Lead Trainer.Non-Regulatory Training at Kenya Airways

Reporting to the Head of Learning & Development, the ideal candidate will identify internal functional performance and capability improvement needs to enable the provision of development solutions. He/she will be expected to develop and deliver commercial training curriculum for external market. Key duties and responsibilities will include;

• Anticipate, understand and resolve performance and capability improvement needs in the company’s function.
• Work with Functional Director and line managers to identify technical and professional capability and development needs.
• Assist the function to diagnose specific capability, competence and skills gaps and enable the design and delivery of learning and development solutions to close them.
• Lead the definition of pre- and post-appointment training requirements and ensure they are included in role profiles and within the learning management system.
• Prepare and manage functional training budgets to ensure adequate provision for the training programs.
• Prepare and update learning and development materials to keep up to date with the developments and trends affecting performance of the function.
• Ensure that regulatory and non-regulatory training and certification of competence is addressed to meet role requirements, external audit standards and emerging global trends.
• Establish and develop a team of learning and development specialists with the capability to diagnose, design, deliver and evaluate learning in line with functional needs.
• Manage a team of learning and development specialists to ensure effective performance and customer satisfaction.
• Conduct periodic assessment of instructors to evaluate their effectiveness in delivery of training.
• Ensure the availability of internal operational subject matter experts so that there is adequate flexibility and expertise.
• Evaluate and report on the effectiveness of technical and professional development provided to the function in relation to performance requirements.
• Support advertising and marketing of courses to external commercial customers
• Adapt and customize training to meet customers’ requirements.
• Contribute to the achievement of commercial objectives for training.
• Think and act like an entrepreneur to support the business in revenue generation.
• Plan, organize and schedule the delivery of programs in collaboration with the functions in order to enable easy access and full participation.
• Prepare and deliver the training to the selected participant to enhance knowledge and skills.
• Prepare, administer and mark examinations to assess the effectiveness of the training.
• Ensure up to date training records.
• Support in the development, monitoring and implementation of e-learning.
• Provide Return on Investment (ROI).

 

Qualifications

 

• Hold a bachelor’s degree in a relevant field
• At least four (4) years of relevant experience as a Training Instructor in Passenger Handling, Baggage Handling or Sales and Ticketing training.
• Must have completed Management of Training course
• Must have completed Quality Management Systems course
• Must have completed Training Needs Assessment course and Training of Trainers Course.
• Excellent communication, interpersonal & presentation skills
• Strong Organizational, Planning & Analytical Skills.
• Proficiency in the use of IT.
• Must possess excellent people Management Skills
• Instructional design and delivery skill and ability to interact with the functions.
• Procedure writing and documentation skills
• Financial and business acumen skills

Only shortlisted candidates will be contacted

The post Lead Trainer.Non-Regulatory Training at Kenya Airways appeared first on Jobs in Kenya - http://jobwebkenya.com/.

The post Lead Trainer.Non-Regulatory Training at Kenya Airways is republished from Jobs – Jobs in Kenya – http://jobwebkenya.com/

HR Partners.People & Culture at Kenya Airways

The People & Culture Partner will provide high impact strategic partnership to facilitate the transformation of the culture of the company and the people agenda. This will also be in line with the achievement of the Company Business strategy through appropriate interventions to business and people issues. The People & Culture Partner is the single point of integration between HR functional areas and the Business. People & Culture Partners will work with the HR Functional/Specialist areas to craft and provide Business/Employee-centered interventions.

