Marion Risper Kinda

• Support recruiting activities and manage candidates through the recruitment pipeline, evaluate application materials and candidates through conducting CV screens, interview candidates and recommend a shortlist of top candidates for deeper assessment
• Develop and align HR strategies with the organization's overall strategic plan and business objectives.
• Develop and implement talent management strategies to attract, retain, and develop top talent.
• Lead organizational development efforts to enhance employee engagement, culture, and performance. Identify opportunities to improve organizational effectiveness, foster innovation, and drive continuous improvement.
• Manage change initiatives and organizational transformations by providing strategic HR support, communication, and change leadership. Help employees navigate transitions, overcome resistance to change, and adapt to new ways of working. Provide professional advice on all human resource matters.
• Oversee employee relations programs and practices to promote a positive work environment, resolve conflicts, and ensure compliance with employment laws and regulations. Address employee grievances, disciplinary actions, and workplace disputes.
• Provides expert guidance to employees, managers, and leadership on HR policies, employment laws, and firm guidelines, ensuring full legal compliance and ethical practice.
• Develop and manage total rewards strategies, including compensation, benefits, and recognition programs, to attract, motivate, and retain employees. Ensure that total rewards offerings are competitive, equitable, and aligned with organizational objectives.
• Design and implement learning and development programs to build employee capabilities, skills, and competencies. Identify training needs, deliver training programs, and measure the effectiveness of learning initiatives.
• Identify and mitigates people-related risks by driving adherence to HR standards, internal controls, and regulatory requirements.
• Utilize HR analytic and metrics to inform decision-making, measure HR performance, and track key HR indicators such as employee turnover, engagement, productivity, and diversity. Use data-driven insights to identify trends, patterns, and areas for improvement.
• Ensure compliance with relevant labor laws, regulations, and industry standards. Monitor HR practices to mitigate legal risks, address compliance issues, and uphold ethical standards in HR operations.
• Spearhead the selection and recruitment, contracts, reward system review, exit, termination and resignation procedures and procedures.
• Counseled and supported staff on a wide range of HR issues, promoting a culture of open communication and respect.
• Formulate effective performance appraisal policy procedures and ensure its compliance, track and report on staff and team performance.
• Enhance organization communication flow, encourage and develop employee-management communication.
• Pioneered the development of Rota Template for the entire Avenue group which has enabled the organization with manpower planning, this led to me being acknowledged as the first HR system development in the group.
• Established key HR metrics and analytic to measure HR effectiveness and track progress towards organizational goals, providing valuable insights for decision-making and strategic planning. This led to the initiative being adapted by the entire group as a key aspect.
• Developed and implemented employee recognition and rewards programs to promote a culture of appreciation and recognition, resulting in increased employee motivation and engagement. This led to me being the first HR in the group to be recognized as a change champion.
• Successfully managed organizational change initiatives on culture fusion and restructuring, ensuring smooth transitions and minimal disruption to employees.
• Championed the beginning of Avenue hospital Kwetu Campaign, This program motivates staff to go above and beyond in the line of duty. This program ensures staff are recognized at the end of every month and financial year.

Assisting in Managing staff induction and coordinating on the job training for new staff

• Assist in Preparation of the payroll and ensuring statutory compliance by ensuring payroll data and filling in of payroll variations are accurate and confidential for over 1000 staff.
• Liaising with other departments on all administrative and human resource issues
• Participating in the preparation of monthly, quarterly and annual reports
• Provide payroll processing backup support as and when required. Partner with finance to maintain the payroll database
• Develop and schedule benefits orientations and other benefits training
• Coordinates clearance of exiting staff
• Recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
• Participate in the conduct of investigations when employee complaints or concerns arise
• Coordinate the implementation of company safety and health programs. Track and posts OSHA-required data and file reports
• Maintain employee-related databases
• Manage daily administrative operations of the office and assist all units in resolving problems related to the day-to-day operations
• Ensure that administrative office procedures and established standards are adhered to and maintained in all aspects of work
• Preparation of job offer letters, contracts and job descriptions for successful candidates once references are received.
• Coordinated onboarding processes for new hires, integrating them seamlessly into the workplace environment.
• Processed paperwork and hiring details for promotions and lateral position changes.
• Coordinated employee placements and administrative details.
• Assisted managers and supervisors with employee disputes, disciplinary actions and other workplace issues.
• Reduced employee turnover by addressing concerns, mediating conflicts, and providing support for staff members.
