Talent Acquisition Specialist

Interactive Resource Management Ltd

Nairobi, kenya

Overall purpose of the Job: The role is responsible for Talent, Performance management and succession planning. Job Roles & Responsibilities Talent management Responsible for overseeing the entire hiring process, including developing recruitment strategies, sourcing candidates, conducting interviews, and ensuring the units attract and hire top talent by effectively utilizing various recruitment methods and tracking key metrics to optimize the hiring process. Proactively influence the design and development of strategic talent management frameworks, tools & solutions that meet business needs. Collaborate with Management to interrogate the company's strategic priorities and determine resourcing and talent requirements to deliver organizational results. Engage with business leaders; stay ahead of key talent market changes, organization strategy and emerging patterns and adapt/evolve the talent management approach accordingly Manage talent management initiatives such as identification of high performing and potential employees, talent pools, coaching and mentorship program etc. Drive effective and impactful talent acquisition, assessment, deployment, development and review processes and practices across the company. This includes sourcing, appropriate assessment processes and instruments, succession planning and talent review processes Drives the implementation of the talent, performance and succession planning policy, processes and tools across the company. Build, attract and promote a diverse & inclusive talent pipeline. Coach, leads and drives initiatives designed to build leadership, talent and performance management capabilities with HR Business Partners and Line Managers. Performance management Responsible for overseeing the entire performance management cycle. Proactively influence the design and development of strategic performance management frameworks, tools & solutions that meet business needs. Deploy Talent & Performance Management as a driver of transformation, driving the right behaviors and business prioritization for optimal performance Support Line Managers in setting, evaluating, and monitoring of employee performance and ensure timely interventions are taken to address any performance gaps. Succession Planning: Build a healthy succession plan for critical positions matched by appropriate development plans and solutions Conduct regular talent reviews and create development plans for high-potential employees. Build talent pipelines for current and future job openings. Qualifications & specifications Bachelor's degree in Human Resources, Business Administration, or related field 5 - 10 years of experience in recruitment or talent acquisition 2+ years in a leadership or managerial role Certifications is an added advantage: IHRM-membership, CHRP etc. Male candidates are encouraged to apply.