The People & Culture Partner is also responsible for influencing and driving distinctive employee experience and transformative culture change initiatives as a change and transformation agent. Key duties and accountabilities include;

Transformation/Culture Change Partner

• To play an integral role in business transformation/culture change programs within HR, departments and the Company at large.
• Drive and transform culture of the company through influence and outcome-based interventions co-crafted with the business and in line with the envisaged company’s transformative purpose.
• Prompt and advise the senior leaders on the effective management of change so that business performance is impacted positively by the change process and colleagues are treated fairly and are supportive of the change.
• Help staff to cope and appreciate change/transformation initiatives by regular engagement and sessions with staff as well as collect key feedback to aid in decision making.
• Continuously benchmark against industry standards and offerings for structures, employee experience, culture programs, performance, new ways of working in collaboration with functional areas, leadership and staff.
• Responsible for HR-driven actions for transformation projects as assigned and evidence impact and value of their contribution

Performance & Productivity Partner

• Provides continuous performance management guidance to line management (coaching, counseling, career development, consequence management).
• Provides individualized coaching and mentorship to team leaders and targeted staff for enhanced engagement and productivity purposes.
• Tracking trends in business and employee performance and providing leaders with visibility as well as aligning the KPIs for all the partnerships regularly.
• To coordinate and influence the development of a performance culture through effective implementation of KPI focused review system with appropriate measures of success and consequence management.
• Ensure that performance expectations are clear within the business unit, both for the departments and for individual staff.
• Ensure individual objectives are aligned and supportive to achieving the overall goal.
• Ensure that performance calibration processes are robust and therefore enable an ongoing raising of the ‘performance bar’ within the departments.
• Ensure that line managers are equipped with the skills to coach their people to higher levels of performance and ongoing development of their skills. This includes the management of underperformers and effective engagement of the said impacted staff.
• Support and challenge Team leaders and the business unit Senior Team, driving a high-performance agenda with a focus to continuously improve the people and business performance.
• Responsible for the regular review of all the Tactical Plans for Team leaders for all partnerships to drive high performance and hold staff accountable to KPIs, – the ‘what’ and the ‘How’.
• Participate in performance moderation to ensure that individual performance reflects the unit/Company performance.

Talent Partner

• Take ownership for the talent agenda within the business unit, ensuring that the talent needs both today and for the future are planned for and are in place. This will include clarity of emerging skill requirements within the department.
• Challenge the leaders within the department if the overall performance, potential and succession plans are not adequate and develop clear action plans to address this.
• Accountable for the quality of talent in the department – both internally and the quality of external recruits. In particular, to ensure that we are sufficiently aligned and aware of the external market and are able to fully exploit any opportunities that this presents.
• To ensure that the department’s projected optimal resourcing levels are adequately met. Support all optimal resourcing initiatives impacting the partnerships and departments as part of the talent agenda.
• Conduct quarterly talent reviews and contribute to capabilities building in all partnerships and department.
• Have clear visibility of all talent benches in partnerships and provide guidance on how talent gaps and opportunities can be addressed or harnessed. Responsible for talent reporting in the partnerships.
• In collaboration with functional areas, actively contribute to the implementation of structural reviews and the resourcing in impacted areas of review.
• Support recruitment as part of resourcing partnership areas as necessary.

Employee Experience & Engagement Partner

 

• Together with employees and functional leads craft employee-centred solutions to people agenda matters.

• Work closely with team leaders and employees to improve work relationships, build morale, and increase productivity and retention.
• Ensure that all tools and techniques that help drive engagement are utilized e.g. good 2-way communication channels; action plans following employee engagements surveys are robust and meaningful; use of recognition and differentiated rewards.
• Facilitation of resolution of employee engagement issues and consultatively creating sustained solutions to individual and collective employee challenges.
• Regular and planned engagement sessions with team leaders and divisional heads with key HR driven actions and clear impact measurement mechanisms, tied to performance and productivity.
• Responsible for the implementation of agreed Employee Experience and Culture Change initiatives in all the partnerships with measurable impact and outcomes.
• Manages and resolves employee relations issues in collaboration with Head – Employee Relations.
• Proactively invest time to understand and resolve employee relations issues within the BU to identify and fully address the key underlying issues. Continuously provide guidance on policies and procedures in liaison with other HR functions.
• Be a coach and confidant to the departmental leader and team leaders and appropriately challenge status quo where needful.
• Accountable for ensuring that technical and functional skill development needs are properly and adequately met across the business unit or for the function.
• Liasing with the Learning & Development function to identify and address learning needs in the departments for business-led interventions on building necessary capabilities across the company. Administrative Expert
• Ensure effectiveness of the overall delivery of HR services in the departments and working appropriately with HR Services Hub and the HR functional expertise to deliver great HR support to the departments.
• Ensure usage of ALL the appropriate HRBP tools including trackers, templates, call reports and evidence the contribution in each area of partnership as part of performance appraisal.

