEDGE & EXPERIENCE

Required Experience

• 5-8 years’ experience covering all aspects of the HR discipline.
• 3 years need to be in Human Capital Business Partnering.
• A sound understanding of multi-national operations and/ or financial services an added advantage.

Educational Requirement

• Relevant degree and registration as a HR professional

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Job Description

The Old Mutual East Africa Group Head of Talent and Organization Effectiveness is a strategic leader responsible for overseeing the development and implementation of talent management strategies and organizational effectiveness initiatives. This role involves designing and executing programs that ensure a robust talent philosophy, enhance employee performance, foster professional growth, provide change management support and drive organizational success. The individual in this position will work closely with senior leadership to align talent and organizational development efforts with the company’s goals and values.

KEY TASKS AND RESPONSIBILITIES

Talent Management and Development

• Develop and implement comprehensive talent management strategies, including succession planning, leadership development, and high-potential programs.
• Oversee the design and delivery of learning and development programs to enhance employee skills and career progression.
• Collaborate with business unit and functional heads to identify talent needs and create plans to address gaps.

Organizational Effectiveness

• Lead initiatives to improve organizational design, structure, processes, and culture to enhance overall effectiveness and efficiency.
• Conduct organizational assessments to identify areas for improvement and implement change management strategies.
• Facilitate organizational design and development interventions that align with business strategy and objectives.

Performance Management

• Oversee the performance management system, including setting performance standards, conducting evaluations, and developing performance improvement plans.
• Provide guidance and support to managers in effectively managing employee performance and development.

Employee Experience and Retention

• Develop and implement strategies to enhance employee engagement and retention, fostering a positive and productive work environment.
• Champion a positive employee experience by developing programs that enhance well-being and inclusion.
• Conduct regular employee surveys and feedback sessions to gauge engagement levels and identify areas for improvement.

Diversity, Equity, and Inclusion (DEI)

• Champion DEI initiatives, ensuring that policies and practices promote a diverse and inclusive workplace.
• Work with leadership to implement programs that support diversity and inclusion goals.

Leadership and Team Development

• Provide coaching and mentorship to leaders and teams to build leadership capabilities and enhance team effectiveness.
• Develop and implement team-building activities and interventions to improve collaboration and performance.

 HR Metrics and Analytics

• Utilize HR metrics and analytics to measure the effectiveness of talent and organizational development initiatives.
• Prepare and present reports to senior leadership on key HR metrics and trends.

 Budget Management

• Develop and manage the budget for talent and organizational effectiveness programs.
• Ensure cost-effective use of resources and alignment with organizational priorities.

SKILLS AND COMPETENCIES

Technical Skills

• Proficient in MS Office; knowledge of HRMS is a plus
• Excellent communication
• Interpersonal skills
• Problem-solving and decision-making aptitude
• Strong ethics and reliability

Generic Competencies:

• Planning and Organizing
• Analytical Thinking & Risk Management
• Process Discipline and Quality Orientation
• Decision Making
• Business Acumen
• Strategic Orientation
• Result Orientation
• Developing Self/Others
• Culture sensitivity on Diversity, Equity and Inclusion

 QUALIFICATIONS & EXPERIENCE

Required Experience

• 7 years’ experience
• Sound Knowledge of Strategic Human Capital and Talent Management  

Educational Requirement

• Bachelor’s Degree in a business-related field 
• Diploma in Human Resources
• HR or other relevant certification