JOB SUMMARY

1. The Head of People & Culture is a key contributor to the overall organization strategy formulation and implementation.
2. S/he is responsible for providing leadership in driving the organization people strategy alongside the CEO, and is accountable for developing, implementing and maintaining a strategic people function that supports organization strategy, and aligns policy and programs with the organization’s strategic plan, vision, mission, values and culture.
3. S/he will take leadership in the planning, development and implementation of P&C strategies, including performance management, talent management, leadership development, recruitment and onboarding, workforce planning, organization design, policy development and employee engagement, wellness, wellbeing, safety, as well as administration.
4. The People & Culture head will be a trusted business partner and leader, aligning and supporting the leadership team with key people related activities both strategic and tactical to achieve organization effectiveness, productivity and overall success.

DUTIES & RESPONSIBILITIES

P&C Strategy Planning & Implementation

1. Develop the P&C strategy by identifying and researching people & culture issues; contributing to organization strategic thinking and direction; establishing people & culture objectives in line with organizational objectives.
2. Develop innovative workforce planning strategies and processes to anticipate staffing needs across functions and formulate actions to address the identified gaps.
3. Support the organization to meet and exceed organization growth targets through development and implementation of effective performance standards that are fully aligned with organization objectives and leverage every employee’s potential.
4. Participate as a member of the senior leadership team in formulating corporate strategies, policies, plans and budgets and in monitoring the company’s performance to ensure that the corporate objectives and targets are achieved
5. Translate the strategic and tactical organization plans into P&C strategic and operational plans

P&C Policy formulation, implementation and maintenance

1. Develop P&C policies and procedures within company guidelines, and provide guidance to management in the interpretation and implementation of the same
2. Act as a liaison for feedback and communication between organization functions and the people & culture department in order to play an integral role in the coordination of P&C activities within the organization
3. Brief new managers and employees about company policies and procedures
4. Collect information regarding employee satisfaction, work conditions, wages and performance reports and make relevant progressive changes as required
5. Provide sound and effective advice on all staff issues and support managers on issues related to the care, development, performance, motivation and contribution of the workforce
6. Provide technical advice and knowledge to others within the P&C department
7. Maintain awareness and knowledge of contemporary P&C practices and provide suitable interpretation to managers and staff within the company.

Organization Effectiveness & Change Management

1. Review the existing P&CMIS system and makes proposals for continuous improvement and ensure that the system is optimally utilized
2. Contribute to and advise on change management, especially with regards to the development and shaping of the workforce in line with organization needs and taking into account current and future P&C organization trends
3. Proactively monitor employee climate and ensure that issues of concern are addressed promptly in order to ensure a focused and engaged workforce
4. Promote company values and drive the development of a culture of loyalty, personal integrity, accountability and professional standards
5. Keep abreast with developments in P&C practices by benchmarking and introducing innovative initiatives as appropriate
6. Functions as a strategic organization advisor to the executive and senior management across the organization functions on key organization and management issues
7. Drive positioning as an employer of choice by implementing best P&C and people - organization related practices to establish a positive employer-employee relationship and promote a high level of employee engagement and net promoter score
8. Drive development of initiatives to strengthen leadership capability through the organization to promote high levels of performance and productivity and sustained excellence.

Performance and Reward Management

1. Facilitate the cascading of organization strategy into individual performance and ensure that performance indicators are clearly identified and captured within individual and organization functional objectives
2. Ensures performance indicators and action plans are specific, measurable, achievable, realistic, time-bound and focused
3. Develop performance standards and criteria for measuring performance using a fair, transparent and effective performance management system
4. Ensure every position has an updated job description, each staff has a valid contract and staff records are fully updated with mandatory legal documentation at all times across the organization
5. Manage compensation and benefits programs to benchmark the company’s salaries and benefits against the prevailing market trends in order to attract, motivate and retain a skilled, experienced and agile workforce
6. Develop and implement attractive and fair reward and recognition systems and remuneration policies
7. Drive effective management and administration of the payroll process ensuring accuracy, efficiency and privacy in the data provided and used to run monthly payroll, and ensure compliance with all statutory and legal requirements when administering the payroll.

Talent Management

1. Oversee strategic recruitment, selection, placement, orientation, and onboarding of employees
2. Drive the recruitment, orientation and integration of required skills and competencies for key and critical roles to maintain the bench-strength necessary for succession and the long term growth and sustainability of the organization
3. Develop and implement together with organization leaders appropriate learning and development interventions and strategies to drive active contribution of staff to the achievement of the Company’s objectives and enhance employees’ personal growth
4. Develop and implement strategies to ensure that manpower resources with the right skills and competencies are available to enable the company to achieve its organization strategies and goals
5. Drive career management through career pathing, promotion and rotation management, to support both organization and employee growth.