Learning & Coaching Partner

• Be a coach and confidant to the departmental leader and team leaders and appropriately challenge status quo where needful.
• Accountable for ensuring that technical and functional skill development needs are properly and adequately met across the business unit or for the function.
• Liaising with the Learning & Development function to identify and address learning needs in the departments for business-led interventions on building necessary capabilities across the company

 

Qualifications

 

• Bachelor’s Degree in Human Resource Management, Social sciences or relevant field.
• Registered member of Institute of Human Resource Management (HRM)
• At least 3-5 years of HR generalist or relevant experience
• Deep knowledge of Business – Business acumen
• Organizational & Talent management acumen
• Good Coaching capability and handling difficult feedback
• Employee/Customer-centric individual
• Excellent Communication Skills
• Inspirational leadership – ability to inspire and motivate colleagues and drive right service behaviors across the company.
• Ability to make a significant impact – contribute, influence, negotiate decisions that impact the business, employee and client experience.
• Tenacity & Trusted to deliver – great work ethic and integrity.
• Execution Excellence -Focus on achieving results.
• Change adaptability and comfortable with working with ambiguity.
• Design thinking and agile methodology of working.
• Demonstrated passion for excellence with respect to care and concern for employees/customers.

If you meet the above requirements, kindly submit your application online.

Only shortlisted candidates will be contacted.

The post HR Partners.People & Culture at Kenya Airways appeared first on Jobs in Kenya - http://jobwebkenya.com/.

The post HR Partners.People & Culture at Kenya Airways is republished from Jobs – Jobs in Kenya – http://jobwebkenya.com/

Lead Trainer.Non-Regulatory Training at Kenya Airways

Reporting to the Head of Learning & Development, the ideal candidate will identify internal functional performance and capability improvement needs to enable the provision of development solutions. He/she will be expected to develop and deliver commercial training curriculum for external market. Key duties and responsibilities will include;

• Anticipate, understand and resolve performance and capability improvement needs in the company’s function.
• Work with Functional Director and line managers to identify technical and professional capability and development needs.
• Assist the function to diagnose specific capability, competence and skills gaps and enable the design and delivery of learning and development solutions to close them.
• Lead the definition of pre- and post-appointment training requirements and ensure they are included in role profiles and within the learning management system.
• Prepare and manage functional training budgets to ensure adequate provision for the training programs.
• Prepare and update learning and development materials to keep up to date with the developments and trends affecting performance of the function.
• Ensure that regulatory and non-regulatory training and certification of competence is addressed to meet role requirements, external audit standards and emerging global trends.
• Establish and develop a team of learning and development specialists with the capability to diagnose, design, deliver and evaluate learning in line with functional needs.
• Manage a team of learning and development specialists to ensure effective performance and customer satisfaction.
• Conduct periodic assessment of instructors to evaluate their effectiveness in delivery of training.
• Ensure the availability of internal operational subject matter experts so that there is adequate flexibility and expertise.
• Evaluate and report on the effectiveness of technical and professional development provided to the function in relation to performance requirements.
• Support advertising and marketing of courses to external commercial customers
• Adapt and customize training to meet customers’ requirements.
• Contribute to the achievement of commercial objectives for training.
• Think and act like an entrepreneur to support the business in revenue generation.
• Plan, organize and schedule the delivery of programs in collaboration with the functions in order to enable easy access and full participation.
• Prepare and deliver the training to the selected participant to enhance knowledge and skills.
• Prepare, administer and mark examinations to assess the effectiveness of the training.
• Ensure up to date training records.
• Support in the development, monitoring and implementation of e-learning.
• Provide Return on Investment (ROI).