• Maintained accurate personnel records, ensuring privacy standards were met in accordance with relevant regulations.
• Enhanced employee satisfaction by implementing effective HR policies and procedures.
• Negotiated favorable contracts with external vendors for services such as health insurance plans and training providers.
• Supervised job interviews and conducted exit surveys to verify compliance with HR best practices.
• Coordinated new hire onboarding, completing background checks and reference checks to complete screenings.
• Assisted in workforce planning efforts by analyzing staffing needs based on organizational goals and growth projections.
• Advised department managers on best practices in regard to labor relations, conflict resolution, and disciplinary actions.
• Provided thoughtful and engaging new employee onboarding presentations to energize workforce and set organizational expectations.
• Organized regular team-building events to promote camaraderie among employees and boost morale.
• Facilitated employee relations, benefits administration and performance management initiatives to support workforce needs.
• Promoted employee engagement with organizational objectives during new employee orientations and industry conventions.
• Streamlined recruitment processes for improved efficiency in hiring top talent.
• Conducted thorough performance evaluations to identify areas of improvement and provide constructive feedback to employees.
• Drafted and documented employee handbook and company policies to reduce compliance risks.
• Fostered an inclusive workplace culture by promoting diversity initiatives and awareness programs.
• Ensured compliance with labor laws and regulations through diligent review of company practices and policies.
• Collaborated with management teams to establish clear succession plans for key roles within the organization.
• Managed employee benefits programs, ensuring timely enrollment and accurate recordkeeping.
• Evaluated the effectiveness of current HR systems; identified areas requiring enhancement or replacement.
• Coordinated annual open enrollment activities; communicated changes/updates regarding benefit offerings.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Conducted check-ins with employees to assess workplace health and personnel engagement.
• Developed and implemented comprehensive human resources policies and procedures in compliance with applicable federal and state laws.
• Participated in cross-functional projects aimed at improving overall organizational performance.
• Implemented fair compensation structures that rewarded top performers while maintaining budgetary constraints.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.
• Conducted performance reviews and provided feedback to managers on employee performance.
• Assisted with writing job postings and job descriptions for boards.
• Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency.
• Completed human resource operational requirements by scheduling and assigning employees.
• Collected and analyzed information to monitor compliance outcomes and identify and address trends of non-compliant behavior.
• Coordinated implementation of people-related services, policies and programs through departmental staff.
• Generated and analyzed reports to monitor employee engagement and attrition trends.
• Developed and monitored employee recognition programs.
• Planned, monitored and appraised employee work results by training managers to coach and discipline employees.
• Improved office efficiency by effectively managing internal communications and correspondence.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Administered employee benefits programs and assisted with open enrollment.
• Collaborated with managers to identify and address employee relations issues.
• Developed and implemented onboarding and orientation programs for new employees.
• Reduced expenses by analyzing compensation policies and implementing competitive programs while ensuring adherence to legal requirements.
• Worked alongside global business leader to deploy new training strategies.
• Developed disaster and recovery strategy to prepare company for hazardous weather conditions, nuclear accidents and terrorist attacks.
• Created and delivered HR training sessions to staff, managers and executives.
• Advocated for staff members, helping to identify and resolve conflicts.

• Provision of support to the organization's full-life cycle recruiting processes including sourcing, screening, scheduling, interviewing, assessment and extending candidate offers
• Review the status of positions whether new, replacement or temporary position and whether the expected date of hire is adequate to the needs of the project
• Conduct reference checks on prospective candidates to ensure that information provided is accurate.
• Preparation of job offer letters, contracts and job descriptions for successful candidates once references are received
• Provision of support to management in relocation process and on boarding of new staff by facilitating travel and accommodation
• Maintenance of e-recruitment site and ensuring recruiting processes, interviews and documentation are in compliance with policies and standard templates
• Provision of constant communication with recruiting managers on recruitment efforts and progress and compilation of weekly, monthly and quarterly recruitment status reports
• Effective implementation of the performance management system through facilitation and delivery of training for new employees and existing staff as part of career development
• Contribution to continuous improvement of the online system review and support to managers in ensuring development of quality key result areas as well as facilitation of performance planning sessions as appropriate
• Proactive coordination of meetings with operational managers/heads of units/departments in order to effectively diagnose key business challenges and support in the design of appropriate interventions
• Contribution to the development of best practice institutional resourcing standards and the development of recruitment/skills and capacity of hiring managers and support recruitment of International and nationally recruited staff
• Support to implementation of various change initiatives, institutionalization of values; organizes staff engagement action planning meetings and surveys as appropriate
• Coordination of exit interviews for staff leaving the organization, analyzes data and prepares appropriate reports and recommendations
• Led team in payroll administration, generates reports for management reporting, while ensuring full compliance with statutory and organization's requirements
• Ensured that the monthly statutory deductions were done on time with proper supporting documents and distribution of pay slips to staff on a timely basis
• Management of department budget and provision of reporting on burn rate and utilization.
