Job Vacancies at Safaricom Kenya

Human Resources, Data Science, Research, HR Service Delivery,  Resourcing & Talent Management,

HR Service Delivery Analyst

Brief Description

• Reporting to the Chapter Lead, HR Service Delivery, the position holder will be responsible for ensuring best-in-class new employee on-boarding experience and assessing the quality the quality of new hires. They will also be responsible for ensuring timely execution and completion of a seamless workflow for each new employee. Additionally, this role provides administrative employee services support.

Responsibilities

•  Work with HRBPs and Line managers to ensure best-in-class new staff orientation and induction that provides world-class employee experience.
•  Ensure all new employees including temps and contractors are issued with tools of trade, starter packs and contract letters.
•  Acts as first point-of-contact for new hires during the first 90 days.
•  Facilitate the collection of all statutory documents from new hires at point of entry.
•  Conduct and evaluate results of 30-, 60- and 90-day surveys to uncover on-boarding concerns and establish quality of hire.
•  Work with HRBPs and line managers to ensure all new hires have documented performance reports and probation reviews on Oracle prior to confirmation.
•  Ensure confirmed new hires receive confirmation letters and their records have been updated on Oracle.
•  Continuous improvement of the on-boarding process including employee experience.
•  Maintain HR data integrity by ensuring the accuracy and consistency of input data.

QUALIFICATIONS

Must have technical / professional qualifications:

•  Bachelor’s Degree and Higher National Diploma in HRM and /or CHRPK
•  A minimum of 2 years’ relevant experience
•  Strong administrative skills with a flair for technological enhancements
•  Experience with HR information Systems and standard software
•  Good working knowledge of HR practices and labor legislation.
•  The ability to work with sensitive and confidential information. 

Capability & Skills Specialist, Technology

Brief Description

• Reporting to the Chapter Lead, Capability and Skills, the position holder will be responsible for diagnosing Technology capability and skills development needs at organization, team and individual level so as to design and deliver blended solutions to meet business goals.

Responsibilities

• Works with the business to develop plans to close key gaps identified in learning needs and skill gap analyses
• Accelerate focus on continuous learning,
• upskilling and reskilling employees for current and emerging Technology roles.
• Design intuitive learning experiences through application of learning models and tools to assess and develop Technology capability.
• Apply knowledge of learning design and technology to optimize and design blended learning paths
• Research best practice to innovate on current thinking to enable experimentation with new technology and methods.
• Demonstrates advanced facilitation skills and can build this capability in others
• Drives and maximises innovative technology to drive a learning culture
• Leverage Technology and stakeholders to deliver skill transformation at scale in Technology.
• Establish a baseline to evaluate the business impact of skills improvement or behavioral change.
• Works with communities of practice, subject matter experts and third parties to develop and implement learning interventions.
• Leverages internal and external stakeholders across the business and eco system to drive and embed a learning culture that drives growth and innovation
• Design and own Technology learning and reskilling standards, policies, frameworks, and tools.
• Define and own career pathway frameworks that help employees mobilise their careers.
• Use insights to continually evolve and improve the learner experience.
• Lead communication, engagement and learning campaigns that excite and inspire employees to learn and grow.
• Lead, assess and track learning, reskilling, and upskilling interventions.
• Build alignment on Technology skill development priorities and resource allocation.
• Establish a coaching culture owning standards, accreditation, coaching faculties.
• In liaison with Acquisition, Capability & Talent CoE contribute to the design, implementation and management of effective leadership, performance, employee development and talent management initiatives to address performance and talent gaps related to capacity/knowledge among staff

 QUALIFICATIONS
 
Must have qualifications:

• Bachelor’s Degree and Higher National Diploma in HRM
• 5yrs relevant experience in HR management, with specialization in commercial capability and skills development
• Extensive experience in leading and executing end to end capability and skills process
• Experience in Coaching and building Line manager capability in performance / productivity management and development.
• Good stakeholder management experience

Capability & Skills Specialist, Consumer Business & Channels

Brief Description

• Reporting to the Chapter Lead, Capability and Skills, the position holder will be responsible for diagnosing Consumer Business & Channels capability and skills development needs at organization, team and individual level so as to design and deliver blended solutions to meet business goals.