 

Qualifications

 

• Hold a bachelor’s degree in a relevant field
• At least four (4) years of relevant experience as a Training Instructor in Passenger Handling, Baggage Handling or Sales and Ticketing training.
• Must have completed Management of Training course
• Must have completed Quality Management Systems course
• Must have completed Training Needs Assessment course and Training of Trainers Course.
• Excellent communication, interpersonal & presentation skills
• Strong Organizational, Planning & Analytical Skills.
• Proficiency in the use of IT.
• Must possess excellent people Management Skills
• Instructional design and delivery skill and ability to interact with the functions.
• Procedure writing and documentation skills
• Financial and business acumen skills

Only shortlisted candidates will be contacted

The post Lead Trainer.Non-Regulatory Training at Kenya Airways appeared first on Jobs in Kenya - http://jobwebkenya.com/.

The post Lead Trainer.Non-Regulatory Training at Kenya Airways is republished from Jobs – Jobs in Kenya – http://jobwebkenya.com/

HR Partners.People & Culture at Kenya Airways

The People & Culture Partner will provide high impact strategic partnership to facilitate the transformation of the culture of the company and the people agenda. This will also be in line with the achievement of the Company Business strategy through appropriate interventions to business and people issues. The People & Culture Partner is the single point of integration between HR functional areas and the Business. People & Culture Partners will work with the HR Functional/Specialist areas to craft and provide Business/Employee-centered interventions.

The People & Culture Partner is also responsible for influencing and driving distinctive employee experience and transformative culture change initiatives as a change and transformation agent. Key duties and accountabilities include;

Transformation/Culture Change Partner

• To play an integral role in business transformation/culture change programs within HR, departments and the Company at large.
• Drive and transform culture of the company through influence and outcome-based interventions co-crafted with the business and in line with the envisaged company’s transformative purpose.
• Prompt and advise the senior leaders on the effective management of change so that business performance is impacted positively by the change process and colleagues are treated fairly and are supportive of the change.
• Help staff to cope and appreciate change/transformation initiatives by regular engagement and sessions with staff as well as collect key feedback to aid in decision making.
• Continuously benchmark against industry standards and offerings for structures, employee experience, culture programs, performance, new ways of working in collaboration with functional areas, leadership and staff.
• Responsible for HR-driven actions for transformation projects as assigned and evidence impact and value of their contribution

Performance & Productivity Partner

• Provides continuous performance management guidance to line management (coaching, counseling, career development, consequence management).
• Provides individualized coaching and mentorship to team leaders and targeted staff for enhanced engagement and productivity purposes.
• Tracking trends in business and employee performance and providing leaders with visibility as well as aligning the KPIs for all the partnerships regularly.
• To coordinate and influence the development of a performance culture through effective implementation of KPI focused review system with appropriate measures of success and consequence management.
• Ensure that performance expectations are clear within the business unit, both for the departments and for individual staff.
• Ensure individual objectives are aligned and supportive to achieving the overall goal.
• Ensure that performance calibration processes are robust and therefore enable an ongoing raising of the ‘performance bar’ within the departments.
• Ensure that line managers are equipped with the skills to coach their people to higher levels of performance and ongoing development of their skills. This includes the management of underperformers and effective engagement of the said impacted staff.
• Support and challenge Team leaders and the business unit Senior Team, driving a high-performance agenda with a focus to continuously improve the people and business performance.
• Responsible for the regular review of all the Tactical Plans for Team leaders for all partnerships to drive high performance and hold staff accountable to KPIs, – the ‘what’ and the ‘How’.
• Participate in performance moderation to ensure that individual performance reflects the unit/Company performance.