• Undertook periodic review of policies to ensure organizational/departmental processes and procedures were compliant with Legal and audit requirements for both internal and external audits
• Provision of oversight in the process of management of contracts for all staff and reviews documentation to ensure legal compliance by all parties
• Proactive monitoring and ensuring compliance of all labor laws and other regulatory requirements
• Provision of leadership on HR projects such as data cleanup of HRIS to facilitate HR systems automation, development of HR reports, Outsourcing of services, job descriptions for all staff
• Provision of oversight on employee relations issues, industrial relations and disciplinary cases for all categories of staff within the organization
• Participation in creation and monitoring of unit's budget while reporting on burning rates
• Provision of oversight on special events for staff by coordinating committees, schedules and staying within budget
• Effectively maintenance of the institute's organization charts, employee directory as well as personnel records
• Review and authorization of payments for outsourced and other related services provided to the department.
• Coordinated onboarding processes for new hires, integrating them seamlessly into the workplace environment.
• Processed paperwork and hiring details for promotions and lateral position changes.
• Reduced employee turnover by addressing concerns, mediating conflicts, and providing support for staff members.
• Maintained accurate personnel records, ensuring privacy standards were met in accordance with relevant regulations.
• Enhanced employee satisfaction by implementing effective HR policies and procedures.
• Negotiated favorable contracts with external vendors for services such as health insurance plans and training providers.
• Supervised job interviews and conducted exit surveys to verify compliance with HR best practices.
• Coordinated new hire onboarding, completing background checks and reference checks to complete screenings.
• Assisted in workforce planning efforts by analyzing staffing needs based on organizational goals and growth projections.
• Advised department managers on best practices in regard to labor relations, conflict resolution, and disciplinary actions.
• Provided thoughtful and engaging new employee onboarding presentations to energize workforce and set organizational expectations.
• Fostered an inclusive workplace culture by promoting diversity initiatives and awareness programs.
• Ensured compliance with labor laws and regulations through diligent review of company practices and policies.
• Collaborated with management teams to establish clear succession plans for key roles within the organization.
• Managed employee benefits programs, ensuring timely enrollment and accurate recordkeeping.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Evaluated the effectiveness of current HR systems; identified areas requiring enhancement or replacement.
• Coordinated annual open enrollment activities; communicated changes/updates regarding benefit offerings.
• Conducted check-ins with employees to assess workplace health and personnel engagement.
• Participated in cross-functional projects aimed at improving overall organizational performance.
• Developed and implemented comprehensive human resources policies and procedures in compliance with applicable federal and state laws.
• Implemented fair compensation structures that rewarded top performers while maintaining budgetary constraints.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.
• Conducted performance reviews and provided feedback to managers on employee performance.
• Assisted with writing job postings and job descriptions for boards.
• Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency.
• Created and delivered HR training sessions to staff, managers and executives.
• Advocated for staff members, helping to identify and resolve conflicts.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Improved office efficiency by effectively managing internal communications and correspondence.
• Planned, monitored and appraised employee work results by training managers to coach and discipline employees.
• Developed and monitored employee recognition programs.
• Completed human resource operational requirements by scheduling and assigning employees.
• Coordinated implementation of people-related services, policies and programs through departmental staff.
• Collected and analyzed information to monitor compliance outcomes and identify and address trends of non-compliant behavior.
• Generated and analyzed reports to monitor employee engagement and attrition trends.
• Developed disaster and recovery strategy to prepare company for hazardous weather conditions, nuclear accidents and terrorist attacks.
• Reduced expenses by analyzing compensation policies and implementing competitive programs while ensuring adherence to legal requirements.
• Worked alongside global business leader to deploy new training strategies.
• Collaborated with managers to identify and address employee relations issues.
• Developed and implemented onboarding and orientation programs for new employees.
• Supported talent acquisition and allocation procedures by facilitating targeted recruitment campaigns.
