RACHEAL KARUGU

• As HR Lead support, working with senior leaders & Managers to provide direction and guidance and deliver high quality HR interventions to the business
• Work with other areas of HR counterparts across the globe to deliver effective HR solutions.

ROLES

• Strategic HR Planning

Collaborates with the company Directors and other senior executives to develop and implement strategic HR plans aligned with the organization's goals. Responsible for workforce planning, talent acquisition, succession planning, and organizational development initiatives

Develop and implement overall People division strategy to meet firm need

• Talent Acquisition and Management

Recruitment and selection process, ensuring the organization attracts and retains top talent. Developing sourcing strategies, overseeing job postings, screening candidates, conducting interviews, and negotiating employment offers.

Onboarding process and work with managers to develop talent management strategies, including performance management, training, and career development initiatives.

• Policy Development and Compliance

Developing and implementing HR policies, procedures, and practices that align with legal requirements and industry best practices. Ensuring compliance with employment laws, regulations, and internal policies to mitigate legal risks.

• Employee Relations

Managing employee relations within the organization. They handle employee grievances, conflicts, and disciplinary matters, ensuring fair and consistent application of policies and procedures. Collaboration with managers to address employee performance and conduct issues.

Manage employee relations issues, conducting investigations, and recommending appropriate actions to resolve conflicts and maintain a fair and respectful workplace.

• Compensation and Benefits

Design and develop compensation and benefits programs. Evaluating market trends, conducting salary benchmarking, and making recommendations on pay structures, incentives, and benefits packages to attract and retain employees

• Employee Engagement, succession Planning and Retention

Responsible for employee engagement, job satisfaction, and retention within the organization. Implementing employee recognition programs, conducting employee surveys, analysing feedback, and developing initiatives to improve the employee experience.

• Data Analytics and Metrics

people analytics helps the company makes data-driven decisions and make relevant information available to stakeholders

Oversee various firm-wide surveys, including monthly pulse checks, the annual DEI survey, and the annual ESS survey

• Leadership and People Management

Take on a leadership role in the Diversity, Equity, and Inclusion committee to ensure the firm is pushing forward critical initiatives

Continue to build upon our culture of inclusion, diversity, and belonging, and promote an environment that values and supports employee engagement, development, and growth

• Management of Staff records.

Ensuring the HR records for physical and soft copy have been in order.

Update HR records, data, and systems to ensure accuracy and compliance with privacy regulations.

• Performance Management

Support in the development of effective performance management systems, including performance evaluation, goal-setting, and career development plans.

• Payroll Management

In charge of payroll for the two companies

• Learning and Development.

Provide the company guidance on all HR matters.

Learning & Education Identify training needs in and support to arrange for the trainings; implement L&D Plans for non-technical trainings; provide support in developing an L&E Calendar and support in rolling out secondment programs for staff.

Managing Staff Development

Expatriates -Work with expatriates and arrange their immigration process

• HR Data Analysis and Reporting

Responsible for HR analytics and reporting functions. analyze HR metrics and data to identify trends, insights, and areas for improvement. Generate reports on workforce demographics, turnover, recruitment, performance, and other HR-related metrics for management review.

• • Job analysis

A systematic process of collecting all information about a specific job, including skill requirements, roles, responsibilities and processes in order to create a valid job description.

• HR Forecasting

Collaborate with the Management team to identify and address current and future HR needs, ensuring that HR initiatives align with the overall business strategy.

• Reviews Human Resources Management practices on a continuous basis, and develops new strategies and policies, which enhance the long-term commitment of the staff