Caroline Werunga

 With recent acquisition of the GE Water business by Suez, I continue to provide HR business support to the Water business in the MEA region covering 14 countries
 Provided HRBP support to the GE Power Services - Field services and IT organisations
 Responsible for leading strategic HR activities for the organizations, such as Organization design, Talent pipeline and development, succession planning.
 Partnering with global teams, regional HR teams and COEs for in-region and country HR delivery
 Appointed Ethics Officer for MENA region under Suez

Development of C&B strategies for attraction and retention of talent in GE Africa. Currently providing support to 18 countries in the region, primarily flag planting countries for GE. This involves research of market practice and benchmarks, determination of how to position the company and execution of these strategies.

 Organizational restructuring and delayering - optimized manager spans and organizational layers
 Alignment and rationalization of resources - lowered costs and improved quality
 Execution of enterprise standards in Finance and Properties - reduced cost and simplified process
 Timely and compliant actions on non-performance - raised the bar and increased productivity
 Pro-active management of employee turnover (voluntary & involuntary) - increased employee engagement / discretionary effort
 Playing “offensive” on Compliance culture - reduced risk to GE / increased employer brand proposition
 Shared HR best practices globally - MENAT sighted as best practice

 Organizational design to support regional split and smooth transition of resources - rebranded and realigned with minimal disruption to operations
 Drove the right organizational culture through communication & training with emphasis on Compliance culture - success was supported by employee opinion survey results
 Supported on 100% integration of Turkey to MENA region on all HR processes
 Launched visible communication strategy regionally with more direct connection with employees - hired regional communicator
 GE Women’s Network Hub co-leader in Africa - developed and launched a Mentorship program

 Strategized and executed on Africa HR organization design
 Supported establishment of Kenya as Africa HQ for GE through targeted hiring for key roles
 In partnership with C&B and L&D teams, developed intervention strategies to attract, recruit, develop and retain talent in new markets in Africa for GE
 Leveraged global teams and policies to develop Africa specific policies taking into account local nuisances, legal interpretations and local market practices.
 Developed HR processes addressing local labor requirements per country

 Overall ownership of wing to wing HR processes for the Eastern Africa region
 HR organizational design - developed regional HR structure in line with Deloitte’s global strategy on integration and clustering of independent African practices
 HR compliance - management of the Global Independence Management System for managers to comply with Deloitte global compliance requirement on “Conflict of Interest”
 HRIS - in collaboration with IT team, developed in-house HRIS and HR Intranet page
 Global Mobility - developed policy and process for Deloitte EA
 Successfully transitioned into Learning & Development leader role for East Africa

 Overall ownership of wing to wing HR processes including Talent acquisition, Performance and Talent management and development, and Reward and recognition programs.
 Appointed to tripartite team (FKE, Labor union and government), to review and update the Kenya Employment Act - this was eventually launched in 2007 by the Ministry of Labor
 Performance management - established rigor and discipline in documentation of employee appraisals
 Employee record management - introduced filing systems to ensure adherence to local legislation
 Talent development - developed up-skill trainings for primarily employees in “blue-collar” roles
 Policy formulation - developed “Code of Conduct” to ensure adherence to policy and local legislation
 Labor relations - participated in CBA negotiations and signing
 Conflict resolution - working with Unions, employer representative bodies and government ministries to resolve industrial disputes and avoid escalation to labor courts
 Member of steering committee and Corrective Action Request (CAR) for quality standard ISO 9001:2000

 Ownership of wing to wing HR processes including Talent acquisition, Performance and Talent management and development, and Reward and recognition programs
 Established the HR organization aligned to business strategy, including developing and executing on the HR strategy
 Company representative and signatory for Collective Bargaining Agreements (CBA) meetings
 In partnership with the warehouse managers, launched awareness campaigns on hygiene standards for warehouse employees
 Co-signatory to all company bank accounts