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Latest Britam Insurance High Paying Careers & Job Vacancies

Reporting to the Head of Employee Relations & Culture/Retail Lead the role holder will be responsible for planning and coordinating of human resources programs, policies and activities within the Retail segment which include recruitment and retention; talent management, performance management, employee relations.

Key responsibilities

  • Develop HR strategy for the Retail segment in line with the overall HR strategy and the Business Strategy;
  • Design and execution of annual action plans and human resource related budgets in line with company human resource strategy and direction. 
  • Monitor the achievement of the Retail segment action plans against human resource milestones and key performance indicators such as employee satisfaction, productivity and employee retention
  • Alignment of work structures within the Business, for example, job descriptions, organisation structures, processes and operating systems
  • Alignment of training and development needs across the segment.
  • Giving advice and guidance on interpretation and application of HR Policies and Procedures to employees 
  • Lead the business culture change initiatives and benchmark best practice 
  • Develop, train, coach, motivate and evaluate functional staff to achieve highest levels of performance
  • Implement employee development initiatives and career development activities
  • Lead the business  HR strategic initiatives covering talent management, succession planning, performance management 
  • Work with the BUs to execute recruitment and onboarding process and activities for management and leadership teams
  • Measure effectiveness of HR initiatives on the Business 
  • Drive and/or coordinate the Retail segments HR agenda on Segment projects. As and when required, work with the Head of Employee Relations on the HR Agenda on Strategic Britam HR group Projects 
  • Preparation and submission of  monthly progress and update  reports
  • Recommending human resource policies and procedures.

Key Performance Measures

  • As described in your Personal Scorecard


  •  Bachelor’s degree in a relevant field 
  • Master’s degree in Human Resource Management or a related field is an added advantage
  • Postgraduate Diploma in Human Resource Management
  • At least 7- 10 years working experience; with 3- 4 years’ experience in management.

Key Technical Competencies of the Strategic HR Business Partner
Strategic Partner

  • Developing the next generation of leaders
  • Redesigning organizational structure based on strategic objectives
  • Understanding how HRBPs can support the business
  • Understanding the talent needs of the business
  • Adjusting HR strategies to respond to changing business needs
  • Prioritizing HR needs
  • Identifying talent issues before they impact the business
  • Identifying new business strategies
  • Identifying critical HR metrics Operations Manager
  • Communicating organizational culture to employees
  • Assessing employee attitudes
  • Tracking trends in employee behaviors
  • Designing HR programs to support organizational culture
  • Communicating policies and procedures to employees
  • Keeping the line updated on HR initiatives
  • Knowing how the business makes money
  • Challenging and influencing line manager behavior based on trust
  • Managing culture and making change happen
  • Customising or implementing HR solutions in creative ways
  • Having personal credibility and managing relationships across different levels
  • Understanding the full theory and practice of HR
  • Persuading line managers of the need for new or existing HR programmes
  • Holding oneself-accountable for Outcomes

Emergency Responder

  • Quickly responding to line manager questions
  • Quickly responding to complaints
  •  Responding to manager needs
  • Responding to employee needs
  • Preparing for different situations as an Employee mediator
  • Responding to organizational changes

Operations Manager

  • Communicating organizational culture to employees
  • Assessing employee attitudes
  • Tracking trends in employee behaviors
  • Designing HR programs to support organizational culture
  • Communicating policies and procedures to employees
  • Keeping the line updated on HR initiatives

Employee mediator

  • Managing competing personalities in the organization
  • Managing conflict between employees
  • Managing conflict between managers
  • Responding to organizational changes
  • Resolving political problems in the execution of business plans