2 hours ago

Senior Manager – Credit Analysis

Sidian Bank

Kenya, kenya

Full-Time

At Sidian Bank, we recognize the significant accountability and inherent risks that an entrepreneur takes to make his ideas and dreams a reality. It is for this reason that our mission is to empower entrepreneurs to create wealth through provision of transformational financial solutions that meet entrepreneurs needs and facilitate growth through convenience and choice. Senior Manager – Credit Analysis JOB PURPOSE The job holder will be responsible for managing the credit risk analysis function and preparation of credit proposals for approval within required quality and turn around standards. In liaison with the Relationship Managers and Branch Managers, monitor on going covenants and conditions as per approval / offer terms including social and environmental lending terms. This entails the formulation and implementation of robust credit analysis policies and guidelines in liaison with all business units. The role also contributes to the overall portfolio management for the Bank. KEY RESPONSIBILTIES Credit Analysis Credit Risk Monitoring Customer Experience Personal Leadership & Development Team Leadership & Management Risk Management & Compliance – addendum MAIN ACTIVITIES Credit Analysis Contribution to overall Business goals through effective management of the Credit analysis team; Supervise Credit Analysts to develop high quality credit solutions and recommend appropriate facilities in line with risk evaluation; Responsible for the financial evaluation of new business/projects and provision of guidance on market risk; Prepare credit reports for new proposals and renewals and provide guidance on structuring of credits, due diligence and KYC so as to ensure that credits meet the bank standards; Decline non-viable deals at source, however, works in partnership with Relationship Managers and customers to identify alternatives that could bring deal/ proposals within risk acceptable parameters relative to profitability; Accompany relationship managers during customer visits on need basis to understand customer borrowing needs, their businesses and validating information provided; Ensure credit applications received meet minimum criteria and relevant documentation required to aid in decision making; Analyze and structure SME, Corporate and Trade Finance facility requests and retail banking BCC applications and prepare credit applications for approval; Credit grading of borrowers to ensure the Bank monitors migration of the risk profile of the credit portfolio; Ensure all deals presented for approval comply with product requirements/criteria, the bank’s lending policy, prudential and legal requirements and risks are highlighted and mitigated appropriately; Ensure processing of credit applications is done within agreed TAT / SLA and meet high quality standards; Develop & maintain god working relations with all RMs/BMs/ROs & continuously including guiding them of credit analysis and structuring of applications; Formulation and constant review of the Credit analysis processes and establishment of controls and disciplines that ensures compliance with lending principles and guidelines laid down in the Credit Policy Document; Review of credit requests including review of financial and credit information provided in respect to the corporate clients; Maintain financial information on loan accounts including financial covenants, spreads and interim reports; Proactively drive review process of existing facilities ensuring consistent, thorough and timely evaluation of all existing facilities; Enhanced credit origination system (CQ) experience by championing continuous improvement in the workflow processes to ensure smooth. Credit Risk Monitoring Support completion of mandatory checklists including Climate Risk Assessment, Environment & Social Risk Assessment and Reputational Risk assessment; Track lending covenants / conditions to ensure timely collection of managements accounts, annual reviews and ongoing account monitoring; Monitor Covenants & Risk Triggers (C&RTs). Raise any breaches under (C&RTs) to Relationship Managers, and Director – Credit; Identification, assessment, tracking and reporting of accounts showing early signs of deterioration; Escalation of significant early signs of deterioration in borrower’s business / industry and account performance to business and credit management for attention; Continuously scan the external market environment for risk trends that may impact the loan portfolio and assessing the potential impact on borrowing customers; Continuous review of E&S monitoring & reporting process to align to policy requirements – Validation of the E&S categorization and the E&S appraisal – Guide the relevant stakeholders to ensure that E&S assessments are conducted as per policy requirements and procedures. Customer Experience Enhance customer experience through timely annual reviews and meeting set turnaround times on all facilities by ensuring SLA Adherence for Credit papers preparation by the Credit Analysts, ensuring 100% timely annual review of facilities, ensuring periodic monitoring of facility covenants by the team e.g. (Debenture valuation, share of wallet, trigger events etc.); Continuous training and engagement of the team to reduce the number of reworks based on quality of the Credit papers; Work with Auditors both internal and external to ensure timely submission of requested information and appropriate response to queries raised; Provides high level of service to Business Development teams in terms of accuracy, responsiveness and turnaround time, prioritization of urgent requests and support. Personal Leadership & Development: Manage self by showing drive and motivation, an ability to self-reflect and a commitment to learning. Communicate effectively communicate clearly, actively listen to others, and respond with understanding and