Highlands is a Kenyan company manufacturing and marketing non-alcoholic beverages, with a history spanning 69 years. A Pioneer of the East African beverages industry, Highlands has been transformed from a small family factory to a category leader with an “own-brand” portfolio that spans the major beverage categories and consumer segments of the market.

The Role-

People make the business! As the Head of People and Culture, you’ll be the heartbeat of Highlands, driving a People First culture. You’ll empower our people to be their best, achieve outstanding results, and work together as an extraordinary team.

You…

• Are a creative, strategic thinker who gets things done.
• Believe in the potential of people.
• Communicate effectively and inspire others.
• Think outside the box, embrace flexibility, and love to learn.
• Are a true team player excited to lead the P&C department in a fast-growing company.
• Have a Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree is a plus).
• Have a minimum of 8 years of experience in Human Resources, Legal, a consultant or related field with 4 years of proven leadership as an HR manager or similar role.
• Are Member of the Institute of Human Resource Management

Detailed responsibilities include:

Strategic HR management:

• Develop and implement HR strategies aligned with the overall business strategy
• Bridge management and employee relations by addressing demands, grievances, or other issues

Recruitment, Hiring, Onboarding, Offboarding & Succession Planning

• Set up an efficient and effective hiring approach that is scalable and can adequately support a fast-growing company while treating all candidates equally and respectfully
• Recruitment and selection of top talent using various approaches including head hunting, targeted selection and competitive search
• Develop strategies to enhance diversity and inclusion
• Ensure a great and supportive onboarding experience for each new team member
• Ensure a swift and supportive offboarding experience for each departing team member
• Develop and maintain a Succession Plan on at least annual basis

Talent Development

• Develop, implement and manage a Talent Development Program that ensures an individualized view on talent
• Identify and address training needs and develop and deliver continuous group and individual training programs
• Ensure that every team member has at least 2 training opportunities per annum.

People First Culture

• Drive a People First Culture where our people can become the best version of themselves, where they can deliver outstanding results, and where they work together as an extraordinary team.
• Focus on fair remuneration, professional development, personal development, having fun, and prioritizing collective success over individual gains.

Engagement & Feedback

• Drive employee engagement with the overall company strategy, ensuring awareness and understanding of the company’s strategic & culture change initiatives
• Ensure a positive employee experience for the entire employment life cycle from onboarding, training and development to final exit of the employee
• Ensure continuous lively communication and exchange between team members and teams crossing hierarchies and departments
• Driving employee communication in a manner that inspires and evokes positive emotion and call to action if needed
• Partner with internal stakeholders to drive employee engagement and retention
• Develop and implement staff recognition programs within the organization

Compensation & Benefits

• Develop, implement and manage an equitable renumeration structure that is effectively communicated to and understood by everyone. Ensure annual review and communication of the same
• Maintain a supportive benefits program for all employees

Coaching, Growing & Performance

• Develop, implement and manage an effective Coaching, Growing and Performance system that encourages regular and meaningful coaching conversations with staff members and that contributes to personal and professional growth and extraordinary performance.
• Guide and support managers in performance reviews and employee development plans.
• Address performance issues and provide coaching to improve employee performance.

Policies and Procedures

• Ensure that P&C Policies and Standard Operating Procedures are relevant, effective and up to date and that support team members in their day to day lives at Highlands.
• Maintain and enhance employee benefits programs, including compensation, health insurance, and other perks P&C Operations.
• Ensure effective and up to date contract management and leave management.
• Ensure equitable and swift action and follow-up on disciplinary cases.
• Drive strategic annual organization design and workforce planning.
• Participate in coaching, counselling and conflict resolution as necessary.
• Maintain knowledge of industry trends and employee regulations.
• Coach, mentor and guide the people and culture team.
• Act as a confidante and advisor to the senior leadership team.

P&C Software

• Identify, implement and manage a effective world class P&C Software system or systems Regulatory & Compliance.
• Provide leadership and direction to ensure compliance with all relevant laws and regulations.
• Maintain in-depth knowledge of changing employment regulations and implement policies, procedures and systems to ensure regulatory compliance and reduce the organization’s legal risks.

Report and Insight

• Develop and utilize HR metrics to measure and improve performance.
• Ensure timely, effective and actionable periodic and ad hoc reporting on activities, trends and other metrics.

Core Competencies and Traits

Skills and Competencies:

• In-depth knowledge of labour law and HR best practices.
• Excellent interpersonal and communication skills.
• Strong leadership and organizational skills.
• Ability to work in a fast-paced and dynamic environment.
• Proficiency with HRIS and other HR tools.

Personal Attributes:

• Demonstrated ability to maintain confidentiality and handle sensitive information
• Trustworthy, discrete, and highly professional with strong ethical standards and high levels of integrity.
• Empathetic and approachable personality.
• Business-minded, innovative, and passionate about people.
• Strategic thinker, data-driven, and focused on getting things done.
• Highly skilled communicator with exceptional interpersonal and relationship-building skills.
• Strong project management skills in a fast-paced commercial environment.
• Experienced in change management strategies with a proven record of seamlessly driving organizational change.
• Passionate about developing talent and creating fantastic work environments.
• Collaborative individual and a team player.
• Committed to equitable and inclusive work practices to drive equity.

Education and Experience Level

• Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree preferred.
• Member of Institute of Human Resources Management.
• Professional qualification in Human Resources or equivalent.
• Minimum 8 years of experience with at least 4 years in a leadership role.
• Proven experience as an HR manager or similar role.