• Drafted and documented employee handbook and company policies to reduce compliance risks.
• Conducted thorough performance evaluations to identify areas of improvement and provide constructive feedback to employees.
• Conducted job analysis, salary surveys and market analysis to deliver competitive compensation and benefits packages.
• Promoted employee engagement with organizational objectives during new employee orientations and industry conventions.
• Organized regular team-building events to promote camaraderie among employees and boost morale.
• Facilitated employee relations, benefits administration and performance management initiatives to support workforce needs.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Developed relationships with local colleges/universities to build a pipeline of potential candidates for internships/full-time positions.
• Assisted managers and supervisors with employee disputes, disciplinary actions and other workplace issues.
• Coordinated employee placements and administrative details.
• Streamlined recruitment processes for improved efficiency in hiring top talent.
• Developed comprehensive training programs to enhance employee skillsets and productivity levels.
• Administered employee benefits programs and assisted with open enrollment.

• Managed Pension and Medical Schemes during change from one service provider to another and timely introduction, maintenance, withdrawal of existing staff from the schemes while ensuring timely payment of dues for exiting staff and undertaking exit interviews
• Monitored, measured and reported on HR issues, opportunities and developed plans and reports on agreed formats and timelines.
• Managed communication with different teams on HR internal communications, with external service providers.
• Managed and administered expatriates' terms and conditions of service for International staff within the region.
• Managed employee performance, administered appraisal tools and facilitated performance agreements and appraisals, job evaluation and development and managed performance - based pay for staff.
• Consistently maintained awareness and knowledge of latest HR best practices to staff within the organization.
• Planned, sourced and recruited key personnel both national and international.
• Provided support to the Chief executive officer on HR Operations.
• Created and rolled out a quarterly trucking and reporting tool for strategic HR operations.
• Efficiently managed personnel files, maintaining confidentiality while keeping records up-to-date and organized.
• Answered and redirected incoming phone calls for office.
• Monitored employee attendance and performance to verify punctuality and absences, addressing issues in accordance with company policies and procedures.
• Filed paperwork, sorted, and delivered mail and maintained office organization.
• Delivered friendly assistance with new hires throughout interviewing and hiring process.
• Assisted in payroll processing to ensure timely delivery of paychecks to all employees.
• Developed strong relationships with employees through consistent communication and support, leading to increased retention rates.
• Coordinated employee training programs to promote professional development and skill enhancement.
• Supported talent acquisition efforts by screening resumes, scheduling interviews, and performing reference checks for prospective candidates.
• Supported HR Manager in strategic planning sessions focused on organizational development and growth.
• Created and completed personnel action forms for hires, terminations, title changes and terminations.
• Organized new employee orientation schedules for new hires.
• Processed employee termination paperwork at direction of supervisory staff.
• Played a key role in conflict resolution efforts, resulting in improved workplace harmony.
• Provided assistance during annual performance review processes, collecting data to help inform evaluations and goal setting initiatives.
• Enhanced onboarding experience for new hires by creating comprehensive orientation materials and training programs.
• Facilitated open lines of communication between management and staff, fostering a positive work environment.
• Screened applicant resumes and coordinated both phone and in-person interviews.
• Conducted new hire orientation to verify completion of appropriate paperwork, recording information on human resources database.
• Collaborated with department managers on workforce planning strategies to identify staffing needs within their teams accurately.
• Organized company-wide events for team building purposes, boosting overall morale among employees.
• Maintained compliance with federal and state labor laws by conducting regular audits of HR practices and documentation.
• Assisted in negotiating employee benefits packages, enhancing overall compensation offerings.
• Conducted regular employee performance reviews to identify areas for development and support career progression.
• Conducted exit interviews, gathering insights to improve retention and employee satisfaction.
• Assisted in creation of training and development programs, addressing skill gaps and promoting career growth.
• Provided HR policy guidance and interpretation to employees and management, ensuring consistent application.
• Addressed employee grievances, facilitating conflict resolution and maintaining positive work atmosphere.
• Improved hiring quality by developing detailed job descriptions and selection criteria.
• Coordinated with external recruiters to fill vacancies efficiently, aligning talent acquisition with organizational needs.
• Managed confidential employee records, safeguarding personal and professional information.
• Streamlined administrative tasks, such as scheduling and document management, to improve HR department efficiency.
• Enhanced HR data management through implementation of new HR Information System (HRIS).