respect. Commit to Customer Service: provide, customer-focused services in line with banking sector and organizational objectives – adherence to the bank customer service charter and ensure personal accountability so as to meet the laid down Service Level Agreements (SLA) and work within stipulated Turn Around Time (TAT). Work Collaboratively Collaborate with others and value their contribution. Deliver Results: Achieve results through the efficient use of resources and a commitment to quality outcomes. Think and solve problems, analyze and consider the broader context to develop practical. Keeping abreast with staff communications, attending staff meetings – morning huddles and weekly progress meetings. Responsible for own career within the bank and preparing an annual Personal Development Plan (PDP) and ensuring its actualization. Adherence to the banks policies and procedures, dress code, code of conduct, HR policies and procedures and follows laid down grievance and disciplinary procedure to ensure a conducive work environment. Closure of identified deficiencies from concluded audits, correction within stipulated timelines, and ensure no repeat findings. Live the brand values as a Sidian Bank brand ambassador and always project the right image of the bank to both staff and customers. With the support of the HR Business Partner, the Line Manager has the ultimate responsibility for the Human Resource Management of the team and consults with HR on clarity and interpretation of the HR policy; Set performance objectives and measures of success for direct reports, providing regular feedback from staff appraisal processes and contributes to the ability of staff to meet performance objectives by providing day to day supervision, training and support and leading performance processes in accordance with Sidian policies and procedures; Responsible for assigning tasks to staff, scheduling and monitoring work and reviewing results for timeliness, accuracy and quality. Contributes to the flow of staff communications, by leading regular staff meetings – morning huddles and weekly progress meetings. Encourages staff to participate in internal and external training and development opportunities as these arise and in accordance with individualized development plans; Responsible for the presentation and service standards of retail staff to ensure a professional image is maintained with all clients; Ensures adherence to dress code, code of conduct and HR policies and procedures and follows laid down grievance and disciplinary procedure to ensure a conducive work environment; Closure of identified deficiencies from concluded audits, correction within stipulated timelines, and ensure no repeat findings; Ensure there is proper succession planning by maintaining an effective leave program and an in-house training schedule for ease of relief due to leave or sickness. Ensure the set number of learning/training hours are achieved for self and direct reports, through E-learning and Internal training activities. Team Leadership & Management: With the support of the HR Business Partner, the Line Manager has the ultimate responsibility for the Human Resource Management of the team and consults with HR on clarity and interpretation of the HR policy; Set performance objectives and measures of success for direct reports, providing regular feedback from staff appraisal processes and contributes to the ability of staff to meet performance objectives by providing day to day supervision, training and support and leading performance processes in accordance with Sidian policies and procedures; Responsible for assigning tasks to staff, scheduling and monitoring work and reviewing results for timeliness, accuracy and quality. Contributes to the flow of staff communications, by leading regular staff meetings – morning huddles and weekly progress meetings. Encourages staff to participate in internal and external training and development opportunities as these arise and in accordance with individualized development plans; Responsible for the presentation and service standards of retail staff to ensure a professional image is maintained with all clients; Ensures adherence to dress code, code of conduct and HR policies and procedures and follows laid down grievance and disciplinary procedure to ensure a conducive work environment; Closure of identified deficiencies from concluded audits, correction within stipulated timelines, and ensure no repeat findings; Ensure there is proper succession planning by maintaining an effective leave program and an in-house training schedule for ease of relief due to leave or sickness. Ensure the set number of learning/training hours are achieved for self and direct reports, through E-learning and Internal training activities. ACADEMIC BACKGROUND University degree preferably in Accounting, Finance or Management. Master’s degree will be an added advantage. WORK EXPERIENCE Ten years Banking experience with at least 5 years at Manager level in credit risk analysis or approval. At least 5 years’ experience in Corporate Credit analysis or approval. SKILLS & COMPETENCIES Proven experience in Credit Risk Analysis and Structuring. Advanced understanding of the Banks credit risk policies and procedures. Credit and Financial Analysis skills to effectively oversee credit analysis and portfolio maintenance activities/tasks in a manner that consistently achieves high quality standards or benchmarks. Experience and knowledge of lending business and products. Knowledge and effective application of all relevant banking policies, processes, procedures and regulatory guidelines to consistently achieve required compliance standards or benchmarks. PROFESSIONAL CERTIFICATION Professional Banking qualification (ACIB) or Credit Administration/Credit Monitoring will be an added advantage. Certification in Credit Analysis is an added advantage. Don't Keep Share!: WhatsApp Tweet

