Role Overview
To drive the Internal Talent Lifecycle by ensuring that once talent is acquired, it is nurtured, developed, and strategically engaged to meet current and future business needs. The role involves managing talent architecture, wellness strategies, pipeline development, and acting as a strategic consultant for various departments.
Key Responsibilities and Accountability
Talent Architecture & Career Management
- Competency Framework: Design and maintain a comprehensive Competency Framework for all roles within the organization to standardize performance expectations.
- Career Pathing: Map out clear, documented Career Progression Paths to provide employees with visible and structured growth trajectories.
- Internal Mobility: Oversee the Internal Job Mobility framework, ensuring high-potential (HiPo) employees are prioritized for vacancies to meet internal hiring targets.
- Job Evaluation: Lead job evaluation processes and remuneration surveys to ensure equitable and competitive pay structures.
Holistic Wellness & Total Rewards Strategy
- Wellness Strategy: Design and implement a strategy encompassing mental, physical, and financial health, including the management of the Employee Assistance Program.
- Engagement Activities: Drive monthly engagement activities and staff welfare programs to enhance the Employee Value Proposition.
Talent Acquisition & Pipeline Development
- Trainee Programs: Lead the Graduate Management Trainee and Internship programs from onboarding through to confirmation.
- Mentorship & Assessment: Coordinate departmental rotations to ensure trainees receive high-touch mentorship and rigorous performance assessments.
Strategic Partnering
- Talent Consultancy: Act as an embedded consultant to align business plans with tailored talent strategies.
- Change Management: Lead departments through Change Management initiatives, specifically during the adoption of new technologies or structural shifts.
- Analytics & Reporting: Utilize data analytics to report on "Skill Set Growth," labor costs, and engagement scores to advise leadership on financial and talent decisions.
Knowledge, Skills, and Experience
- Education: Bachelor’s Degree in HR Management, Social Sciences, or a related field.
- Professional Certification: CHRP (Certified HR Professional) or equivalent (Ongoing or Completed).
- Experience: 5–7 years in HR, with a strong emphasis on Talent Management, or as a Junior HRBP.
- Technical Skills: Proficiency in HR Information Systems and HR Analytics.
- Competencies: High emotional intelligence, strategic thinking, persuasive communication, and project management skills.
How to Apply
Interested and qualified candidates should forward their CV to: careers@hotpoint.co.ke using the position as the subject of the email.
