Regional Human Resource Business Partner (Nyanza/Western)

Job Purpose:

This role enables the Regional General Manager to align the Region’s people strategy with its business strategy. Together with line managers, the HRBP works on ensuring the people priorities are executed whilst driving value and delivering business results.

The HR Business Partner is the key contact person for HR matters in the region. S/He will provide guidance and HR policy & process support and execution management, to ensure a good employee and manager experience across the life cycle of the employee in areas. The HRBP ensures the collaboration of the Regional Team, Segments, Sectors and Subject Matter Experts in delivering needs for the region.

Key Accountabilities

• Structural Re-alignments, Role Name alignments, Role profiles
•  Workforce Plan execution, Recruitment and Onboarding in coordination with the HR centers of expertise and within existing policy.
• Performance Management
• Talent Management 
• Leave management.
•   Employee Relations
  •  Wellness support
  • Sports 
  • Grievance and Disciplinary management
• HR Policy & Procedure advisory
•  Learning & Development
  •  Identifying needs and implementation of the Training Plan
• Staff movement – Transfers & Promotion
•  Exit management including exit interviews.
•  Reports
• Stakeholder Engagement
• Change Management
• Drive additional HR Initiatives in the region

Qualifications and experience

• Bachelor’s degree in Human Resource Management, Business, Finance, Social Sciences or a related field (Master’s degree an added advantage) from a recognized University or College.
• Ideally 3 - 5 years’ work experience within the HR function with HR Service Delivery and HR Advisor /Business Partner experience
• Work experience in the Banking sector specifically supporting within a Retail/Branch network is preferred.
• Higher Diploma in Human Resource Management
• Should be a Member of Institute of Human Resource Management (IHRM Kenya) in good standing.

Key skills and competencies

• Knowledge of the employee life cycle and interventions needed to enhance productivity at each stage.
• Knowledge and/or experience with national and regional labor law, and tax and social security regulations
• Well versed with HR policy and procedures and can explain requirements clearly to staff and managers.
• Change management knowledge and capabilities.
• Business acumen
• Results orientation
• High integrity, attention to confidentiality and strength of character
• Ability to interpret business strategy and craft aligned people solutions.
• Ability to escalate in timely fashion.
• Good data literacy, analytical, decision making and problem-solving competencies are an added advantage.
• Excellent mentoring and relationship building skills, coupled with the ability to empathize with others.