4 days ago

Senior Manager Credit Analysis

Sidian Bank

Nairobi, kenya

full-time

JOB PURPOSE The job holder will be responsible for managing the credit risk analysis function and preparation of credit proposals for approval within required quality and turn around standards. In liaison with the Relationship Managers and Branch Managers, monitor on going covenants and conditions as per approval / offer terms including social and environmental lending terms. This entails the formulation and implementation of robust credit analysis policies and guidelines in liaison with all business units. The role also contributes to the overall portfolio management for the Bank. KEY RESPONSIBILTIES Credit Analysis Credit Risk Monitoring Customer Experience Personal Leadership & Development Team Leadership & Management Risk Management & Compliance - addendum MAIN ACTIVITIES Credit Analysis Contribution to overall Business goals through effective management of the Credit analysis team; Supervise Credit Analysts to develop high quality credit solutions and recommend appropriate facilities in line with risk evaluation; Responsible for the financial evaluation of new business/projects and provision of guidance on market risk; Prepare credit reports for new proposals and renewals and provide guidance on structuring of credits, due diligence and KYC so as to ensure that credits meet the bank standards; Decline non-viable deals at source, however, works in partnership with Relationship Managers and customers to identify alternatives that could bring deal/ proposals within risk acceptable parameters relative to profitability; Accompany relationship managers during customer visits on need basis to understand customer borrowing needs, their businesses and validating information provided; Ensure credit applications received meet minimum criteria and relevant documentation required to aid in decision making; Analyze and structure SME, Corporate and Trade Finance facility requests and retail banking BCC applications and prepare credit applications for approval; Credit grading of borrowers to ensure the Bank monitors migration of the risk profile of the credit portfolio; Ensure all deals presented for approval comply with product requirements/criteria, the bank's lending policy, prudential and legal requirements and risks are highlighted and mitigated appropriately; Ensure processing of credit applications is done within agreed TAT / SLA and meet high quality standards; Develop & maintain god working relations with all RMs/BMs/ROs & continuously including guiding them of credit analysis and structuring of applications; Formulation and constant review of the Credit analysis processes and establishment of controls and disciplines that ensures compliance with lending principles and guidelines laid down in the Credit Policy Document; Review of credit requests including review of financial and credit information provided in respect to the corporate clients; Maintain financial information on loan accounts including financial covenants, spreads and interim reports; Proactively drive review process of existing facilities ensuring consistent, thorough and timely evaluation of all existing facilities; Enhanced credit origination system (CQ) experience by championing continuous improvement in the workflow processes to ensure smooth. Credit Risk Monitoring Support completion of mandatory checklists including Climate Risk Assessment, Environment & Social Risk Assessment and Reputational Risk assessment; Track lending covenants / conditions to ensure timely collection of managements accounts, annual reviews and ongoing account monitoring; Monitor Covenants & Risk Triggers (C&RTs). Raise any breaches under (C&RTs) to Relationship Managers, and Director - Credit; Identification, assessment, tracking and reporting of accounts showing early signs of deterioration; Escalation of significant early signs of deterioration in borrower's business / industry and account performance to business and credit management for attention; Continuously scan the external market environment for risk trends that may impact the loan portfolio and assessing the potential impact on borrowing customers; Continuous review of E&S monitoring & reporting process to align to policy requirements - Validation of the E&S categorization and the E&S appraisal - Guide the relevant stakeholders to ensure that E&S assessments are conducted as per policy requirements and procedures. Customer Experience Enhance customer experience through timely annual reviews and meeting set turnaround times on all facilities by ensuring SLA Adherence for Credit papers preparation by the Credit Analysts, ensuring 100% timely annual review of facilities, ensuring periodic monitoring of facility covenants by the team e.g. (Debenture valuation, share of wallet, trigger events etc.); Continuous training and engagement of the team to reduce the number of reworks based on quality of the Credit papers; Work with Auditors both internal and external to ensure timely submission of requested information and appropriate response to queries raised; Provides high level of service to Business Development teams in terms of accuracy, responsiveness and turnaround time, prioritization of urgent requests and support. Personal Leadership & Development: Manage self by showing drive and motivation, an ability to self-reflect and a commitment to learning. Communicate effectively communicate clearly, actively listen to others, and respond with understanding and respect. Commit to Customer Service: provide, customer-focused services in line with banking sector and organizational objectives - adherence to the bank customer service charter and ensure personal accountability so as to meet the laid down Service Level Agreements (SLA) and work within stipulated Turn Around Time (TAT). Work Collaboratively Collaborate with others and value their contribution. Deliver Results: Achieve results through the efficient use of resources and a commitment to quality outcomes. Think and solve problems, analyze and consider the broader context to develop practical. Keeping abreast with staff communications, attending staff meetings - morning huddles and weekly progress meetings. Responsible for own career within the bank and preparing an annual Personal Development Plan (PDP) and ensuring its actualization. Adherence to the banks policies and procedures, dress code, code of conduct, HR policies and procedures and follows laid down grievance and disciplinary procedure to ensure a conducive work environment. Closure of identified deficiencies from concluded audits, correction within stipulated timelines, and ensure no repeat findings. Live the brand values as a Sidian Bank brand ambassador and always project the right image of the bank to both staff and customers. With the support of the HR Business Partner, the Line Manager has the ultimate responsibility for the Human Resource Management of the team and consults with HR on clarity and interpretation of the HR policy; Set performance objectives and measures of success for direct reports, providing regular feedback from staff appraisal processes and contributes to the ability of staff to meet performance objectives by providing day to day supervision, training and support and leading performance processes in accordance with Sidian policies and procedures; Responsible for assigning tasks to staff, scheduling and monitoring work and reviewing results for timeliness, accuracy and quality. Contributes to the flow of staff communications, by leading regular staff meetings - morning huddles and weekly progress meetings. Encourages staff to participate in internal and external training and development opportunities as these arise and in accordance with individualized development plans; Responsible for the presentation and service standards of retail staff to ensure a professional image is maintained with all clients; Ensures adherence to dress code, code of conduct and HR policies and procedures and follows laid down grievance and disciplinary procedure to ensure a conducive work environment; Closure of identified deficiencies from concluded audits, correction within stipulated timelines, and ensure no repeat findings; Ensure there is proper succession planning by maintaining an effective leave program and an in-house training schedule for ease of relief due to leave or sickness. Ensure the set number of learning/training hours are achieved for self and direct reports, through E-learning and Internal training activities. Team Leadership & Management: With the support of the HR Business Partner, the Line Manager has the ultimate responsibility for the Human Resource Management of the team and consults with HR on clarity and interpretation of the HR policy; Set performance objectives and measures of success for direct reports, providing regular feedback from staff appraisal processes and contributes to the ability of staff to meet performance objectives by providing day to day supervision, training and support and leading performance processes in accordance with Sidian policies and procedures; Responsible for assigning tasks to staff, scheduling and monitoring work and reviewing results for timeliness, accuracy and quality. Contributes to the flow of staff communications, by leading regular staff meetings - morning huddles and weekly progress meetings. Encourages staff to participate in internal and external training and development opportunities as these arise and in accordance with individualized development plans; Responsible for the presentation and service standards of retail staff to ensure a professional image is maintained with all clients; Ensures adherence to dress code, code of conduct and HR policies and procedures and follows laid down grievance and disciplinary procedure to ensure a conducive work environment; Closure of identified deficiencies from concluded audits, correction within stipulated timelines, and ensure no repeat findings; Ensure there is proper succession planning by maintaining an effective leave program and an in-house training schedule for ease of relief due to leave or sickness. Ensure the set number of learning/training hours are achieved for self and direct reports, through E-learning and Internal training activities. ACADEMIC BACKGROUND University degree preferably in Accounting, Finance or Management. Master's degree will be an added advantage. WORK EXPERIENCE Ten years Banking experience with at least 5 years at Manager level in credit risk analysis or approval. At least 5 years' experience in Corporate Credit analysis or approval. SKILLS & COMPETENCIES Proven experience in Credit Risk Analysis and Structuring. Advanced understanding of the Banks credit risk policies and procedures. Credit and Financial Analysis skills to effectively oversee credit analysis and portfolio maintenance activities/tasks in a manner that consistently achieves high quality standards or benchmarks. Experience and knowledge of lending business and products. Knowledge and effective application of all relevant banking policies, processes, procedures and regulatory guidelines to consistently achieve required compliance standards or benchmarks. PROFESSIONAL CERTIFICATION Professional Banking qualification (ACIB) or Credit Administration/Credit Monitoring will be an added advantage. Certification in Credit Analysis is an added advantage.

