Regional Talent Engagement Manager

Employer: Village Enterprise

Industry: Nonprofit/International Development/Social Entrepreneurship

Function: Human Resources

Job Title: Regional Talent Engagement Manager

Position Type: Full time

Reports to: Vice President, People & Culture

Location: Kenya, Uganda or Rwanda

Organization Overview: Village Enterprise’s mission is to end extreme poverty in rural Africa through entrepreneurship and innovation. Village Enterprise targets the poor, provides business training, seed capital/startup funds, and on-going mentoring to over 10,000 new entrepreneurs to start 3,000 enterprises each year. Since its inception in 1987, Village Enterprise has started over 40,000 micro-enterprises.

About the Job:

• 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.
• Responsible for the Talent Acquisition strategy, to attract and engage high caliber talent oversee employee onboarding and engagement as well as Champion the Diversity and Inclusion agenda
• Role holder will be responsible for providing leadership to the Administration function of the company ensuring the smooth operations and support to the business and employees and transforming the function

Key Responsibilities:

Compensation and Benefits

• Provide strategic leadership and administration for employee total rewards and propose innovative strategic initiatives in employee compensation and benefits and other related HR services.
• Direct staff communications and education campaigns related to benefits with a view to improving employee experience, operational efficiencies, and implementing opportunities for cost savings.
• Oversee the compensation administration and the benefits administration functions to ensure proper benchmarking, research, and market competitiveness on the HR hub services
• Ensuring compliance with all the necessary statutory regulations and legislations in the various jurisdictions where the Group operates.
• 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 practices.

Talent Acquisition and Retention

• Manage end to end recruitment processes across VE locations
• Support/maintain and improve the Diversity and Inclusion agenda
• Manage onboarding process for all new hires in partnership with Line Managers and HR Coordinators
• Draft annual resourcing plan in consultation with Key Stakeholders
• Partner with Snr People and Culture Director and VP People and Culture to determine critical, senior, and hard to fill roles for pipelining purposes
• Engage top talent as successors for identified critical, senior and hard to fill roles
• Implement best practices for entry level programs
• Champion Employer Brand agenda across VE locations and execute on EVP projects in partnership with the In-Country people teams
• Manage the recruitment budget on an annual basis including agency fees, EVP activities and any other talent engagement related costs
• Adhere to all compliance requirements within the talent engagement and broader HR space

HR Administration

• Lead strategic initiatives designed to ensure long-term process improvement, cost reductions, and increased efficiencies for all people related processes
• Oversee the establishment of key Service Level Agreements for HR Services and quality targets. Understand varying business needs and priorities; align HR operation priorities and ensure stakeholder expectations are met.
• Provide support and guidance to HR Coordinators, Line Managers, and employees on internal procedures and processes related to the different HR services and processes. Work with business leaders and HR Leads to utilize the HR Shared Service delivery capabilities at their fullest potential
• Partner with other HR areas to promote education efforts that drive employees and managers to fully utilize available systems and tools as well as support in driving compliance to the relevant employment regulations, legislation, and policy requirements
• Drives optimization of HRMIS technology and processes and ensures that we simplify and create an exceptional employee experience.
• Lead alignment between IT, Finance, HR Administration in order to drive optimization of available and planned HR systems and technologies
• Establish and maintain the Staff records central registry for documentation and staff files – electronically and physical records. Responsible for employee static data and data quality including continuous data cleanup for data integrity
• Audit lead for the HR function coordinating all the HR functional areas for ensuring compliance with statutory and legal requirements

Key Performance Measures

• People and Culture Internal Process NPS
• Employer/Employee Net Promoter Score
• Comp & Ben Engagement Score %
• Role time to fill rate %
• Offer acceptance rate %
• Maintain approved/budgeted costs for FTE (%)
• HRMIS implementation adaptation success rate %

Qualifications and Experience

Required Qualifications:

• University/tertiary degree Experience 4-7 years’ experience in Compensation and Benefits, Talent Acquisition and Retention, Talent Management, Data Analytics and Reporting
• A higher diploma in Human Resources Management is an added advantage
• Strong knowledge and demonstrated ability to fill vacancies timeously, cross-functional stakeholder management, and compliance.
• Member of IHRM
• Excellent planning, coordination, and reporting skills, with the ability to organize substantial workload comprised of complex, diverse tasks and responsibilities

Skills

• Networking, conflict-resolution, ability to work under pressure, stakeholder management, creativity, efficiency, effective communication, and agility.
• Barriers to Success in Role Inability to work with cross-functional stakeholders, Inability to adhere to all compliance requirements, Inability to work under pressure, Inability to adapt to constant change.