Responsibilities

• Works with the business to develop plans to close key gaps identified in learning needs and skill gap analyses
• Accelerate focus on continuous learning,
• upskilling and reskilling employees for current and emerging Consumer Business & Channels roles.
• Design intuitive learning experiences through application of learning models and tools to assess and develop Consumer Business & Channels capability.
• Apply knowledge of learning design and technology to optimize and design blended learning paths
• Research best practice to innovate on current thinking to enable experimentation with new technology and methods.
• Demonstrates advanced facilitation skills and can build this capability in others
• Drives and maximises innovative technology to drive a learning culture
• Leverage Technology and stakeholders to deliver skill transformation at scale in Consumer Business & Channels.
• Establish a baseline to evaluate the business impact of skills improvement or behavioral change.
• Works with communities of practice, subject matter experts and third parties to develop and implement learning interventions.
• Leverages internal and external stakeholders across the business and eco system to drive and embed a learning culture that drives growth and innovation
• Design and own Consumer Business & Channels learning and reskilling standards, policies, frameworks, and tools.
• Define and own career pathway frameworks that help employees mobilise their careers.
• Use insights to continually evolve and improve the learner experience.
• Lead communication, engagement and learning campaigns that excite and inspire employees to learn and grow.
• Lead, assess and track learning, reskilling, and upskilling interventions.
• Build alignment on Consumer Business & Channels skill development priorities and resource allocation.
• Establish a coaching culture owning standards, accreditation, coaching faculties.
• In liaison with Acquisition, Capability & Talent CoE contribute to the design, implementation and management of effective leadership, performance, employee development and talent management initiatives to address performance and talent gaps related to capacity/knowledge among staff

QUALIFICATIONS
 
Must have qualifications:

• Bachelor’s Degree and Higher National Diploma in HRM
• 5yrs relevant experience in HR management, with specialization in commercial capability and skills development
• Extensive experience in leading and executing end to end capability and skills process
• Experience in Coaching and building Line manager capability in performance / productivity management and development.
• Good stakeholder management experience
   

Resourcing & Talent Management Specialist

Brief Description

• Reporting to the Senior Manager – Resourcing & Talent Management, the position the role holder will deliver business resourcing requirements in line with manpower plan and skill requirements for the business.  The role is responsible for development of resourcing strategies to attract & retain digital ready and techy talent for an agile organization. Responsible for leading employer branding, driving manpower planning, talent mapping, assessment and placement. Collaborate with respective business stakeholders to understand their talent needs and align resourcing strategies to meet the people plans.  Ensure customer obsession and diversity is focused on in resourcing approaches, processes, selection and placement.

Responsibilities

• Designs and applies Talent Demand Planning framework to lead others through the talent conversations to identify future talent gaps and actions that will have the biggest impact within the business
• Uses internal and external data and trends to assess talent needs of the business and uses insight to inform a short-medium term talent strategy
• Use the Talent Matrix and Talent Review process to create development plans, succession plans for key/critical roles.
• Talent Scouting through partnerships with various institutions of learning.  Collaborations with other industry operators etc. (rrunning selection centers for graduate recruitment and more senior vacancies).
• Talent Database Management – To establish a continous talent mapping and maintain a talent database which will allow the business to reduce time and effort spent on the identification and recruitment of talent into the business at all levels 
• Establish governance, process and accountabilities for resourcing and selection.
• Build workforce plans and headcount budgets into resourcing strategy
• Uses data to assess talent needs of the business and uses insight to inform a short-medium term resourcing strategy
• Develop Competency-Based Interviews to assess candidates for Standard and Specialist roles.
• Select, administer, and interpret recognized Ability Tests and Psychometric Tools for Candidate Assessment in line with legal, ethical and technical standards.
• Translate Safaricom Employer Value Proposition and Brand to identify appropriate attraction , selection and media channels  to develop cost-effective resourcing campaigns
• Drive positive hiring manager and candidate experience throughout the resourcing process
• Select and apply best fit resourcing technologies as per the business needs
• Work with recruitment agencies to successfully recruit all key/ required skills into the organization within agreed SLA aligned to approved workforce plans.
• Develop diversity of business talent pools on gender, physically challenged.
• Review against all vacancies within account managed, our internal talent pool to place ready now talent into vacant roles before going out for external recruitment
• Manage relationships with external providers including recruiting firms, institutions of higher learning, background checkers etc.
• Produce reports and statistical data as required to include weekly reporting on recruitment initiatives, talent identified and placed, and challenges faced; Monthly reports – against workforce plan and other key performance indicators
• Participate in Career Fairs and enhance Safaricom brand as employer of choice for employees of choice