5 days ago

Learning And Development Officer

Safal Group

Kilifi, kenya

full-time

Key responsibilities Learning needs and capability planning Support line managers across MRM and SBS to understand role requirements, training priorities and emerging capability needs. Conduct and consolidate Training Needs Analysis, skills-gap reviews and other learning diagnostics; distinguish required technical, functional, leadership and behavioural capability. Translate identified needs into a prioritised learning plan, calendar and clear learning outcomes, aligned to approved budgets and business requirements. Advise managers on suitable development approaches, including structured programmes, coaching, mentoring, job exposure, peer learning and on-the-job practice. Learning design and delivery Design or source practical learning solutions for employees and managers, selecting the right format and provider for the intended capability outcome. Coordinate and deliver approved training, workshops and development initiatives, including scheduling, participant communication, materials, venues and vendor arrangements. Facilitate selected in-person and virtual sessions and support internal subject-matter experts to prepare and deliver effective learning. Coordinate induction and onboarding learning so employees understand the business, their roles, key policies, culture and required technical or safety learning. Coordinate statutory, regulatory, technical and safety training with relevant subject-matter owners; maintain evidence of completion and certification. Talent and leadership development Coordinate implementation and follow-up of Individual Development Plans, linking agreed actions to role requirements, performance and career development. Support talent reviews, succession actions, graduate and early-career programmes, mentoring, coaching and leadership development initiatives. Work with managers to monitor development progress and create opportunities for employees to apply new skills in their roles. Maintain accurate records and provide timely updates on programme participation, completion and agreed development actions. HR partnering and employee support Build trusted working relationships with managers and employees in assigned functions, helping connect people and capability priorities to business needs. Work with HR colleagues and line managers on selected HR activities, which may include performance-cycle coordination, onboarding, employee engagement, culture and change initiatives. Provide support on HR processes and policy queries within the role's scope; refer complex employee relations matters to the appropriate HR leader and support documentation or follow-up as required. Contribute people information and practical observations to workforce and capability discussions, maintaining confidentiality and sound judgement. Learning systems, evaluation and reporting Maintain accurate learning records, attendance, certifications, provider documentation and the Learning Management System (LMS). Evaluate programmes using participant feedback, learning assessments, manager input and evidence of workplace application; recommend improvements based on findings. Prepare concise reports and dashboards on learning activity, expenditure, completion, compliance and outcomes for review by the Learning and Development Manager. Support preparation and monitoring of the assigned learning budget, and coordinate training procurement and provider engagement in line with company policies. Keep learning materials and processes current, audit-ready and consistent with company requirements. Requirements Qualifications and experience Bachelor's degree in Human Resource Management, Business Administration, Organisational Psychology or a related discipline. At least three (3) years of relevant Learning and Development supervisory experience, with evidence of involvement across needs analysis, learning design or sourcing, delivery and evaluation. Experience working with line managers and employees to identify capability needs and implement development solutions. Strong facilitation, communication, planning, stakeholder engagement and reporting skills. Proficiency in Microsoft Office and the ability to work with learning records, data and digital learning systems. Added advantages Experience as an HR Officer, HR generalist or HR Business Partner, including exposure to performance management, employee relations, recruitment, workforce planning or employee engagement. Experience supporting technical, operational, manufacturing or frontline teams. Relevant professional certification or membership, such as CHRP(K), CIPD or ATD certification, or IHRM membership. Experience with an LMS, HR information system, learning analytics or instructional design. Core competencies Business and organisational awareness: understands how roles, capability and people priorities connect to business performance. Learning expertise: identifies needs and selects, designs or facilitates learning approaches that fit the audience and required outcome. Partnership and influence: builds credibility with managers, listens well and follows through on agreed actions. Communication and facilitation: explains information clearly and creates an engaging learning environment. Analysis and continuous improvement: uses feedback and evidence to evaluate learning and improve delivery. Planning and execution: coordinates multiple activities accurately and meets agreed timelines. Confidentiality and sound judgement: handles employee information and sensitive issues responsibly. Additional requirements Languages: English and Kiswahili. Computer literacy: Microsoft Office, learning systems and other relevant HR or business applications. Personal qualities: employee-focused, responsive, self-motivated, organised and comfortable working with a range of stakeholders.