• Organized team-building events, boosting morale and fostering collaborative work environment.
• Supported payroll processing, ensuring accurate and timely salary distribution.
• Supported development of performance management systems, aligning employee objectives with company goals.
• Maintained compliance with employment laws and regulations, conducting regular audits of HR practices.
• Reduced employee turnover, implementing targeted retention strategies and feedback mechanisms.
• Streamlined recruitment processes, reducing time-to-hire through effective coordination with department managers.
• Facilitated diversity training programs, promoting inclusive workplace culture.
• Updated and maintained employee attendance records.
• Developed and maintained HR policies and procedures.
• Responded to employee inquiries regarding benefits and other HR topics.
• Participated in recruitment and selection process for new hires.
• Assisted with creating employee handbooks and manuals.
• Conducted exit interviews with terminated employees.
• Created job descriptions on boards for vacant jobs.
• Monitored and analyzed employee satisfaction survey results.
• Participated in job fairs to recruit new talent.
• Aided staff with employee performance review paperwork and documentation.
• Helped employees register for benefits programs using online portals.
• Coordinated employee relocation processes.
• Converted employee status from temporary to permanent.
• Studied research and trends on best practices in HR field.

• Managed recruitment processes to onboarding of all staff for both Operational and Commercial functions
• Managed Performance Management systems, while ensuring compliance with Department of Industrial Training
• Implemented common platforms (Talent Reviews, Reward Management, HR policies and procedures, coordinated staff counseling.
• Managed committees Collective Bargaining agreements, Welfares, team buildings, long service awards and open days.
• Supervise Loan Officers, Drivers and Clerks.
• Separations Management including conduct of exit interviews and payment of terminal dues.
• Managed payroll system, reports and while ensuring compliance during audits for employees.
• Managed Insurance schemes for all employees in and ensure compliance as per medical policies while ensuring reconciliation of payment summary is done monthly and yearly to truck necessary recovery processes.
• Management of HRIS while providing reports to management for decision making.
• Developed and implemented business process maps aligned to the company policies and procedures.
• Managed HR related contractors and suppliers in liaison with Supply Chain Department while ensuring that the services as per Policies and Service Level Agreements.
• Contracts and Records Management (both paper and electronic), ensured compliance with the Company Records Management Policy, maintained confidentiality.
• Managed employee exit interviews and paperwork.
• Answered and redirected incoming phone calls for office.
• Delivered friendly assistance with new hires throughout interviewing and hiring process.
• Filed paperwork, sorted, and delivered mail and maintained office organization.
• Maintained and scheduled complex calendars.
• Supported benefits administration, ensuring accurate enrollment and processing of claims for all employees.
• Efficiently delivered personnel information to management for speedy corrective action.
• Enhanced employee satisfaction by implementing innovative HR policies and procedures.
• Collaborated with management to create fair performance evaluations, promoting employee development and motivation.
• Served as a reliable point of contact for employee inquiries on various topics including benefits, leave policies, and workplace issues.
• Reduced employee turnover by addressing concerns and providing support through effective communication channels.
• Maintained compliance with labor laws and regulations, minimizing legal risks for the organization.
• Assisted with recruitment efforts, successfully filling open positions in a timely manner.
• Provided ongoing administrative support to the HR department by managing schedules, coordinating meetings, preparing documentation, and maintaining organized filing systems.
• Organized successful company events that promoted team building and boosted morale among staff members.
• Streamlined HR operations by effectively managing personnel records and maintaining confidentiality.
• Managed payroll processes efficiently, ensuring timely payment of salaries without errors or discrepancies.
• Monitored employee attendance and performance to verify punctuality and absences, addressing issues in accordance with company policies and procedures.
• Conducted new hire orientation to verify completion of appropriate paperwork, recording information on human resources database.
• Organized new employee orientation schedules for new hires.
• Screened applicant resumes and coordinated both phone and in-person interviews.
• Created and completed personnel action forms for hires, terminations, title changes and terminations.
• Processed employee termination paperwork at direction of supervisory staff.
• Helped employees register for benefits programs using online portals.
• Aided staff with employee performance review paperwork and documentation.
• Coordinated employee relocation processes.
• Monitored and analyzed employee satisfaction survey results.
• Participated in job fairs to recruit new talent.
• Updated and maintained employee attendance records.
• Responded to employee inquiries regarding benefits and other HR topics.
• Participated in recruitment and selection process for new hires.
• Studied research and trends on best practices in HR field.