Change Leaders Competency Descriptions

  • Deciding and Initiating Action – Ensures key departmental objectives are met, takes responsibility for decisions, actions, projects and people while focusing on achievement of departmental results; takes initiative and works under own direction; initiates and generates activity; makes quick, clear decisions with limited information available which may include tough choices or considered risks; decisions and actions take into account possible impact on all parts of the business.
  • Leading and Supervising – Provides the department with a clear direction based on the overall strategic intent of the organisation; Building high expectations about the success of the department; motivates and empowers others with a clear sense of purpose; creates a positive departmental climate that fosters learning and development; acknowledges high potential talent; Recognize the potential of individuals sets and articulates the vision and values through own personal behaviour; Push autonomy and empowerment downwards through the department.
  • Persuading and Influencing – Gains clear agreement and commitment from others by persuading, convincing and negotiating to the benefit of the department; promotes the organisational strategy during departmental conversations; makes effective use of political processes to influence and persuade others; promotes ideas on behalf of the department and the organisation; makes a strong personal impact on others; takes care to manage the department’s impression and brand on others.
  • Formulating Strategies and Concepts – Works strategically to realise organisational goals within the department; sets and develops departmental strategies; identifies and develops positive and compelling visions of the department’s future potential; Ensure departmental Balanced Scorecard objectives and KPI’s are met and Exceeded; Ensure Personal Scorecard Objectives are met and exceeded; takes account of a wide range of issues across, and related to, the organisation; Work with direct reports to ensure the cascading of the strategic plan into integrated departmental plans that are meaningful to individuals; encourages others to take a strategic and long-term view in terms of the department’s future; Emphasise the impact and importance of individual contributions to the successful implementation of the organizational strategy in the department; Evaluate my own and others’ performance fairly and objectively; communicates the organisational strategy, vision and objectives effectively across all levels in the department.
  • Entrepreneurial and Commercial Thinking – Keeps up to date with competitor information and market trends; identifies business opportunities for the department; maintains awareness of developments, changes, Add value to the department by capitalising on new business opportunities; trends and possible risks in the department’s structure and politics; demonstrates financial awareness; Identify ways to increase the Britam competitive advantage, exploiting those that will bring the greatest return within an acceptable level of risk; ensures costs are monitored and controlled and thinks in terms of profit, loss and added value; Ensure that sufficient data about financial and other parameters of departmental performance are available; Interpret departmental information objectively against appropriate benchmarks.
  • Planning and Organising     – Sets clearly defined departmental objectives; plans activities and projects well in advance and takes account of possible changing organisational and market circumstances; identifies and organises resources needed to accomplish projects; manages time effectively; monitors departmental performance against deadlines and milestones.
  • Relating and Networking – Easily establishes, as well as assists others in building meaningful relationships with customers and staff across all levels of the organisation, inside and outside of the department; relates well to people at all levels; facilitates the resolutions of conflict and manages disagreements with tact and diplomacy.
  • Creating and Innovating – Promotes departmental improvement within relevant scope of influence; produces and encourages new ideas, approaches, or insights; creates the environment for innovative products or designs; produces a range of solutions to the strategic benefit of the department.
  • Adhering to Principles and Values – Upholds and encourages ethical behaviour and organisational values; demonstrates integrity; promotes and defends equal opportunities, builds diverse teams; encourages departmental and individual responsibility towards the community and the environment; models the organisational values during every day interactions.
  • Achieving Personal Work Goals and Objectives- Accepts and tackles demanding departmental and personal goals with enthusiasm; leads by example by working hard and putting in longer hours in order to ensure successful implementation and completion of projects; show self-insight in own development needs.
  • Adapting and Responding to change – Anticipates and effectively adapts to changing circumstances and ambiguous situations; accepts and actively drives new ideas and change initiatives; adapts interpersonal style to suit different individuals or situations; Monitor changes in departmental issues, structures and dynamics and appreciate their implications for the business; Demonstrate an understanding of the links between the Britam’s structure, goals and capabilities; Constantly aware of competitors, trends and changes in the markets that the Britam works within; Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure; Implement changes within my department to achieve set change goals; Responds flexibly to changing circumstances; Recognises when unable to cope and asks others for help; Uses change as an opportunity to improve ways of working, encouraging others’ buy-in; Takes ownership for communicating change initiatives clearly, ensuring smooth implementation
  • Analysing – Strategically analyses sources of information, breaking them into component parts, patterns and relationships; makes rational judgements from the available information and analysis; demonstrates an understanding of how one issue may be part of a much larger system.
  • Cost Management- Demonstrates an awareness of financial issues affecting my department; Use financial information to monitor departmental performance and guide decisions; Consistently identify opportunities to reduce costs within my department.
  • Staff development- Create a positive departmental climate that fosters learning and development ; Identify development needs within my department; Ensure direct reports have personal development plans in place that are regularly reviewed; Provide honest and constructive feedback on my team’s performance; Act as coach or mentor when appropriate; Allocate power, responsibilities and authority to appropriate subordinates.

How to Apply

Apply for the job here

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