Job Purpose\:

The role holder supports facilitating the drive for Britam’s Culture transformation journey with Britam leaders and employees at all levels and is primarily tasked with working with the employees and leadership to embed a customer-centric culture and a high-performance culture. Responsible for working with Britam Leaders and HR Team to develop and review employee experience initiatives and across all touchpoints in our employees’ life cycle to design employee-centred experiences and a happier workplace where employees can thrive. The role will implement the disciplinary and grievance handling policies and procedures as well as overall conduct management frameworks in line with policy and legal standards.

Key responsibilities\:
Culture Transformation and Employee Experience (40%)

Co-create the culture transformation roadmap for Britam to enable the corporate strategy execution. Develop, 
agree, and implement organizational development strategies to drive culture change and organizational
transformation and enhance employee productivity. Focus on high-performance culture and customer centricity. Co-create employee experience strategies by mapping the employee lifecycle, integrating employee feedback, 
and continuously improving touchpoints that enhance engagement and satisfaction.  Co-develop and implement strategies, policies, and programs that promote productive relationships across the 
business. Support the designing of employee experience frameworks and creating exciting ways to measure and assess 
employee engagement (for example, surveys, focus groups, etc.)  Engage with employees and team leaders in reviewing management practices and their impact on the 
employee experience and improving management practices and behaviors to create better employee 
experience and conduct management in the company. Working with partners and stakeholders to create proactive approaches to well-being in the organization to 
drive the physical and mental well-being of employees as part of the corporate wellness and staff welfare 
agenda and to support enhanced staff productivity. Putting in place ways of assessing the employer brand internally and the impact of people practices and 
policies on the employee experience and shaping people policies that positively impact the employee 
experience. Using agile culture methodologies to map out essential employee journeys, address pain points, and make 
recommendations on enhancing the employee experience by focusing on the employee and developing 
processes and policies using employee feedback as a valuable tool. Co-developing and implementing the recognition framework and the company recognition programs to 
celebrate company and employee milestones, like milestone celebrations, work anniversaries or workplace 
achievements. Support the deployment, alignment, and evaluation of employee engagement surveys, tools, and approaches 
and drive forward the outputs on a better organizational climate and employee experience. Working with the stakeholders to co-develop initiatives that create a unique employer brand internally aligned 
to culture, mission, and values. Actively participate in designing internal communication plans that positively impact on the employee experience and design approaches to amplify the voice of the employee.

Grievance Handling, Disciplinary & Labour relations (30%)

Support the line management and staff on grievance related matters to resolve any grievance-related matters. Participate in the staff disciplinary process end to end, including providing support for panel hearings, 
organizing staff disciplinary meetings, and preparing and being the custodian of the relevant documentation, 
among other critical elements of the disciplinary process. Liaise with the legal department on litigation cases for ex-staff and support by providing critical information 
and support on disciplinary and litigation cases. Regularly review and ensure implementation of the Group HR Policies, procedures, and processes and 
provides staff and line management with guidance on matters arising thereof. Ensuring that the company actions and operations are aligned with the existing labour laws and regulations 
including the separation and engagement and complied with fully. Support the maintenance of key relationships with internal and/or external customers, stakeholders, and 
suppliers relating to the Group\: third-party providers, , relevant ministries, and Industry bodies, staff and line 
managers. Proactively ensure accurate and timely coordination of disciplinary matters across the Group, including strict adherence to HR Manual timelines and real-time updates to the disciplinary tracker with.

Staff Welfare, Wellness & Inclusion (30%)

Support in providing guidance to line management and sessions on conduct management practices. Actively work with the teams to support on employee welfare issues, initiatives and events. Support the implementation of company-driven staff welfare campaigns targeting diverse employee needs and 
ensure delivery of relevant interventions.  Facilitate staff satisfaction and other employee relations and staff welfare surveys to inform interventions for 
resolution of crucial employee issues and company climate. Collaboration with other stakeholders to organize staff functions, including staff end-year party, teambuilding, 
sports days, and staff roadshows and caravans. Develop and implement strategies to ensure effective communication with key stakeholders and build positive 
relationships within the business to maintain employee involvement and commitment to achieving business 
goals. In liaison with the Forensic Department and or other concerned Departments, line management, and staff, 
investigate or coordinate the investigation of staff cases relating to disciplinary and grievance matters and see 
to their conclusion and or determination. Embed wellness and mental health programs such as EAP, wellness challenges, and support check-ins. Coordinate and support mentorship programs (e.g., SheThrives, ManCave) as part of inclusion and personal 
growth efforts. Promote psychological safety, respect and trust as foundational elements of staff welfare. Deliver on performance requirements as defined in the department’s strategy map, balanced scorecard and personal scorecard.

Key Performance Measures\:

HR Internal Process NPS. Employee turnover rate of top contributors. Employee NPS. Employee Engagement Survey scores. Performance metrics on meeting targets. TAT on disciplinary and grievance matters. Completeness and accuracy of disciplinary tracker reporting. Participation rates in recognition, wellness, and mentorship initiatives. Internal DEIB metrics (e.g., gender participation, feedback sentiment, program reach).

Job Purpose\:

The role holder supports facilitating the drive for Britam’s Culture transformation journey with Britam leaders and employees at all levels and is primarily tasked with working with the employees and leadership to embed a customer-centric culture and a high-performance culture. Responsible for working with Britam Leaders and HR Team to develop and review employee experience initiatives and across all touchpoints in our employees’ life cycle to design employee-centred experiences and a happier workplace where employees can thrive. The role will implement the disciplinary and grievance handling policies and procedures as well as overall conduct management frameworks in line with policy and legal standards.

