Britam is a leading diversified financial services group, listed on the Nairobi Securities Exchange. The group has interests across the Eastern and Southern Africa region, with operations in Kenya, Uganda, Tanzania, Rwanda, South Sudan, Mozambique and Malawi. The group offers a wide range of financial products and services in Insurance, Asset management, Banking and Property. Our Mission is to provide outstanding financial services to our customers. Our Vision is to be the most trusted financial service partner. We aim to provide our clients, with an unmatched offering, ensuring first class solutions that help secure the future.
Job Purpose
- Role holder will be responsible for Reward and benefits strategy, change management & HR analytics and to support EMC, P&D and Functions with HR requests.
- Responsible for developing reward and benefits strategy and policies and continuously reviewing to ensure they are competitive based on the market and industry. The role holder will ensure all rewards and benefits strategies and policies comply with all regulations guiding the industry and individual countries.
- Role holder will provide leadership and support to the total reward strategies and agenda with emphasis on salaries, bonuses, pensions, medical insurance and other staff benefits framework and processes that are aligned to the business strategy and values.
Key responsibilities
- Implement the Group Reward Strategy, covering salaries, bonuses, pensions, medical insurance, employee stock option scheme, mortgage scheme, sales incentive plans and any other.
- Ensuring compliance with all the necessary statutory regulations and legislations in the various jurisdictions where the Group operates.
- Efficiently manage all administrative functions related to remuneration and benefits systems and structures at Britam. Responsible for ensuring that all staff are registered in all applicable benefits schemes.
- Develop and implement reward strategies to include salary benchmarking, benefits (including pension) management and annual compensation events such as bonus and salary review.
- Ensure appropriate personnel administration processes and systems are in place, which meet the respective legal and organisational requirements such as Income Tax, National Social Security Fund (NSSF), National Hospital Insurance Fund (NHIF), Pension Fund Administrators and other statutory requirements.
- Prepares communication briefs and sessions on compensation related changes emanating either from the company perspective or regulatory perspective
- Conduct annual remuneration surveys and carry out research in all countries that Britam operates and make recommendations on compensation and benefits based on remuneration trends and best practices in those jurisdictions.
- Evaluates and modifies remuneration and benefits policies to establish competitive programs and to ensure compliance with legal requirements.
- Implement the annual performance framework of increments, promotions and bonuses for all staff where Britam operates in liaison with HR team Implement and administer the deferred bonus scheme and provide statements as per agreed timelines.
- Responsible for execution of terminal benefits for staff exiting the company.
- Determine impact of existing benefits and compensation system on retention and recruitment.
- Develop, train, coach, motivate and evaluate functional staff to achieve highest levels of performance.
- Payroll trend analysis including adverse trend identification and course correction so as to ensure effective application of reward policies and procedures across the geographies.
- Assess benefits, compensation and compliance needs in consultation with HR business partners.
- Research and make recommendations on compensation and benefits based on remuneration trends and best practice.
- Collaborate with EMC and P&D segment leads to drive all HR related activities within the segments
- Collaborate with all segment and function leads to facilitate change management and drive HR analytics throughout the organization
- Develop HR strategy for EMC and P&D segments 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 action plans against human resource milestones and key performance indicators such as employee satisfaction, productivity and employee retention
- Meet with management to discuss and clarify requests for projects, highlight issues, and make recommendations to address issues and priorities.
- Communicate with staff through newsletters, briefing sessions, meetings on dynamic issues and occurrences in HR procedures.
- Execute the EMC and P&D segments recruitment and on boarding process and activities, e.g. approvals, advertisement, shortlisting, interviewing, negotiation, contract management and induction
- Preparation and submission of monthly progress and update reports
- Review departmental staffing requirements in liaison with departmental line management
- Develop the training and development calendar or staff placement changes
- Approval of external job adverts for advertising through the newspaper and employment agencies.
- Ensure all human resource operational processes and systems in the core departments are complying with the laid down statutory requirements
- Giving advice and guidance on interpretation and application of HR Policies and Procedures to employees in the assigned division
- Champion Staff welfare and team building initiatives in the support functions
- Drive culture change initiatives for support functions
- Develop, train, coach, motivate and evaluate functional staff to achieve highest levels of performance
- Implement employee development initiatives and career development activities
- Measure effectiveness of HR initiatives on support functions.
Key Performance Measures
As described in your Personal Scorecard
Knowledge, experience and qualifications required
- Bachelor’s Degree in a business related field
- Master’s degree in Human Resource Management is an added advantage.
- Postgraduate Diploma in compensation, benefits and /or HR
- 7-10 years compensation and benefits and/or HR management experience, 3-4 years of which must be in management
- Up to date knowledge on various country Employment and Contract Laws as well as Retirement Benefits rules and regulations
- Proven track record of analysis of remuneration data using Business and market knowledge
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