5 days ago

"senior Manager, Hr Brac International Microfinance (bi Mf)

BRAC

kenya

full-time

BRAC International is Hiring! Join BRAC International to create opportunities for people to realise their potential. Position: Senior Manager, HR BRAC International Microfinance (BI MF) Job Location: Nairobi, Kenya / Dhaka, Bangladesh (Candidates must be nationals of, or have the legal right to work in, either Kenya or Bangladesh) Application Deadline: 12 October 2026 About BRAC International: BRAC International (BI), a leading non-profit organisation, is on a mission to empower people and communities facing poverty, illiteracy, disease, and social injustice. Our vision is to create a world free from exploitation and discrimination, where everyone has the opportunity to realize their potential. We design proven, scalable solutions that equip people with the support and confidence they need to achieve their potential. BRAC International Microfinance (BI MF) oversees its microfinance subsidiaries outside Bangladesh, which are wholly or majority owned by the legal entity BRAC International Holdings B.V. (BIHBV), operating across eight countries in Africa and Asia. Within this mandate, BI MF expands financial inclusion by responsibly delivering financial services to people at the bottom of the pyramid, particularly women living in poverty in rural and hard-to-reach areas, to create self-employment opportunities, build financial resilience, and harness their entrepreneurial spirit by empowering them economically. The achievement of both Impact and Scale’ are critically important, ensuring that each subsidiary has systems in place to realise both components of the mission. BI MF provides strategic direction, governance oversight, and institutional strengthening across the portfolio. Today, its operations serve clients (97% women) across the eight operating countries, managing a loan portfolio of approximately USD 277 million, and employing over 7,000 staff, of whom 87% are women. About the Position: The Senior Manager, HR, BI MF (SM, HR) is an end-to-end generalist HR business partner, reporting to the Associate Director, HR, BI MF (AD, HR), and responsible for an assigned portfolio of BI MF subsidiaries (entities) and designated BI MF Central Team functions/units. The role serves as the HR focal point for assigned Central Team functions/units and strategic people partner to assigned Entity leaders. The role partners with Entity Heads of HR, Microfinance Management Teams (MMT) and Central Team Technical Leads across its portfolio to understand business priorities, anticipate people implications and shape practical HR responses. In close partnership with the other SM, HR in the team, the role ensures coordinated support across BI MF entities and Central Team functions, aligning on shared and cross-cutting priorities, providing cover during periods of absence or peak demand, and promoting consistency in HR delivery. Working closely with the AD, HR, the role brings insights from its portfolio to inform BI MF-wide HR priorities, decisions and interventions. Working within BI’s matrixed three-part HR model, the role connects business and Entity needs with HR Centers of Excellence (CoEs) and HR Central Services, ensuring enterprise frameworks and expertise are effectively translated into business context and applied appropriately. The role strengthens Entity HR capability and follow-through, provides trusted advice on complex people matters, and drives cross-entity learning and strategic HR priorities that support growth, impact and sustainable performance. Key Responsibilities: 1. Strategic HR Partnership Own the HRBP agenda for an assigned portfolio of BI MF entities, partnering with Entity Heads of HR, MMTs and relevant leaders to understand business priorities, challenges and people implications. Serve as the HR focal point for designated BI MF Central Team functions/units, partnering with their leaders and BI MF Senior Management Team on people priorities, workforce needs and HR matters. Translate business priorities into people priorities, provide constructive challenge and shape practical HR responses that support business performance. Strengthen Entity HR capability, judgement and follow-through, enabling Entity HR teams to lead local implementation while providing advice, challenge and escalation where required. Strengthen HR delivery across assigned Central Team functions/units, ensuring their people priorities are connected to the wider BI MF HR agenda. Work closely with the other SM, HR, to align on shared and cross-cutting priorities, and facilitate knowledge sharing, peer learning and transfer of good practices to promote consistent and effective HR delivery across their respective portfolios. Work closely with the AD, HR, bringing insights from the portfolio to inform BI MF-wide HR priorities, decisions and interventions. 2. Business and Workforce Effectiveness Partner with leaders on business-led workforce, organisation and people decisions arising from growth, transformation, restructuring, productivity or changing business needs. Assess people’s implications of organisational changes and alignment initiatives, develop options with leaders and advise on effective workforce and organisational solutions. Provide HR input into business planning and strategic decisions, ensuring people’s considerations are integrated into business priorities and execution. 3. Leadership & Talent Management Partner with leaders and Entity HR to strengthen critical talent and leadership pipelines, succession and readiness for current and future business needs. Facilitate talent reviews and succession discussions, leveraging enterprise frameworks and CoE expertise while ensuring business ownership of talent decisions and development actions. Partner with leaders on leadership development, talent mobility and internal movement to strengthen organisational capability and retention. Promote inclusive and sustainable leadership pipelines, including women in leadership and other priority talent groups. 4. People Risk & Organisational Effectiveness Identify people-related risks, recurring organisational issues and improvement opportunities across the assigned portfolio, including regulatory, policy, audit, employee-relations, safeguarding, conduct and culture-related risks. Strengthen Entity HR capability and follow-through on risk mitigation, audit actions and organisational improvements, ensuring agreed actions are implemented and escalating material or recurring risks where required. Partner with Entity HR and leaders to ensure follow-through on recommendations arising from safeguarding and conduct investigations, disciplinary processes, culture assessments and other people-related reviews. Identify cross-entity themes and lessons, working with the Associate Director, HR and relevant CoEs to inform improvements to enterprise policies, frameworks and practices. 