HUMAN RESOURCE MANAGER

Over the last 80 years Weetabix has successfully leveraged on its household name by implementing an aggressive marketing strategy which has resulted in improved top-of-mind awareness, depth of distribution and an impressive sales growth. Competing in a highly competitive market, this innovative organization has pushed the boundaries to expand both its product range as well as its markets. Harnessing its global brands it has segmented the market and offers a range of products through well-established trade channels in the region.

Weetabix is looking to recruit a dynamic and passionate Human Resource Manager who will be responsible for implementing HR policies and best practices that support the business growth, and all stakeholders’ interests.
As a Key member of the executive team the jobholder will be required to manage policies and practices in the company to ensure continuous availability of sufficient, qualified and motivated personnel. He/ She will work closely with business leaders across the organization and with other stakeholders and training providers to ensure the development and delivery of a comprehensive training strategy and a related organizational development plan.

The Mandate
The Human Resource Manager will be responsible for providing guidance and support to all staff on the full range of HR activities including policies and procedures, terms and conditions of employment, recruitment, performance management, employee relations, employee reward, learning and development and internal communications.

Key Focus Areas for the role include:

Learning, Training and Development
•    Preparing the annual training plan and budget. Controlling and ensuring maximum utilization of training resources through accurate identification of programs to meet business needs, and post training follow-up.
•    Designing and managing the delivery of training and development programmes based on the organization’s needs to meet the broad categories of technical skills, leadership development, cross training and personal development.
•    Assessing effectiveness of training, monitoring, evaluating and reviewing the progress of development programs.
•    Researching and recommending a complement of internal and external learning programs that align with the organizations business objectives and employee needs.
•    Planning, directing, and coordinating learning objectives and instructional strategies; including developing the best methodologies for training delivery (i.e. web-based, classroom, etc.).

Talent Management & Succession Planning
•    Leading and managing the talent development process and tools.
•    Developing insight and analysis of people related business issues and opportunities.
•    Developing an inventory, accessing talent and potentials and implementing action plans to address identified gaps.
•    Developing succession planning activities necessary to develop and maintain a highly capable workforce that fits the business strategy in collaboration with business leaders and managers.
•    Analysing associates competencies and determining areas of strengths and weakness.

Talent Acquisition
•    Proactive workforce planning to attract talent for both short and long term in close liaison with the line managers.
•    Carrying out a job analysis and update the job descriptions and person specifications. Make known open positions by advertising open positions both internally and externally.
•    Reviewing applications and recommending a long-list to recruiting line manager to review and shortlist.
•    Inviting appropriate interview panel members and managing the interview administration process.
•    Obtaining reference checks prior to engagement and coordinating the pre-employment vetting process.
•    Developing and maintaining a recruitment database with a view to reducing recruitment costs and turnaround time.
•    Creating an annual recruitment plan to fill roles, including timelines and interviewers etc.
•    Pre-screening candidates using effective tools e.g. telephone interviews, psychometric testing etc
•    Implementing improvements to the talent acquisition process.

Employee Relations/Industrial Relations
•    Defining, implementing and executing policies and procedures for maintaining relations with unions and Industrial Relations.
•    Understanding employee concerns; soliciting feedback to determine needs, questions etc.
•    Ensuring that policies and procedures are in compliance of statutory requirements and is fully aligned with strategic goals of the business.
•    Working effectively with internal and external counsel as necessary relating to employment laws.
•    Attending hearings on matters related to wrongful dismissals/terminations and implementing court rulings affecting members of staff.
•    Providing advisory services to management on industrial relations and discipline matters.
•    Participating in the negotiation and implementation of the Collective Bargain Agreement with the union.

Compensation & Benefits Management
•    Ensuring the provision of competitive and equitable base, variable compensation including developing incentive plans.
•    Developing and implementing benefit plans and ensuring that sound, appropriate decisions are made in relation to people, performance, job levels and pay.
•    Ensuring application of polices in line with global policies, i.e. annual merit increases, bonus plans, salary structures, job evaluation procedures and reward objectives.
•    Interpreting competitive market data and determining competitiveness and compliance of the compensation & benefits programme.
•    Providing guidance to managers and employees regarding salary administration and use of reward programs.

Performance Management
•    Developing a high performance culture by implementing team and organisation design solutions, providing measurable performance indicators and improvement plans.
•    Monitoring and reviewing performance, through short-term objectives against longer term strategies.
•    Developing and coordinating a performance management system in liaison with line managers.
•    Reviewing Personal Development Plans for training needs and performance gaps.
•    Working closely with supervisors on improvement plans for non-performers and identifying opportunities for growth for high performers.

Organization Development
•    Leading projects that impact the HR organisation and contributing to projects that go beyond the HR organisation.
•    Ensuring the optimal development and execution of all HR processes by introducing management tools, monitoring and benchmarking methodologies and best practices of other companies, and fact based measurements of HR function effectiveness and efficiency.
•    Assessing and understanding the business partner needs within the business strategy context and developing solutions to improve organisation performance.

Desired Skills & Experience

Weetabix is an equal opportunity employer, and a diverse set of candidates is being sought for formal consideration. Working closely with the other business functions in the organization, the ideal candidate will be wholly responsible for providing on the ground leadership to maintain and grow our client’s HR function in line with the organisation’s vision of strong leadership positions.

The Ideal Candidate will have the following experience and background:
•    A degree in Human Resources, Organizational Development, or Business Administration. A Masters degree will be an added advantage.
•    At least five (5) years experience in a Human Resource generalist position in a large to medium organization is essential.
•    Demonstrated HR knowledge and experience across all areas of the discipline (e.g. employee relations, recruitment, performance management, learning & development, talent management, change management etc.).
•    Experience building teams with the ability to build relationships, work well with all levels of associates, provide hands- on assistance when required, identify differing priorities and multi task in a fast paced environment.
•    A self starter, results oriented, with strong interpersonal communication, analytical, organisational, teamwork and problem solving skills as well the ability to balance HR practice and guidelines with client needs.
•    Demonstrated ability to see the larger picture and be able to recognize the steps to move the organisation forward.
•    Working knowledge of the Kenyan labour/ employment laws.


The Ideal Candidate will be a leader who demonstrates:
•    ‘A doer’, not simply a strategist or theorist. Hands on and energetic in following through. Sees things to completion.
•    Ability to handle numerous diverse projects to tight timescales in a rapidly changing environment.
•    The tact, diplomacy and sensitivity to nurture and sustain a positive relationship with the local community and other stakeholders.
•    Strong leadership skills and the ability to mentor and coach country managers in HR best practice.
•    Excellent interpersonal, verbal and written communication skills.
•    Working knowledge of current and emerging training tools and learning aids.
•    Ability to motivate and energize teams.
•    Innovative and proactive.

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