Talent Partner

• Take ownership for the talent agenda within the business unit, ensuring that the talent needs both today and for the future are planned for and are in place. This will include clarity of emerging skill requirements within the department.
• Challenge the leaders within the department if the overall performance, potential and succession plans are not adequate and develop clear action plans to address this.
• Accountable for the quality of talent in the department – both internally and the quality of external recruits. In particular, to ensure that we are sufficiently aligned and aware of the external market and are able to fully exploit any opportunities that this presents.
• To ensure that the department’s projected optimal resourcing levels are adequately met. Support all optimal resourcing initiatives impacting the partnerships and departments as part of the talent agenda.
• Conduct quarterly talent reviews and contribute to capabilities building in all partnerships and department.
• Have clear visibility of all talent benches in partnerships and provide guidance on how talent gaps and opportunities can be addressed or harnessed. Responsible for talent reporting in the partnerships.
• In collaboration with functional areas, actively contribute to the implementation of structural reviews and the resourcing in impacted areas of review.
• Support recruitment as part of resourcing partnership areas as necessary.

Employee Experience & Engagement Partner

 

• Together with employees and functional leads craft employee-centred solutions to people agenda matters.

• Work closely with team leaders and employees to improve work relationships, build morale, and increase productivity and retention.
• Ensure that all tools and techniques that help drive engagement are utilized e.g. good 2-way communication channels; action plans following employee engagements surveys are robust and meaningful; use of recognition and differentiated rewards.
• Facilitation of resolution of employee engagement issues and consultatively creating sustained solutions to individual and collective employee challenges.
• Regular and planned engagement sessions with team leaders and divisional heads with key HR driven actions and clear impact measurement mechanisms, tied to performance and productivity.
• Responsible for the implementation of agreed Employee Experience and Culture Change initiatives in all the partnerships with measurable impact and outcomes.
• Manages and resolves employee relations issues in collaboration with Head – Employee Relations.
• Proactively invest time to understand and resolve employee relations issues within the BU to identify and fully address the key underlying issues. Continuously provide guidance on policies and procedures in liaison with other HR functions.
• Be a coach and confidant to the departmental leader and team leaders and appropriately challenge status quo where needful.
• Accountable for ensuring that technical and functional skill development needs are properly and adequately met across the business unit or for the function.
• Liasing with the Learning & Development function to identify and address learning needs in the departments for business-led interventions on building necessary capabilities across the company. Administrative Expert
• Ensure effectiveness of the overall delivery of HR services in the departments and working appropriately with HR Services Hub and the HR functional expertise to deliver great HR support to the departments.
• Ensure usage of ALL the appropriate HRBP tools including trackers, templates, call reports and evidence the contribution in each area of partnership as part of performance appraisal.

Learning & Coaching Partner

• Be a coach and confidant to the departmental leader and team leaders and appropriately challenge status quo where needful.
• Accountable for ensuring that technical and functional skill development needs are properly and adequately met across the business unit or for the function.
• Liaising with the Learning & Development function to identify and address learning needs in the departments for business-led interventions on building necessary capabilities across the company

 

Qualifications

 

• Bachelor’s Degree in Human Resource Management, Social sciences or relevant field.
• Registered member of Institute of Human Resource Management (HRM)
• At least 3-5 years of HR generalist or relevant experience
• Deep knowledge of Business – Business acumen
• Organizational & Talent management acumen
• Good Coaching capability and handling difficult feedback
• Employee/Customer-centric individual
• Excellent Communication Skills
• Inspirational leadership – ability to inspire and motivate colleagues and drive right service behaviors across the company.
• Ability to make a significant impact – contribute, influence, negotiate decisions that impact the business, employee and client experience.
• Tenacity & Trusted to deliver – great work ethic and integrity.
• Execution Excellence -Focus on achieving results.
• Change adaptability and comfortable with working with ambiguity.
• Design thinking and agile methodology of working.
• Demonstrated passion for excellence with respect to care and concern for employees/customers.

If you meet the above requirements, kindly submit your application online.

Only shortlisted candidates will be contacted.

The post HR Partners.People & Culture at Kenya Airways appeared first on Jobs in Kenya - http://jobwebkenya.com/.

The post HR Partners.People & Culture at Kenya Airways is republished from Jobs – Jobs in Kenya – http://jobwebkenya.com/