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    Deputy Manager, Performance Management at Central Bank of Kenya - Nairobi, Kenya - jobwebkenya

    jobwebkenya
    jobwebkenya Nairobi, Kenya

    1 week ago

    Jobwebkenya background
    Full time
    Description
    The Central Bank of Kenya is a public institution established under Article 231 of the Constitution of Kenya, 2010. The Bank is responsible for formulating monetary policy to achieve and maintain price stability and issuing currency

    Job Purpose
    The Deputy Manager will support the Manager to design and deliver the performance management initiatives of the Bank. He/She will oversee the implementation of performance management programmes across the Bank.
    Key Duties and Responsibilities Strategic Responsibilities

    Contribute, as a member of the HR Department's management team, to the development and delivery of the Bank's human resources strategy.

    Technical and Operational Responsibilities

    Develop and manage the Performance Manage Cycle/Calendar.

    Responsible for the implementation and management of the Performance Management System and processes to ensure effectiveness of the same.

    Coordinate activities related to Performance Management cycle, including engaging staff on the goal setting process, creation of goal setting templates, ensuring records for Line Managers and staff alignment on the system are correct, oversee timelines and deadlines, collect and store goals setting forms and ensure complete submission of performance tools and reporting.

    Oversee the development and implementation of the core competencies, core values, standards of performance and performance evaluation tools.

    Develop and implement monitoring systems for performance indicators and standards, including ensuring data quality and compliance with internal and external audit requirements.

    Research and assist in the development of PM training programs that focus on enabling the workforce to achieve improvements with priority organizational goals.

    Ensure that organization-wide PM initiatives are focused and aligned on improving operational efficiencies and effectiveness.
    Develop and conduct presentations and training for management and staff on the performance appraisal system and related initiatives.

    Provide ongoing oversight and support to ensure that performance initiatives are being used to effectively manage operations, identify, and manage risks, and effect organizational change.

    Contribute to strategic projects in HRD particularly where these impact Performance Management processes and systems.

    Preparation of ad hoc and periodic reports on activities related to the role and share with the supervisor in a timely manner.

    Build and maintain strong relationships with key stakeholders to ensure quality delivery of service.
    Adhere to the bank policies, procedures, guidelines, and related standards.
    Oversee training of new staff in the division on work procedures and Bank policies.
    Any other roles and responsibilities as may be assigned by the supervisor.

    Requirements
    Qualifications

    A Bachelor's degree in any of the following areas; in Human Resource Management, Commerce (Human Resources), Business Administration or equivalent qualification from a recognized institution
    Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
    Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
    Membership to other appropriate relevant professional body, in good standing is an added advantage.

    Work Experience

    At least five (5) years' post qualification HR experience in a large institution.

    Competencies Technical Competencies

    Proficiency with various performance management systems
    Demonstrable ability to train on a variety of topics in a high performing knowledge work environment.
    Ability to develop and manage a performance management dashboard.
    Ability to develop tools and methods to measure effectiveness of employee performance.
    Ability to prepare annual performance calendar and schedules.
    Ability to write reports during and after the performance cycle.
    Ability to develop and oversee a Performance Management System.
    Ability to translate general/broad performance goals into specific, measurable indicators.
    Ability to develop key performance management instruments and tools.

    Behavioral/ General Competencies

    Leadership - Ability to motivate, influence staff to act towards achieving a common goal.

    Create and articulate a vision, inspiring others to work towards achieving the vision and providing developmental and stretching opportunities to staff - in line with skills, abilities, and experience.

    Planning and organization - Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.

    Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.

    Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.

    Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.

    Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal.

    Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.

    Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.

    Resilience - Ability to withstand operational challenges and maintain momentum.

    Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.

    Emotional Intelligence -manages emotions in a mature and composed manner as expected of staff.
    Analytical –highly analytical and ability to challenge status quo based on quantitative facts and impacts.

    Digital mind-set - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.

    Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.

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