5. Complex HR Advisory Provide trusted HR advice to Entity leaders, MMTs, BI MF Senior Management Team and Entity HR Heads on complex people matters, including employee relations, performance, productivity, leadership and organisational change. Help leaders assess options, risks and implications and make sound, balanced people decisions. Provide targeted tactical or interim support during critical transitions, capacity gaps or high-priority interventions, while building sustainable Entity HR ownership and capability. 6. Enterprise HR Integration Connect business and Entity needs with the relevant CoEs and Central Services, ensuring the right expertise is engaged at the right time. Translate and contextualise enterprise HR frameworks, policies and solutions for BI MF business needs, without duplicating CoE ownership. Coordinate cross-functional and cross-entity HR priorities, ensuring alignment, business ownership, effective implementation and follow-through. Bring Entity and Central Team insights into BI MF-wide HR priorities and support the AD, HR in shaping strategic HR interventions. 7. People Insights & Decision Analyse people data and business trends to identify risks, patterns and opportunities, translating insights into practical recommendations for HR and business decisions. Develop and maintain HR dashboards and portfolio reporting, providing clear visibility of workforce, talent, mobility, performance and other key people indicators. Use people insights to inform workforce planning, talent and leadership decisions, organisational effectiveness and strategic HR initiatives. Analyse workforce and employee data across areas such as recruitment, onboarding, performance, employee experience, benefits, mobility, work permits and career development to identify trends and improvement opportunities. Prepare regular and ad-hoc analysis, reports and presentations for BI MF leadership, Entity leaders and relevant governance forums, highlighting key trends, implications and actions. Strengthen the quality and consistency of Entity HR reporting and data, supporting Entity HR teams to use insights more effectively in business discussions and decision-making. Leverage insights across the portfolio to identify cross-entity patterns, share learning and inform BI MF-wide HR priorities and interventions. Stay abreast of relevant HR analytics practices and emerging approaches to strengthen evidence-based people decision-making. 8. Safeguarding Establish a safeguarding culture across all levels of the programme by implementing the safeguarding policy. Act as a key source of support, guidance and expertise on safeguarding for establishing a safe working environment. Responsible to ensure team members are appropriately trained, supported and have access to resources regarding issues that are identified and actioned in accordance with the safeguarding policy and procedure. Follow the safeguarding reporting procedure in case any reportable incident takes place, encourage others to do so. Support the HR department to provide clarification on safeguarding policies and disseminate Safeguarding policies and all supporting promotional materials within the program, department and field offices in the country. Attend regular Safeguarding Focal meetings with BI MF SG focals and provide safeguarding-related updates. Academic Qualifications: Minimum Bachelor’s Degree in degree in business administration, Human Resource Management or a related field. A postgraduate qualification in Human Resources, Business, Organisation Development or a related field is desirable. Professional HR qualification/certification (e.g., IHRM, SHRM, CIPD or equivalent international HR certification is preferred. Experience: 7+ years of progressive HR experience, including at least 3 years in an HRBP or strategic generalist HR role supporting senior leaders. Demonstrated experience partnering with business leaders on workforce, organisational, talent and complex people decisions, with the ability to translate business priorities into practical HR responses. Experience in financial services, microfinance, banking, fintech or another regulated and operationally complex environment. Experience in financial inclusion, frontline-led operations or organisations delivering impact at scale to underserved communities is an advantage. Experience working across multiple entities, countries or diverse organisational environments, preferably within an international, matrixed or geographically dispersed organisation. Demonstrated ability to strengthen HR capability and enable local HR teams to improve judgement, ownership and execution. Strong experience in employee relations, organisational change, people risk and other sensitive HR matters, with sound judgement and understanding of regulatory implications. Experience using people data and insights to inform business recommendations, workforce decisions and leadership priorities. Experience working effectively with HR CoEs and specialist teams, translating their expertise into practical business solutions without duplicating their role. Knowledge, Skills and Competencies: Generalist HR expertise: Broad HR knowledge and sound technical depth across talent, organisation effectiveness, workforce planning, performance, employee relations, reward, mobility, policy and compliance; able to assess people and regulatory risks and engage specialist expertise appropriately. Business acumen & HRBP capability: Ability to connect people priorities and HR risks to business performance, operational continuity and regulatory requirements. Strategic thinking & judgement: Sound judgement, critical thinking and problem-solving in complex, sensitive and ambiguous situations. Stakeholder management & influence: Ability to build trusted relationships and influence without authority across a matrixed, multicultural environment. HR integration: Ability to translate enterprise HR frameworks and specialist expertise into practical, context-appropriate business solutions without duplicating CoE responsibilities. Advisory & capability building: Strong coaching, advisory and capability-building skills, particularly in strengthening Entity HR judgement, ownership and effectiveness. People insights: Ability to analyse people data and trends and translate insights into practical business recommendations and decisions. Execution & prioritisation: Strong follow-through and ability to manage competing strategic and operational priorities across a multi-entity portfolio. Communication & professionalism: Excellent communication, presentation and relationship-building skills, with sound discretion, integrity and confidentiality. Additional Requirements: Willingness to travel: approximately 30% to entity locations, including planned entity visits, long stays to provide interim cover and support during critical interventions. Employment type: Contractual Salary: Negotiable

