GRACE WANJIRU GATHU

HR Operations:

• Ensure efficient and accessible HR operational support for employees and line managers across the organization.
• Develop a short- and long-term human resource operations strategy to achieve optimal organizational effectiveness, as well as deliver on strategic goals.
• Revise policies, systems, and procedures to meet the growing and changing needs of the organization.
• Propose short- and long-term HRIS technology strategies and roadmaps.
• Collaborate with internal and external partners to achieve the required HRIS results that support the company’s rapid growth.
• Collaborate with all departmental heads to identify their human resource needs, and agree on timelines for execution.
• Continually develop and iterate the hiring process to incorporate best practices and eliminate bias in order to recruit the best people for the organization.
• Optimize data and reporting; identify synergies, and other opportunities for enhancement of current systems, resources, and processes for improved efficiency, quality, timeliness, and accuracy of HR functions.

Employee Engagement and Culture:

• Champion the cultural development of the organization to ensure demonstrable values of result orientation and innovation.
• Understanding the business and wider context to identify people, solutions, and initiatives that drive performance, employee engagement, and impact.
• Ensure the implementation of tactical plans targeted at improving employee engagement, as well as managing and coordinating employee welfare and team-building programs.
• Lead teams in making the company’s culture codes something that they believe in, and build the best Place to Work environment.
• Ensure that the organization’s culture is replicated in all areas where it is present.

Training and Development:

• Develop mentorship, learning, and development processes that ensure the employees' staff are continually growing, learning, and contributing toward the company's overall strategy.
• Review the onboarding process to ensure it brings out the company's identity, standards, and effectively onboards new hires to set them up for success in their roles and standards.
• Understand the needs, interests, strengths, and weaknesses of the staff, and utilize this information to contribute to the professional and personal growth of all personnel.
• Develop and assist managers in creating and delivering training that adequately supports the growth of the staff.

Strategic Role.

• Develop organizational HR strategies in line with the overall strategy by identifying the HR needs, recommending the strategic thinking, and direction required to enhance employee well-being and company culture.
• Develop human resources financial strategies through labor forecasting, aligning monetary resources based on the requirements; developing action plans; measuring and analyzing results; initiating corrective actions; and minimizing the impact of variances.
• Implement the HR strategies by establishing accountabilities across departments in all core HR functions.
• Serve as a leader and go-to partner in developing the company’s strategic plans, organizational charts, and international expansion plans.
• Support management by providing advisory and counsel services in all HR-related matters, both to the employees and the leadership team, to enhance compliance in all issues related to HR.
• Drive the talent acquisition and growth strategy by ensuring the company has the right number of employees, with the right skill set, and hired at the right time.

Performance Management.

• Overhauled the company’s performance management framework, introducing OKRs and continuous feedback systems, leading to a 20% improvement in employee productivity within 18 months.
• Designed and implemented a competency-based appraisal system tied to KPIs, linking performance with compensation, and career progression.
• Championed a culture of accountability and recognition through structured performance reviews, development plans, and rewards.
• Spearheaded leadership development initiatives for mid- and senior-level managers, improving internal promotion rates by 30%.
• Developed a performance improvement plan (PIP) toolkit that empowered managers to address underperformance constructively.
• Partnered with department heads to align individual performance metrics with strategic business objectives.

Resourcing (Recruitment and Selection):

• Identify the best sources of candidates for positions, both internally and externally.
• Undertake strategic resourcing initiatives such as headhunting, market intelligence, and talent acquisition.
• Undertake interviews for shortlisted candidates, manage the engagement process, and ensure a great experience in onboarding.
• Managing the recruitment inbox – responding to all speculative applications and agencies as appropriate, and passing CVs on for further consideration.
• Assist the HR Manager in the production of job descriptions and identifying key competencies for each role.
• Ensure that all members of staff have a signed job description.
• Train, coach/mentor, and support line managers on the recruitment process.
• Ensuring that all recruitment administration is completed in a timely manner, in conjunction with the HR Manager.

Employee Relations:

• Support the Head of HR and the Heads of Departments on the opportunities for improvement in employee relations.
• Ensure workplace harmony is in place.
• Enhance two-way communication within the organization by ensuring that employees and other stakeholders are informed about what is happening, why it is happening, and how it affects them.
• Have a thorough understanding of HR law, particularly relating to contracts, terms and conditions, discrimination, maternity/paternity, dismissal processes, grievances, etc.
• Ensure a smooth termination process for employees, resignations, and negotiated terminations, as per the instructions of the Head of HR and the Legal Head.
• Champion employee wellness programs.

Performance Management

• Coordinate the entire process of performance appraisals, ensuring timely submission of reports, and their analysis.
• Ensure effective management of all staff performance, and in compliance with the performance management policy.
• Ensure that employee performance appraisals are conducted in a fair manner, as per approved policies.

Training and Development:

• Support the line managers in establishing the skill gaps within business units, and facilitate TNA and the execution of mitigation initiatives.
• In liaison with the HR Learning, Development, and Talent, identify and develop training interventions to bridge staff skills and business competency gaps in all departments. Spearhead and champion the organization's in-house training on a monthly basis.
• Monitor and implement capacity-building initiatives that are directed toward continuous on-the-job learning and staff career development.

• Assisting in Planning and facilitating HR activities in the team: employee contracts, recruitment and selection and employee relations.
• Maintain current organizational chart and current staff contact list.
• Monitoring and recording employee time and attendance and leave management.
• Assist the process of job planning and performance management, performance reviews, disciplinary process, suspensions and termination of employees.
• Assist in the development of policies, rules and regulations for employees in compliance with the Employment Act 2007.
• Assist in the induction of new employees in the company- the rules and regulations governing the workplace and who to report to.
• Ensure all employees are registered to NSSF AND NHIF.
• Assisting in managing and handling the payroll.
• Updating filling system and manage filing of employee documents.
• Schedules interviews for the HR manager.

• Listen and respond to customers’ needs and concerns.
• Provide information about Multi-choice products and services.
• Take orders, determine charges, and oversee billing and payments.
• Review and make changes to customer accounts.
• Handle returns and complaints.
• Record details of customer contacts and actions taken.
• Research answers and solutions as needed.
• Refer customers to supervisors, managers, or others who can help.
• Maintains financial accounts by processing customer adjustments.

• Proposal writing and development.
• Convening and securing meetings with potential partners and donors.
• Developing cases for support for crowd funding campaigns.
• Participating in relevant industry networking forums.
• Scouting for donors.
• Participating in baseline surveys and field visits.
• Continuous update of the organizations Customer Relations Management tool.
• Taking minutes for the departmental meetings.
• Developing articles for the Best Practice Magazine.
• Taking pictures during the organization’s events.
• Developing compelling stories on NETFUND’s Incubates.
• Developing articles for the external newsletter from the Resource Mobilization perspective.
• Developing articles for the internal Newsletter.