QUALIFICATIONS

• Must have qualifications – External
• Bachelor’s Degree and Higher National Diploma in HRM
• 6 years’ work experience in a busy HR environment in a large Technology or Commercial organization. He/ She must have 3 years’ experience in talent management.
• Extensive experience in conducting competency-based interviewing and assessment centers as selection tools
• Experience in coaching staff and line managers on best recruitment and selection principles/practices and interviewing skills
• Stakeholder management experience

Core competencies

• Working with Others – Identifies people’s needs, interests and motives to be able to influence the decisions they make.  Pro-actively adapts own style and approach to build rapport, and work with others more effectively.  Builds and maintains strong relationships and networks 
• Operational Excellence – Experienced talent and executive searcher who has managed significant portfolios of complex recruitment for multiple demanding clients base with a deep functional expertise.  Focuses on achieving maximum performance and driving continuous improvement 
• Creativity and Innovation – Finds creative ways to exploit opportunities and solve problems.  Takes risks and pushes what is possible 
• Business Know how – Uses data and research to make decisions that are competitively and financially robust.  Balances current and future needs.  Acts in line with legal, regulatory, professional and ethical standards.

Reward Analyst

Brief Description

• Reporting to CoE Lead, Reward and Employee Relations, the role holder will offer clear and constructive rewards practice support, both internally and externally, to assist with the accumulation of relevant remuneration and incentives data. The role will process all relevant data to assist with the research and development of reward processes and implement changes where necessary.

Responsibilities.

• Provide support and assist with a range of reward initiatives, including pay review benchmarking, remuneration and incentive reward schemes.
• Adopt agile mindset and principles in delivery of Reward assignments and initiatives.
• Offer support and assist with the design of the year-end salary review process.
• Collaborate closely with key stakeholders, including HR Business Partners, the Payroll team, the Finance team, and HR, and maintaining strong and supportive relationships in all departments in order to offer and receive assistance where necessary.
• Support the Annual Review process, ensuring that the process is compliant with the requirements of the reward governance framework.
• Offer support with a multitude of reward activities, including the annual compensation cycle and creating salary benchmarks.
• Assist with the bonus and incentive plans, and alongside implement new reward systems where necessary.
• Review and develop current benefit and reward schemes.
• Support the Total Reward Leads with the development and implementation of any new systems or processes that may be put into place.

QUALIFICATIONS

• Bachelor’s Degree and Higher National Diploma in HRM
• At least 2 years’ relevant experience
• At least 2 years’ relevant experience in report writing and analysis

Organization Effectiveness & Change Specialist

Brief Description

• Reporting to the CoE Lead, Organization, Effectiveness & Change, the purpose of this role is to provide deep functional knowledge, thought leadership, advisory and implementation support on agile leading best practices in Business Transformation & Integration, Organization Design & Analytics, Change Management, Culture, Engagement, People Model & Organizational Health and Job Design and Evaluation.