15 days ago

Hr Operations – Payroll & Compensation

Adept Systems

Kenya, kenya

Full-Time

Adept Systems is a Kenyan company established in 1994, providing a full range of management consultancy services in the areas of human resources HR Operations – Payroll & Compensation Job Purpose The role will oversee Payroll, Master Data management, and Business Intelligence (BI) functions within the HR function. You will play a pivotal role in managing end-to-end payroll processes, ensure the integrity of HR master data, and leverage HR analytics to provide actionable insights for strategic decision-making. Key Responsibilities Oversee full-cycle payroll processing for both full-time and casual employees, ensuring accuracy and timeliness. Maintain and continuously update HR master data, guaranteeing its completeness, accuracy, and alignment with company policies. Drive the consistent adoption and effective use of HR tools and systems across all employee lifecycle stages. Analyze payroll data and trends, providing insightful reports and variance explanations to HR Business Partners, Line Managers, and Executive Committee. Support contract management activities including renewals, tracking deadlines, and maintaining thorough documentation. Maintain and safeguard comprehensive employee files, both physical and digital, ensuring data privacy and accessibility. Prepare, consolidate, and distribute monthly HR reports and analytics to enable informed decision-making. Coordinate HR-related projects, ensuring seamless communication and timely updates for all payroll changes. Facilitate statutory compliance processes, audits, and reporting requirements to meet legal and organizational standards. Manage employee separation procedures efficiently, ensuring all relevant payroll documentation is submitted promptly. Verify statutory and payroll deduction details to maintain compliance and payroll accuracy. Draft critical payroll-related documentation such as deduction letters and salary review communications. Provide detailed records of employee attendance, bonuses, and personal leave to support payroll preparation. Administer employee benefits programs, including insurance policies, to ensure seamless delivery and enrolment. Academic and Professional Qualifications Bachelor’s degree in HR Management, Business Administration, or related field. Certification in Data Analytics – Power BI, SQL, Tableau and related tools At least 3 years of relevant experience in HR operations, payroll, master data management, or related areas (manufacturing or agribusiness is an added advantage). Strong understanding of Kenyan labour laws and statutory deductions. Proficiency in HR systems (ERPNext experience is a plus). High attention to detail and confidentiality. Closing date September 30, 2026 Don't Keep Share!: WhatsApp Tweet

25 days ago

Hr Business Partner

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