Employee Relations, Employee Experience & Culture Lead

Role Purpose

The Employee Relations, Employee Experience & Culture Lead facilitates Britam’s Culture transformation journey with leaders and employees at all levels. The primary objective is to embed a customer-centric and high-performance culture across the organization. This role involves developing employee experience initiatives throughout the employee life cycle to design a workplace where employees can thrive. Additionally, the role is responsible for implementing disciplinary and grievance handling policies, procedures, and conduct management frameworks in alignment with legal and policy standards.

Key Responsibilities

Culture Transformation and Employee Experience (40%)

• Culture Roadmap: Co-create and implement the culture transformation roadmap to enable corporate strategy execution.
• Organizational Development: Develop and implement strategies to drive culture change and enhance employee productivity, focusing on high performance and customer centricity.
• Lifecycle Strategy: Co-create employee experience strategies by mapping the employee lifecycle and integrating feedback to improve touchpoints.
• Engagement Assessment: Design frameworks to measure and assess employee engagement using surveys, focus groups, and other tools.
• Management Practices: Review management practices and their impact on employee experience; recommend improvements to behaviors and conduct management.
• Well-being: Collaborate with partners to create proactive approaches to physical and mental well-being as part of the corporate wellness agenda.
• Employer Brand: Assess the internal employer brand and shape people policies that positively impact the employee experience.
• Agile Methodologies: Use agile culture methodologies to map employee journeys and address pain points.
• Recognition: Co-develop and implement recognition programs to celebrate company and employee milestones.
• Internal Communication: Participate in designing communication plans that amplify the voice of the employee.

Grievance Handling, Disciplinary & Labour Relations (30%)

• Grievance Resolution: Support line management and staff in resolving grievance-related matters.
• Disciplinary Process: Participate in the end-to-end disciplinary process, including panel hearings, meeting organization, and documentation custody.
• Legal Liaison: Collaborate with the legal department on litigation cases for ex-staff by providing critical information.
• Policy Implementation: Regularly review and ensure implementation of Group HR Policies and provide guidance to staff and management.
• Compliance: Ensure all company actions align with existing labor laws and regulations regarding engagement and separation.
• Stakeholder Management: Maintain relationships with third-party providers, ministries, industry bodies, and internal stakeholders.
• Tracking: Ensure accurate coordination and real-time updates of the disciplinary tracker.

Staff Welfare, Wellness & Inclusion (30%)

• Conduct Management: Provide guidance to line management on conduct management practices.
• Welfare Initiatives: Support and implement company-driven staff welfare campaigns and events.
• Surveys: Facilitate staff satisfaction surveys to inform interventions for employee issues and company climate.
• Staff Functions: Collaborate to organize functions such as end-year parties, teambuilding, and sports days.
• Forensic Investigation: Liaise with the Forensic Department to investigate staff cases related to disciplinary and grievance matters.
• Wellness Programs: Embed programs such as Employee Assistance Programs (EAP), wellness challenges, and support check-ins.
• Inclusion: Coordinate mentorship programs like "SheThrives" and "ManCave" to support personal growth and inclusion.
• Performance: Deliver on performance requirements as defined in the department’s strategy map and balanced scorecard.

Key Performance Measures

• HR Internal Process NPS.
• Employee turnover rate of top contributors.
• Employee NPS and Engagement Survey scores.
• Turnaround time (TAT) on disciplinary and grievance matters.
• Participation rates in recognition, wellness, and mentorship initiatives.

Requirements and Qualifications

• Education: Bachelor’s degree in a relevant field. A Postgraduate degree in Human Resource Management is an added advantage.
• Professional Certification: Postgraduate Diploma in Human Resource Management or a legal qualification.
• Experience: At least 4-6 years of experience in Human Resource Management, with a minimum of 3-4 years specifically in Employee Relations and/or Industrial Relations management.
• Expertise: Experience in implementing culture and employee experience initiatives.
• Knowledge: Sound understanding of HR Policies, Procedures, and Labour/Employment Laws.
• Skills: Excellent leadership, customer service, communication, planning, and organizing skills.
• Membership: Must be a member of the Institute of Human Resource Management (IHRM).

How to Apply

Interested and qualified candidates should apply through the Britam careers portal. Use the following link to access the application page: Apply via Britam Career Portal