Responsibilities

• Drives organization effectiveness & change by championing an agile mindset, continuous improvement and ensure adherence to agile leading practices.
• Contributes to Organization & Change strategy development and delivers operational support and agile best practice sharing.
• Champions organization effectiveness, culture & the related change programs to support the achievement of company objective and improve change management capability within the organization.
• Anchors organizational analytics, management and reporting to ensure alignment to strategic organisational metrices and productivity measures.
• Contributes to Organization & Change strategy development impacting people and deliver operational support for execution.
• Builds change awareness and understanding through constructive and challenging dialogue within the HR and business community.
• Champions and drives implementation of an agile people operating model.
• Aligns functions to mission through proactive and continuous diagnosis of organizational effectiveness and designing and implementing sustainable agile organizational operating models.
• Assesses the organisation’s spans and layers, supervisory burden, and organizational networks and provides deep insights into the agile ways of working to drive organisational efficiency.
• Conducts regular audits existing operating models and designs and recommends changes to make the organization more productive and efficient.
• Co-creates agile job profiles with process owners and subject matter specialists.
• Updates the organisation’s job matrix, nomenclature and evaluates roles as required.
• Analyses current workforce and determines future needs with domain/business leads to enable mission delivery through effective strategic manpower planning & reporting to ensure efficient and effective utilization of resources.
• Tracks and monitors efficiency structure and cost metrics on monthly basis. 
• Takes ownership of the implementation of key elements of the HR calendar and to lead on the development and implementation of Organization & Change projects and initiatives.
• Provides expert advice, interpretation and guidance on policies, agile practices, and processes regarding Organization & Change, to identified customer groups.
• Build understanding, skill sets and competencies in Organization & Change within the Business Partner, HR and Line Manager communities.
• Develop initiatives to drive organizational change, follow up and provide expert input on organizational change programs.
• Provide organizational effectiveness expertise and coaching to middle-management. 
• Track and monitor efficiency structure and cost metrics.
• Steer in creation and mapping of Organization Effectiveness and Change processes which improved effective agile operations.
• Work closely with HRBPs and digital teams to drive agile agenda in the Organization.

 
QUALIFICATIONS

• Bachelor’s Degree and Higher National Diploma in HRM
• Extensive experience managing large scale projects and delivering structure change.
• Have good stakeholder management skills is essential
• Organizational and change practice preferred

HRBP, Technology

Brief Description

• Reporting to the HR Cluster Lead, Technology, HR Business partnering function is responsible for Strategic Business support on the People agenda and acts as the primary HR interface with the business leadership community. It leads the transforming people agenda by pro-actively bringing to life the Safaricom People Strategy.
• The specific purpose of this role is to be a strategic partner providing professional long term strategic guidance and operational support to meet the evolving people management needs of core Business Unit or Division it supports.

Responsibilities

• Support the HR Cluster Lead, Technology in formulating and implementing value adding strategic HR Functional plans that deliver business results
• Support the HR Cluster Lead, Technology and in liaison with the CoE colleagues to deliver best practice, customer and solution focused HR function, on:
  • Recruitment, Retention and Contract Management
  • Employee Inductions and Deployment
  • Performance Management
  • Rewards Management
  • Training Needs Analysis and Capability Building
  • Change Management
  • Talent Management Routines and Succession Planning
• Provide professional and timely employee relations advice and guidance to managers and colleagues. Provide coaching and support as required and be comfortable influencing and challenging where appropriate.
• Interpret and provide advice on HR policy and variations across the BU or Division, supporting managers in the practical implementation of HR policies, employment legislation and best practice.
• Provide advice and guidance for disciplinary hearings and other types of hearings and where appropriate offer advice and guidance to the panel.
• Support in managing organizational change, redundancy and redeployment, in line with legislation, policy and good practice.
• Deputize for the Head/Senior HRBP as requested at Business and other strategic meetings
• Implementing of the culture initiatives.
• Deriving insights from the Surveys (SEMA)and guiding the business in doing action planning

Qualification

Must have technical / professional qualifications:

• Degree in Business Management or related field with ideally a HND in HR
• Knowledge of HR with a minimum of deep knowledge in 2 HR practice areas
• Ideally 3 – 5 years’ work experience within the HR function directly in, or closely supporting, executive and/or line operations

Retail Assets & Property Analyst

Brief Description

• Reporting to Property Lead, Retail Assets & Regions, the role holder will administer and provide support services to Retail Assets/Facilities/Security projects and property processes.

