New Jobs at KCB

Hr Mis And Rewards Manager at KCB

Job Description
KEY RESPONSIBILITIES:

Participating in salary surveys to benchmark the market practices.

Reviewing and updating all rewards and benefits policies (developing benefit packages) by considering the market rates.

Implementing and monitoring company salary structure. Participating in Bonus and Annual Salary Review in accordance with the company’s policies.

Ensure compensation is provided in terms of job evaluation, grading structures and incentives.

Reviewing, proposing and signing off insurance contracts concerning staffs in line with providing awareness to staffs. I.e. Medical Cover Insurance and Group life insurance.

Produce and maintain a total reward statements for all staff

To work closely with the Payroll Manager in Finance to ensure all overseas staff have the correct tax and benefits applied.

Carry out all HRIS improvement to meet emerging HR needs, new standard HR reports.

Capture new employee data (Basic details, qualifications, images, signatures, previous employers, bio data and dependents’ data) in HRIS.

Conducting Background checks (Employment and Education) of all new staffs.

Conducting and facilitating the recruitment process/issuance of employment contracts as well as the exit/off boarding process.

Supporting on keeping track of disciplinary issues and handle day to day employee grievance.

Participating in yearly performance appraisal assessing and evaluation process, (Balanced Score Card).

Supporting on Staff training assessment at all levels and devise appropriate training plans for all & execution of the program.

Design and execute calendar of reports for HR managerial use

DAILY RESPONSIBILITIES:

HRMIS improvement
Analyzing and compiling staff data and reward information
Implement effective feedback and communication mechanisms

MINIMUM POSITION QUALIFICATION REQUIREMENTS

Academic & Professional

Particulars Detail Specific Field or Qualification Need Type [1]
Education Bachelor’s Degree Public Administration / Human Resources Management
RQ

Professional Qualifications Good communication and report writing skills.
Computer literate

Master’s Degree

Experience

Total Minimum No of Years of Experience Required

Detail
Minimum No of Years

Need Type [2]

Experience Area 1 HR Management
1

Experience Area 2 Computer Literacy
1

Experience Area 3 Employee Documentation
1

[1] Need Types are: RQ = Required, AA = Added Advantage

[2] Need Types are ES = Essential, DE = Desirable but not Essential

About Us
KCB Group is registered as a non-operating holding company which started operations as a licensed banking institution with effect from January 1, 2016. The holding company oversees KCB Kenya – incorporated with effect from January 1, 2016 – and all KCB’s regional units in Uganda, Tanzania, Rwanda, Burundi, Ethiopia and South Sudan. It also owns KCB Insurance Agency, KCB Capital, KCB Foundation, National Bank of Kenya, and all associated companies. The holding company was set up to among other things to enhance the Group’s capacity to access unrestricted capital and also enable investment in new ventures outside banking regulations, achieve operational and strategic autonomy for the Group’s operating entities and enhance corporate governance across the Group and oversight in the management of subsidiaries. Related documentation: Group Name Change, Name Change Certificate, KCB Advise on Non-Operating Holding Company, KCB Group Structure, Kenya Gazette Notice.

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Hr Business Partner at KCB

KEY RESPONSIBILITIES:

Acts as the primary HR reference contact for staff and line management and proactively support the delivery of HR Processes.
Spearheads and champions organization design and change in liaison with line management, develop win-win and business aligned structural /staff changes.
Leads, manages and executes the performance management framework HR (annual performance cycle and activities, reviews, appraisal, moderation, performance improvement programs, managing non-performance).
In liaison with the Resourcing Department, develop and execute manpower plans, recruitment and selection.
In liaison with the HR Learning, Development and Talent Department identify and develop training interventions to bridge staff skill and business competency gaps, drive and sustain the Talent Management strategy and plans (identify, develop and retain talent, designs succession plans for key talent and critical roles.
In liaison with the Employee Relations and Wellness Department, develop and sustain an enabling work environment for staff, implements staff recognition, disciplinary and grievance handling policies and procedures for own HR area.
In liaison with the Reward and Policy Department, develop performance-oriented reward and incentive propositions for staff.
Develops, manages and or maintains relationships with INTERNAL / EXTERNAL customers/stakeholders/supplies relating to own HR Area: Staff, Heads of Department, Line Managers, Functional Directors, Regional Managers, and Branch Managers.
Maintain accurate and consistent data, records and statistics relating to own HR area.

MINIMUM POSITION REQUIREMENTS

Academic & Professional

Particulars Detail Specific Field or Qualification
Need

Type [1]

Education Bachelor’s Degree HR Management OR a Business-Related Field
RQ

Professional Qualifications Certificate /Diploma/ Higher Diploma in Post Graduate Diploma in HR General or a specific area of HR
AA

Master’s Degree HR Management OR a Business-Related Field
AA

Experience & Proficiencies

Total Minimum No of Years’ Experience Required

Detail
Minimum [2]

No of Years

Business Partner
5

Organization Structure
3

Manpower Planning, Recruitment and Selection
4

Performance Management
4

Learning and Development
4

Talent Management
4

Employee and Industrial Relations
3

Disciplinary and Grievance Handling
4

Recognition Management
2

Job Evaluation
3

Compensation and Benefits
3

People Risk Management
1

Wellness, Health & Safety
3

Customer Service
5

People Management
5

Relationship Management
5

Project Management
5

Detail
Proficiency Required

Knowledge of Business
M

Knowledge of Labor and Employment Laws and HR Regulatory Guidelines
A

Knowledge of HR policy and procedures
M

HR Data and Records Management
A

Attention to Detail
M

Computer Literacy
M

Leadership Competency
Proficiency Required

Analysis & Decision Making
E

Leadership and People Management

Interpersonal
E

Motivation
E

Business
E

Entry (E)- elementary knowledge and skill
Intermediary (N) – foundational and working knowledge and skill.
Advanced (A) – Advanced know-how and skill
Mastery (M) – Master of know-how and skill

[1] Need Types are: RQ = Required, AA = Added Advantage

[2] Need Types are ESSENTIAL if minimum years are required.

Any experience a staff member has in areas with blanks is an ADDED ADVANTAGE.

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