Key responsibilities\:
Culture Transformation and Employee Experience (40%)

Co-create the culture transformation roadmap for Britam to enable the corporate strategy execution. Develop, 
agree, and implement organizational development strategies to drive culture change and organizational
transformation and enhance employee productivity. Focus on high-performance culture and customer centricity. Co-create employee experience strategies by mapping the employee lifecycle, integrating employee feedback, 
and continuously improving touchpoints that enhance engagement and satisfaction.  Co-develop and implement strategies, policies, and programs that promote productive relationships across the 
business. Support the designing of employee experience frameworks and creating exciting ways to measure and assess 
employee engagement (for example, surveys, focus groups, etc.)  Engage with employees and team leaders in reviewing management practices and their impact on the 
employee experience and improving management practices and behaviors to create better employee 
experience and conduct management in the company. Working with partners and stakeholders to create proactive approaches to well-being in the organization to 
drive the physical and mental well-being of employees as part of the corporate wellness and staff welfare 
agenda and to support enhanced staff productivity. Putting in place ways of assessing the employer brand internally and the impact of people practices and 
policies on the employee experience and shaping people policies that positively impact the employee 
experience. Using agile culture methodologies to map out essential employee journeys, address pain points, and make 
recommendations on enhancing the employee experience by focusing on the employee and developing 
processes and policies using employee feedback as a valuable tool. Co-developing and implementing the recognition framework and the company recognition programs to 
celebrate company and employee milestones, like milestone celebrations, work anniversaries or workplace 
achievements. Support the deployment, alignment, and evaluation of employee engagement surveys, tools, and approaches 
and drive forward the outputs on a better organizational climate and employee experience. Working with the stakeholders to co-develop initiatives that create a unique employer brand internally aligned 
to culture, mission, and values. Actively participate in designing internal communication plans that positively impact on the employee experience and design approaches to amplify the voice of the employee.

Grievance Handling, Disciplinary & Labour relations (30%)

Support the line management and staff on grievance related matters to resolve any grievance-related matters. Participate in the staff disciplinary process end to end, including providing support for panel hearings, 
organizing staff disciplinary meetings, and preparing and being the custodian of the relevant documentation, 
among other critical elements of the disciplinary process. Liaise with the legal department on litigation cases for ex-staff and support by providing critical information 
and support on disciplinary and litigation cases. Regularly review and ensure implementation of the Group HR Policies, procedures, and processes and 
provides staff and line management with guidance on matters arising thereof. Ensuring that the company actions and operations are aligned with the existing labour laws and regulations 
including the separation and engagement and complied with fully. Support the maintenance of key relationships with internal and/or external customers, stakeholders, and 
suppliers relating to the Group\: third-party providers, , relevant ministries, and Industry bodies, staff and line 
managers. Proactively ensure accurate and timely coordination of disciplinary matters across the Group, including strict adherence to HR Manual timelines and real-time updates to the disciplinary tracker with.

Staff Welfare, Wellness & Inclusion (30%)

Support in providing guidance to line management and sessions on conduct management practices. Actively work with the teams to support on employee welfare issues, initiatives and events. Support the implementation of company-driven staff welfare campaigns targeting diverse employee needs and 
ensure delivery of relevant interventions.  Facilitate staff satisfaction and other employee relations and staff welfare surveys to inform interventions for 
resolution of crucial employee issues and company climate. Collaboration with other stakeholders to organize staff functions, including staff end-year party, teambuilding, 
sports days, and staff roadshows and caravans. Develop and implement strategies to ensure effective communication with key stakeholders and build positive 
relationships within the business to maintain employee involvement and commitment to achieving business 
goals. In liaison with the Forensic Department and or other concerned Departments, line management, and staff, 
investigate or coordinate the investigation of staff cases relating to disciplinary and grievance matters and see 
to their conclusion and or determination. Embed wellness and mental health programs such as EAP, wellness challenges, and support check-ins. Coordinate and support mentorship programs (e.g., SheThrives, ManCave) as part of inclusion and personal 
growth efforts. Promote psychological safety, respect and trust as foundational elements of staff welfare. Deliver on performance requirements as defined in the department’s strategy map, balanced scorecard and personal scorecard.

Key Performance Measures\:

HR Internal Process NPS. Employee turnover rate of top contributors. Employee NPS. Employee Engagement Survey scores. Performance metrics on meeting targets. TAT on disciplinary and grievance matters. Completeness and accuracy of disciplinary tracker reporting. Participation rates in recognition, wellness, and mentorship initiatives. Internal DEIB metrics (e.g., gender participation, feedback sentiment, program reach). Bachelor’s degree in a relevant field. Post graduate degree in Human Resource Management or other relevant areas will be an added advantage. Postgraduate Diploma in Human Resource Management or a legal qualification. At least 4-6 years working experience in Human Resource Management; with at least 3- 4 years in Employee Relations and/or Industrial Relations management. Experience in implementation of culture and employee experience initiatives. Sound understanding of HR Policies and Procedures. Knowledge of Labour and Employment Laws and HR best practice. Excellent leadership, customer service, communication, planning and organizing skills. A member of IHRM. Bachelor’s degree in a relevant field. Post graduate degree in Human Resource Management or other relevant areas will be an added advantage. Postgraduate Diploma in Human Resource Management or a legal qualification. At least 4-6 years working experience in Human Resource Management; with at least 3- 4 years in Employee Relations and/or Industrial Relations management. Experience in implementation of culture and employee experience initiatives. Sound understanding of HR Policies and Procedures. Knowledge of Labour and Employment Laws and HR best practice. Excellent leadership, customer service, communication, planning and organizing skills. A member of IHRM.