Head Of Human Resources
Ramco Group
Total years of experience :16 years, 7 Months
The role includes working with stakeholders across the Group Companies and partner with corporate colleagues to provide input into strategic initiatives. This include taking a proactive advisory role in the formulation, development and implementation of HR strategic objectives for the group companies, collaborating with Management and stakeholders in the execution of people strategy.
Responsibilities
Strategic Leadership and Planning:- Coordination and partnership with the leadership of the organization, management, HODs and colleagues to ensure all HR functions are aligned with business strategy and priorities.
Lead and participate in strategic and tactical Human resource planning sessions for organization effectiveness and individual business units to meet organizational goals.
Guide/support organizational structure design and redesign efforts to ensure the realization of intended business results and impact.
Source and implement desired technologies in alignment with Human Resource Changing trends
Compensation, Benefits, and General Employee Engagement
Creating the best practices through robust benchmarking in the industry and implement pragmatically to enable the group remain competitive and attract the right caliber of talents. This will includes reviewing the medical benefits and welfare to ensure maximum value out of the policies.
Staffing, Workforce Planning and Diversity
Lead in selection, hiring and exit process of human resource in the organization.
Talent Management & Leadership Development
Design, implements and facilitates the talent management process in organization. While leading the development of People & Culture, Staff Professional Skills and development Programmes.
Performance Management and Compliance:
Facilitate initiatives towards integration and delivery of organization performance through creation of agile performance management system that supports the achievement of the general objective and goals of the organization.
Managing, review, analyses & submit annual end of appraisal statistics.
Employees Relations and Satisfaction:- Handling all employees matter including dealing with the Union including CBA Negotiation, while ensuring harmonious work relationship between Management, Union and authority. It has also improved on employees’ job satisfaction. I have also managed to reduce the legal litigations by 80%.
Organizational Development and Culture
Design, develop, implement and assess Organizational Development strategies while ensuring all structures, systems, and policies support the organization strategic plan.
Administration: Provide strategic leadership to Administration function while mitigating operational risks and increasing overall security by establishing systems and mechanisms to ensure organization’s effectiveness.
Payroll Administration:- In collaboration with the Finance Department, I leading in processing a payroll of about Ksh.32 Million. and ensure payment are implemented in a timely manner
Providing human capital guidance and advice to a variety of companies. This includes developing human resource models, advice businesses on policies and procedures, and resolve any issues that a company might have with its workforce such as Training and development, Performance Management and reward, Recruitment among others. I was managing over 3, 000 employees in Kenya, Uganda, Tanzania and Ethiopia). Some of my clients includes MasterCard East Africa, MasterCard foundation, Israel Embassy, Embassy of Italy, Siemens Germany, Siemens France, Netafin, VF Asia Carrefour, Polo South Africa.
Roles and responsibilities:
Operations Roles.
At Fexi Personnel management, I was responsible for understanding intricate and diversified HR needs of our clients to create strategic and reliable HR solutions. This includes aligning client’s business strategy with our talent strategy and able to provide workforce solutions that have the capability of taking your business forward.
• Customized HR Policies and Procedures: - We work closely with your organization to create the most effective and suitable HR policies and procedure guidelines that align with your business requirements. Every organization has its own goals and ways of operating, I was responsible for understanding their specific needs, mission, preferences and culture that enables us to tailor-make the policies and procedures.
• Recruitment:- My Role was to understand the organization distinct hiring requirements for different positions. I was responsible for designing a recruitment process which keeps in mind distinct requirements and end goals and help the organization throughout the recruitment life cycle.
• Headhunting: - I was heading a team of experienced headhunters when it comes to closing the topmost positions of executives and senior managers to department heads, vice-presidents and CEOs. Some of my client; Carrefour, LC-Waikiki, Uber East Africa, Israel Embassy, Italian Embassy, Maristop among others.
• Organization Restructuring: - This is the roadmap to get the most out of their employees when the business is transitioning. I was responsible for ensuring that organization are truly adaptive and prepared for the transition. This was through influencing the way organization makes critical business decisions and maximize output from existing talent.
• Training and Development: - Any organization that wants to spread its wings must invest in regular training and development of its employees. I was responsible for understanding requirements, techniques, and coming up with a successful training program.
• Performance Management & Reward System:- This include coming up with structures, systems and policies which link employee goals to business priorities while sharpening managers’ capabilities while maintaining a strong element of flexibility are core practices of agile ways of working.
• Handling Client’s Unions and General Employee’s relations: I was responsible for handing all our clients Union and employee’s relation ensuring that there is smooth relationship between Management and the Union for mutual benefit for both employees and the organization.
Immigration Expatriate Management Services:- This is business process associated with the transfer of an assignee and their family I have experience in providing a seamless and effective integration into the country including all processing of all statutory documents i.e., Business pass, Work permit, dependent pass applications, . Finding home, school search and complete settling in services.
Some of our clients are; MasterCard East Africa, Siemens Germany, Siemens France, Netafin, VF Asia etc.
Position: Group Human Resource & Administration Business Partner. I was responsible for aligning business objectives with employees and management in designated business units. This includes formulating partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. While maintaining an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
Reporting directly to the regional Managing Director, the role involves providing HR leadership & support to the management team and staff.
Main Outputs and Responsibilities
i. Analyzing trends and metrics and develops and implements solutions
Actively identifies gaps, proposes and implement changes necessary to cover risks through analyzing reports on sick leave, absenteeism and attrition
Manages complex and difficult HR Projects cross-functionally
ii. Providing day to day performance management guidance including coaching / counselling / career development / disciplinary action
To deploy performance development framework linked to reward Coach and educate all levels of the organization (including senior level) on Human Capital best practices
Identifying areas of development and facilitating training workshops
Driving employee engagement and performance management through one-on- ones
iii. Building strong business relationships with internal and external clients
Acts as a single point of the contact for the employees and managers in the business unit
Proactively supports the delivery of Human Capital Processes at the client’s side
Weekly meetings with stakeholders to conduct a needs analysis and provide feedback
Engages with management team and pro-actively, responds to queries promptly and ensures that opportunities for improvements are actioned and measured
Performs a support role for the business by ensuring collaboration and pro- active communication between departments
Presentation and suggestions about change management
To provide meaningful reporting to facilitate business decisions
iv. Compliance
Driving Employment Equity and ensuring adherence to policies
To ensure compliance to legal, business and client requirements
v. Acts as performance improvement driver and provokes positive changes in people management
Work closely with management and employees to improve work relationships, build morale and increase productivity and retention
Resolve complex employee relations issues and address grievances
Promotes performance management and calibration sessions
Proposes changes for continuous improvement
Participates in the evaluation and monitoring of training programmes to ensure success
Participation in the L&D training programmes
Analysis of speed to productivity
Designs succession plans for key talents and key job positions and looking at organizational skills and development
• Liaise with finance to ensure that payroll and compensation accurately reflects contracts etc
• Liaise with Operations to ensure that workplace and other employee insurance is purchased
• Liaise with finance to ensure that all employees have the appropriate health insurance
• Plan and conduct new employee and orientation to foster positive attitude toward organizational objectives
• Ensure work place safety and lead staff security awareness training
• Maintain secure and confidential personnel files
• Ensure that all staff and consultants submit timesheets
• Maintain complete records of all HR correspondence and transactions
2011 - Todate: Egerton University (on going) Bcom (Human Resource Managment.)
2001 - 2003: University of Nairobi Diploma in Human Resource Managment.
1995 - 1998: Kanga High School Kenya Certificate of Secondary Education (KCSE) - B-
1986 - 1994: Alego Primary School Kenya Certificate of Primary Education.