Caroline Githinji

Reporting directly to the Executive Board consisting of 6 Directors and offering advisory support to 2 Business Unit Heads on all HR matters by building top-level relationships and trust
Executive reporting (KPI metrics / dashboards) on headcount, retention rates, new hires, safety, and other aspects of HR for a large matrix organization with a headcount of 2, 000 staff working in 4 different production plants
Executive leadership talent acquisition, succession planning and skills development
Defining corporate structures, roles and responsibilities (putting the right people in the right roles)
Developing Decision-making hierarchies and frameworks through collating information and designing departmental organograms
Change management and transformation
Industrial relations - consultation, negotiation and engagement with all cadre of staff. Currently negotiating two Collective Bargaining Agreements, Employment law - legal compliance and government regulations: ensuring adherence to the Employment Act, Industrial Relations Act, Labor Relations Act and OSHA Act

Key Achievements
Developed a bio-database of all 900 staff within a period of two weeks, cleaned up the personnel filing system that resulted in positive results during the internal and external audit. The non-compliance issues were reduced by 60 %
Put in place recruitment processes and procedures with proper interviewing materials and ensured verification of all staff either internally or externally depending on their level. Currently all new hires are now being vetted This has reduced recruitment turnaround time from 50 days to 30 days
Initiated weekly health and safety inspections which were non-existent before that also has had a direct impact on reduced accidents and incidences and enforced the health and safety procedures which saw a reduction of injuries by 70% within a period of 2 months.
Developed and instituted a HR issues log tracker which the HR team currently uses to share issues and give daily real time status updates. This has helped reduce turnaround time to less than 48 hours on problem solving within the HR department and increased overall efficiencies.
Instituted proper disciplinary procedures as per the Employment Act to ensure due process is followed in a bid to reduce litigation. No more arbitrary dismissals are taking place. No litigations in the past 7 months
From the training needs analysis derived from the last appraisal, internal trainings on good manufacturing practices are carried out weekly alongside with health and safety to different target groups to ensure continuous learning to all staff. At least 400 staff undergo training each quarter
Aligned the outsourcing agents to ensure that they are compliant in terms of contracting of employees, submission of statutory deductions and health and safety.

Advise companies on best human capital management practices in all aspects of HR
Helps clients strategically integrate effective HR processes, programs and practices into their daily operations
Ensure business practices are in accordance with human resource policies and labor laws.
Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations.
Lead HR-related projects.
Provide advice on discipline process, conduct disciplinary review conferences and advise on appropriate outcomes.
Participate in the design, development and implementation of innovative workforce retention programs.
Provide review and approval of requests for reduction-in-force, reorganizations/realignments.
Grew fellow consultants capacity well enough for them to take up full generalist

Key Achievements
Developed a Training policy that is now used as the basis for Global Tuition Assistance Program for the Kenya Office that saw at least 50% of the training budget was now accessible by non-senior management team member
Established and aligned a pension plan for all staff as per the organisations global standards and requirements
Received a recognition award for streamlining the HR department as per USAID audit standards, for the first time we did not receive an NCR in HR
Ensured that the organisation was compliant in all staff related issues in terms of contract and benefit structures
Developed a new salary, reward and benefit structure
Rolled out the online performance management system (Halogen) across all the regional offices in Kenya
Capacity building of staff from 28 indigenous NGO’s on establishment of proper HR departments and systems

Key Deliverables
Start and set up the total Human Resources Function for the Kenya office ( non-existent before)
Establish robust structures to drive the HR agenda
Consultant and resource person advising the internal stakeholders (Senior Leadership Team ) and external stakeholders (NGO’s funded through EGPAF’s/USAID TUNAWEZA and PAMOJA projects) on all HR matters to transform the business (generate insight, identify needs, translate needs into requirements and implement solutions)
Champion and co-architect of the culture throughout the business
Customise global HR policies for the Kenyan office

Key Deliverables
Partner with business leadership to transform the business (generate insight, identify needs, translate needs into requirements and implement solutions)
Secure the right climate (e.g. environment/employee relations/industrial relations)
Champion and co-architect of the culture throughout the business
Custodian of HR solutions (policy, process, product and information)
Capture, build and share internal and external knowledge
Handle and resolve day to day issues (HR solutions implementation and rules and exception management)
Internal & External Communication
Maintain performance levels defined in the Service Level Agreement
Change Management

Overall Objective
Achievements:-
Formed the Joint Negotiation Council to ensure smooth Union relations and smooth negotiations of the CBA
Ensured that at least 50% of the external training needs and 90% of internal training needs were met by prudent management of the training
budget
Developed a structured CSR programme, strategy and policy framework that got Cadbury Kenya involved in CSR activities that got the
attention of the President Cadbury Global
Developed a structured Staff Welfare programme, strategy and policy framework
Contributed in developing an HIV/AIDS workplace programme
Developed analytical worksheets for personnel related data on overtime, casual employment, shift, leave and other related inputs that saw a reduction of casual employment by 10%
Grew the receptionist to an HR practitioner, who is now the current HRBP

My Responsibilities: -
Participated in the selection, recruitment and implementation of the first management trainee programme in CKL
Maintained an exhaustive Personnel Database using a programme called Workmate
Followed up on training reports from the trained staff and gave findings and recommendations
Assisted in developing appropriate appraisal systems and followed up on all appraisal and Staff Development
Ensured provision of Administration services such as laundry, cleanliness of yard, staff welfare, leave management, casual employment
Chairing the welfare committee as well as Planning, co-ordinating and facilitating of welfare activities
Act as the incident co-ordinator in Incident Management Committee and Business Continuity Planning Committee
HR Representative in the Environmental Health and Safety Committee and the HIV/AIDS Steering Committee
Cost control - ensuring that the HR department operated within its allocated budget.

Supported and managed the diaries of the Managing Director Kenya and Supply Chain Director for Europe, Middle East and Africa. Also supported the Human Resources Manager in the day to day handling of HR matters including: training, recruitment, employee and industrial relations, health and safety
Expatriate support - ensure that all expatriates immigration, work permits and entry permits are in order and renewed promptly.
Travel - organize and ensure that travel, visa and accommodation arrangement are made for both outgoing and incoming company staff and guests
Events Management - organize and ensure success of all company events
Supported the Human Resources Manager in the day to day handling of HR matters including: training, recruitment, employee and industrial relations, health and safety

the company when it first started and therefore played an important role in sourcing of suppliers, soliciting for credit facilities, setting up of utilities such as telephone lines, carrying out interviews, hygiene control, operations, raising end of month manual journal vouchers, sales invoicing, stock control, handling petty cash, filing and production of periodic sales analysis reports. I also handled all the issues pertaining to the personnel function including medical, shifts, payroll etc

Achievements: -
Established a HR and Administration department
Established set up of offices within radius in the country
Developed HR policies and procedures and implemented the same
Inculcated a more formal and disciplined culture amongst staff
Oversee all administrative functions of the organization, such as procurement, office maintenance, cleanliness, security function and provision of working tools
Ensure a safe working environment for all staff