Deputy Manager, Employee Engagement - Nairobi, Kenya - Central Bank of Kenya
Description
ABOUT THE COMPANY
The Central Bank of Kenya was established in 1966 through an Act of Parliament - the Central Bank of Kenya Act of 1966. The establishment of the Bank was a direct result of the desire among the three East African states to have independent monetary and financial policies. This led to the collapse of the East Africa Currency Board (EACB) in mid 1960s.
Following the promulgation of the new constitution on August 27th, 2010, the Central Bank of Kenya (CBK) is now established under Article 231 of the Constitution, 2010. Under this Article the Central Bank has the responsibility of formulating monetary policy, promoting price stability, issuing currency and performing any other functions conferred on it by an Act of Parliament.
The Constitution guides that "the Central Bank shall not be under the direction or control of any person or authority in the exercise of its powers or performance of its functions".
JOB SUMMARY
The role holder will be responsible for driving initiatives to enhance employee satisfaction, retention, and productivity. He/She will play a significant role in executing the bank's employee engagement strategy and promoting a positive workplace culture.Qualifications:A Bachelor's degree in any of the following areas; Human Resources, Business Administration, Psychology, or a related field 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.Work Experience:At least five (5) years of experience in HR, with a focus on employee engagement, organizational development, or related areas in a large financial institution.Competencies:Technical CompetenciesKnowledge of HR Operational procedures.Knowledge and experience in developing and implementation of employee engagement strategies.Knowledge of Labour/employment law.Experience in diversity and inclusion management.Technical experience in Human Resources and/or Business Administration.Behavioural/ General CompetenciesLeadership - Ability to motivate, influence staff to act towards achieving a common goal.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.
RESPONSIBILITIES
Support management in developing and executing the Bank's employee engagement strategy, ensuring alignment with the bank goals and values.Manage various staff engagement programs and initiatives, including recognition programs, wellness initiatives, and diversity and inclusion efforts.Support in collecting, analysing, and synthesizing staff feedback through surveys, focus groups, and other channels to identify areas for improvement and best practices.Support the maintenance and enhancement of internal communication channels to ensure transparent and timely dissemination of information to staff.Support in the planning and coordination of staff engagement meetings to provide more channels of communication for alignment.Monitor key performance indicators related to employee engagement and experience, providing regular updates and insights for management's review.Support the design and delivery of training programs and workshops aimed at enhancing staff engagement, leadership skills, and workplace culture.Work closely with unit leaders and cross-functional teams to drive synergy and collaboration in staff engagement efforts.Contribute ideas and suggestions for improving staff engagement initiatives and processes based on feedback, data analysis, and industry best practices.Adhere to Bank policies, procedures, and guidelines.Any other roles and responsibilities as may be assigned by the supervisor.
REQUIRED SKILLS
Reporting, Decision making, Ability to coordinate, Team leadership, Communication
REQUIRED EDUCATION
Bachelor's degree