What you’ll make happen: 

As part of a fast-paced and results-oriented team, the Head of People will be a strategic leader who will help grow the business by driving people management strategies, designing HR plans, and leading HR department processes in alignment with the overall business objectives. The holder of this role will help build a unique and strong people-oriented culture that is key to the attraction, development, and retention of the best talent.

Key Duties and Responsibilities 

HR Strategy and Leadership: 

• Develop and implement comprehensive HR strategies aligned with the company’s business goals and objectives.
• Serve as a trusted advisor and strategic partner to senior leadership and business stakeholders, providing guidance on HR-related matters.
• Lead and manage the HR department, fostering a high-performance culture and providing direction to a team of HR professionals.

Strategic Planning: 

• Contribute to the development and execution of the overall organizational strategic plan, providing HR insights and recommendations.
• Align HR initiatives and programs with the long-term strategic goals of the organization.
• Conduct workforce planning and analysis to anticipate future talent needs and develop strategies for attracting, retaining, and developing key talent.
• Collaborate with business leaders to identify opportunities for organizational effectiveness and efficiency improvements.

HR Operations and Compliance: 

• Oversee and optimize HR operations, including employee relations, performance management, talent acquisition, and compensation and benefits administration.
• Ensure compliance with employment laws and regulations across multiple countries, staying abreast of changes and adapting HR practices accordingly.
• Develop and maintain HR policies, procedures, and guidelines in line with legal requirements and industry best practices.
• Implement HR systems and technology to streamline processes, enhance data management, and improve HR service delivery.

HR Business Partnering: 

• Act as a strategic HR partner to business leaders, understanding their objectives and providing HR support and guidance to drive business results.
• Proactively identify HR needs and opportunities, developing and implementing HR programs and initiatives that align with business strategies.
• Advise on workforce planning, organizational design, and restructuring efforts to optimize organizational effectiveness and efficiency.
• Provide guidance on complex employee relations matters, performance management, and disciplinary actions, ensuring compliance and fairness.

Mergers and Acquisitions (M&A): 

• Act as the primary HR point of contact for M&A activities, collaborating with key stakeholders to assess HR implications and develop integration plans.
• Conduct due diligence on HR matters, including analyzing workforce dynamics, assessing compensation and benefits structures, and aligning HR policies.
• Lead the HR integration process, ensuring a seamless transition of employees and HR systems during mergers and acquisitions.
• Develop and execute change management strategies to support cultural integration and harmonization of HR practices.

International HR Leadership: 

• Demonstrate expertise in running HR departments across multiple countries, understanding the unique cultural, legal, and operational considerations.
• Lead cross-border HR initiatives to ensure consistency in policies, practices, and employee experiences.
• Navigate complex east-African labor laws, regulations, and compliance requirements, ensuring HR practices adhere to local legal frameworks.

Employee Development and Engagement: 

• Design and implement strategies for talent development, succession planning, and employee retention to support long-term organizational growth.
• Collaborate with managers to identify training needs, design learning programs, and deliver development initiatives that enhance employee skills and competencies.
• Drive employee engagement initiatives, including establishing feedback mechanisms, recognition programs, and employee wellness initiatives.
• Foster a diverse and inclusive work environment that promotes collaboration, innovation, and employee satisfaction.

HR Metrics and Reporting: 

• Establish HR metrics and reporting mechanisms to track HR performance, analyze trends, and provide actionable insights to leadership.
• Prepare HR reports and presentations for executive reviews, board meetings, and M&A activities, highlighting key HR metrics and initiatives.
• Monitor HR budget, ensure cost-effective utilization of resources, and identify opportunities for process improvements to optimize HR operations.
• Identify opportunities for process improvement, cost optimization, and enhanced HR service delivery based on data-driven insights.
• Stay updated on emerging trends, best practices, and innovative HR solutions to continuously enhance HR analytics capabilities.

 Training and Development: 

• Design and implement comprehensive training and development programs to enhance employee skills, capabilities, and knowledge.
• Collaborate with managers and subject matter experts to identify training needs and develop relevant training content.
• Evaluate training effectiveness and make necessary adjustments to ensure maximum impact and ROI.
• Foster a culture of continuous learning and professional development, promoting internal talent mobility and growth opportunities.

Succession Planning: 

• Lead the development and implementation of a robust succession planning process to ensure the availability of top talent for critical roles.
• Identify high-potential employees and create development plans to groom them for future leadership positions.
• Partner with senior management to assess talent readiness and build bench strength for key leadership positions.
• Monitor and evaluate the effectiveness of succession planning initiatives and adjust as necessary.

Departmental Management: 

• Lead and manage the HR department, providing guidance, mentorship, and support to HR team members.
• Set departmental goals and objectives, ensuring alignment with the overall HR and organizational strategies.
• Foster a collaborative and inclusive team environment, promoting professional growth and development of HR staff.
• Conduct regular performance evaluations, provide constructive feedback, and identify opportunities for skills enhancement within the team.
• Effectively communicate HR initiatives, policies, and programs to ensure consistent understanding and alignment across the organization.

HR Risk Management: 

• Identify and assess HR-related risks and develop mitigation strategies to minimize potential impacts.
• Ensure compliance with applicable employment laws, regulations, and industry standards.
• Monitor and manage HR-related legal issues, working closely with legal counsel when necessary.
• Develop and implement HR policies and procedures that mitigate risk and promote ethical conduct.
• Stay informed about emerging HR-related risks and proactively develop preventive measures to safeguard the organization.

Vendor Management: 

• Manage relationships with HR-related external vendors, such as recruitment agencies, training providers, and HR technology vendors.
• Evaluate vendor performance and negotiate contracts and service level agreements to optimize value and service quality.
• Stay up to date with HR industry trends and developments, assessing new vendors and technologies for potential adoption.
• Collaborate with stakeholders to identify outsourcing opportunities and oversee the selection and management of HR outsourcing partners.

Candidate’s Requirements:  

Knowledge & Experience 

• A minimum of 5 years’ experience in a senior HR Management role
• Full member of the Institute of Human Resource Management
• A valid Practicing License
• In depth knowledge of the Kenyan Employment Law and related regulations
• Vast working knowledge of all HR departmental operations, including recruitment, discipline management, performance, learning and development, compensation & benefits, HR systems and budgets.
• Proven leadership experience in managing a HR department.
• The ability to create people’s strategy.
• Commercial acumen and experience driving business performance.
• Excellent knowledge of HR best practices

Personal Attributes  

• The confidence to provide sound professional advice.
• Superior interpersonal skills
• Exceptional leadership qualities.
• Excellent presentation skills