Job Description

KEY RESPONSIBILITIES:

1. Acts as the primary HR reference contact for staff and line management and proactively support the delivery of HR Processes.
2. Spearheads and champions organization design and change in liaison with line management, develop win-win and business aligned structural /staff changes.
3. Leads, manages and executes the performance management framework HR (annual performance cycle and activities, reviews, appraisal, moderation, performance improvement programs, managing non-performance).
4. In liaison with the Resourcing Department, develop and execute manpower plans, recruitment and selection.
5. In liaison with the HR Learning, Development and Talent Department identify and develop training interventions to bridge staff skill and business competency gaps, drive and sustain the Talent Management strategy and plans (identify, develop and retain talent, designs succession plans for key talent and critical roles.
6. In liaison with the Employee Relations and Wellness Department, develop and sustain an enabling work environment for staff, implements staff recognition, disciplinary and grievance handling policies and procedures for own HR area.
7. In liaison with the Reward and Policy Department, develop performance-oriented reward and incentive propositions for staff.
8. Develops, manages and or maintains relationships with INTERNAL / EXTERNAL customers/stakeholders/supplies relating to own HR Area: Staff, Heads of Department, Line Managers, Functional Directors, Regional Managers, and Branch Managers.
9. Maintain accurate and consistent data, records and statistics relating to own HR area.

MINIMUM POSITION REQUIREMENTS

Academic & Professional

ParticularsDetailSpecific Field or Qualification

Need

Type [1]

Education Bachelor’s DegreeHR Management OR a Business-Related Field

RQ

Professional QualificationsCertificate /Diploma/ Higher Diploma in Post Graduate Diploma in HR General or a specific area of HR

AA

Master’s DegreeHR Management OR a Business-Related Field

AA

Experience & Proficiencies

Total Minimum No of Years’ Experience Required

8

Detail

Minimum [2]

No of Years

1. Business Partner

5

2. Organization Structure

3

3. Manpower Planning, Recruitment and Selection

4

4. Performance Management

4

5. Learning and Development

4

6. Talent Management

4

7. Employee and Industrial Relations

3

8. Disciplinary and Grievance Handling

4

9. Recognition Management

2

10. Job Evaluation

3

11. Compensation and Benefits

3

12. People Risk Management

1

13. Wellness, Health & Safety

3

14. Customer Service

5

15. People Management

5

16. Relationship Management

5

17. Project Management

5

Detail

Proficiency Required

18. Knowledge of Business

M

19. Knowledge of Labor and Employment Laws and HR Regulatory Guidelines

A

20. Knowledge of HR policy and procedures

M

21. HR Data and Records Management

A

22. Attention to Detail

M

23. Computer Literacy

M

Leadership Competency

Proficiency Required

1. Analysis & Decision Making

E

2. Leadership and People Management

E

3. Interpersonal

E

4. Motivation

E

5. Business

E

Entry ( E)- elementary knowledge and skill Intermediary ( N) - foundational and working knowledge and skill. Advanced ( A) - Advanced know-how and skill Mastery ( M) - Master of know-how and skill

KCB Group is registered as a non-operating holding company which started operations as a licensed banking institution with effect from January 1, 2016. The holding company oversees KCB Kenya – incorporated with effect from January 1, 2016 – and all KCB’s regional units in Uganda, Tanzania, Rwanda, Burundi, Ethiopia and South Sudan. It also owns KCB Insurance Agency, KCB Capital, KCB Foundation, National Bank of Kenya, and all associated companies. The holding company was set up to among other things to enhance the Group’s capacity to access unrestricted capital and also enable investment in new ventures outside banking regulations, achieve operational and strategic autonomy for the Group’s operating entities and enhance corporate governance across the Group and oversight in the management of subsidiaries. Related documentation: Group Name Change, Name Change Certificate, KCB Advise on Non-Operating Holding Company, KCB Group Structure, Kenya Gazette Notice.