Responsibilities.

Project Library:

• Role: Maintain all project records in a central projects /record library
• Key outputs include:
  • Project authorization records
  • Procurement Records
  • Costing records e.g., Bills of Quantities
  • Statutory Authorization Records
  • Payment Records
  • Performance Reports (especially performance of outsourced parties)
  • Acceptance and hand over Records
  • Project cost management and close out Reports

Oversee the property acquisition process:

• Role: coordinating the process stakeholders towards results within agreed timelines.
• Key outputs (Commercial Property):
  • Negotiated Commercial Terms
  • Physical and Security assessment & Survey Reports
  • Executed Letter of Offer
  • Lease Agreements .
  • Up-to date lease obligations
  • Termination notices& deposit Collection Status

Stakeholder Relations.

• Landlord relations: Invoice and payment processing (end to end)
• Communication & Reporting
• Management Reports
• Payment status reports (monthly)
• Space audit reports (monthly)
• Initiative proposals (periodic)
• Property data base  for both residential and commercial (current to 1 month).

QUALIFICATIONS

• A degree holder in a construction or business-related discipline from a recognized university. 
• Must be proficient in the use of MS Project and all other MS Office packages.
• Must have at least 3 years’ experience working on various projects in a busy corporate environment e.g. in a project administration/coordination or task leader role.
• Good record keeping.
• Good report writing & presentation skills.
• Good organizational skills.
• Planning skills.
• Good analytical skills and initiative.
• Ability to generate and interpret drawings and technical specifications.

Performance Management Specialist

Brief Description

• Reporting to Chapter Lead, Capability & Skills, the role holder will be responsible for driving a strong culture of performance development to drive achievement of superior standards of work performance and productivity while supporting career mobility for all employees.

Responsibilities.

• Develops and design agile holistic performance management processes, policies and tools that drive a high-performance culture across the business.
• Develops effective performance management culture by investing time in  setting context, establishing  a clear strategy and plan
• Analyzes the impact of employee performance interventions on organizational performance and provides analysis, insights and recommendations to all the relevant stakeholders.
• Develop and deploy a robust performance management feedback strategy , process and tools to drive a culture of continuous improvement and growth
• Oversee and manages all activities related to the performance management cycle and manages all communication, sensitization and monitoring of the process to ensure its effectiveness and relevance to the business;
• Establish and maintain linkages between the Performance Management and other talent/people processes to ensure synergy in the application of policies and procedures.
• Analyses internal and external data and develops recommendations that improve business performance
• Coaches and builds Line manager capability in setting robust goals, feedback and performance discussions across the business.
• Understand the Performance Improvement Plan (PIP) process and can coach  LMs through a performance  management challenge
• Develops performance processes and policies that balance the needs of the individual and the organization
• Leverages innovative technology in solutions to deliver competitive advantage and leading-edge practices in performance management
• Develop and apply best practice performance management solutions through relationships with external and internal communities
• In liaison with Capability and Skills Unit, contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge among staff
• Embed organizational spirit and leadership standards into performance processes, and incorporate performance concepts and expectations into broader learning programs such as onboarding training
• Challenge line manager to adopt a performance- driven culture underpinned by a strong performance management capability.

QUALIFICATIONS

• Bachelor’s Degree and Higher National Diploma in HRM
• 5yrs relevant experience in HR management, with specialisation in performance management
• Extensive experience in conducting Performance management process.
• Experience in Coaching and building Line manager capability in performance / productivity management and development
• Good stakeholder management experience

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