Industrial & Legal Affairs

1. Ensure compliance with employment legislation, statutory obligations and internal Company regulations
2. Represent and coordinate all litigation matters arising from employees; maintain updated records for every such matter; update management on progress of cases; put in place measures to reduce or eliminate litigations
3. Guide, coach and equip managers with skills to enable them address diverse people management issues within their divisions and Divisions
4. Coordinate the resolution of employee grievances in accordance with the Company’s grievance handling policies and procedures to minimize distractions in the workplace and enhance productivity
5. Establish good relationships with the relevant industry players, consult legal practitioners and related government agencies and provide advice whenever necessary on labour matters
6. Ensure legal and regulatory compliance in all P&C related matters including hiring, employment, separation, and benefits administration
7. Maintain in-depth knowledge of labour legislation and compliance requirements related to day-to-day management of employees and liaise with internal and external legal counsel as needed on all employment related matters.

Operational Excellence

1. Assess the current People & Culture and Administration department to create a strategy and vision around the development and documentation of future state process flows, to identify needed organizational and workflow changes
2. Create a conducive work environment that supports employee wellbeing and flexibility
3. Develop and implement a strong induction and orientation program to support employee engagement
4. Oversee employee surveys and maintain a high employee net promoter and engagement score
5. Oversee the establishment of quality P&C policies and processes
6. Quickly establish solid relationships with organization unit leadership and other senior executives
7. Ensure customer satisfaction by leading the collaborative development of service level agreements, adhering to those agreements and monitoring costs, quality and timeliness
8. Develop and lead a high functioning team with a focus on operational discipline
9. Lead, manage and provide direction and stewardship to all teams managed. Drive and support coaching and training of P&C teams in order to achieve and maintain high performance standards of service. Develop, retain and motivate existing team while recruiting for new members and continually raising the bar for talent and capability across the division, while ensuring succession planning
10. Lead a performance culture within the Division where responsibility and accountability are key to delivery of organization goals
11. Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations
12. Ensure that all relevant licenses, legal and regulatory requirements are procured, valid and publicly appropriately displayed as required
13. Prepare Divisional budget, monitor its utilization to ensure effective use of resources.
14. Maintain quality service by establishing and enforcing organization standards and values
15. Provide regular reporting on the performance of the People Operations function weekly, monthly and as may be required
16. Drive the department’s operational efficiency through management of the people operations budget and align resource utilization to ensure relevance of use and cost containment practices are in place

Any other duties as required within the purview of a People & Culture role.

EDUCATION SKILLS & COMPETENCIES REQUIRED

1. At least ten (10) years of solid P&C generalist experience 4 of which must be at manager level focused on driving strategy formulation and implementation of end to end people & culture activities with demonstrable experience in managing a diverse range of stakeholders within the organization
2. Strong knowledge of applicable laws and regulations within the field of Human Resources with a strong understanding of organization related people and culture issues
3. Experience working in a highly commercial Fintech environment an added advantage
4. Understanding of change management with knowledge of current best practices and trends. Client-focused with experience implementing process changes
5. Demonstrated success in implementing strategy, driving process improvement and effective partnering to lead critical and significant organization change and transformation preferably with a component speaking to a digital path and agile capability, and created and/or implemented supporting P&C strategies
6. High level of integrity, confidentiality, trust and dependability with a strong sense of urgency
7. Results-oriented, entrepreneurial, self-motivated, self-starter, who is flexible and adaptable to rapid change and has the ability to work in a fast-paced, high demand environment
8. Strong consultative and influencing skills with the ability to build strong working relationships across all levels
9. Experience translating KPIs to teams to get buy in and results
10. Strong interpersonal, communication and presentation skills with a good focus on organization, and enhanced multitasking abilities
11. Excellent organizational skills, with emphasis on priorities and goal setting
12. Strong proficiency in Microsoft Word, Excel, PowerPoint and statistical analysis software
13. Good technical skills and ability to understand and propose solutions by focusing on stakeholder and organization requirements
14. Ability to communicate information, whether technical or non-technical to staff members and other stakeholders in a clear and concise manner
15. Influential within the P&C sphere with the ability to bring together stakeholders.