Naftal Ndege

Led HR function to ensure alignment of people strategy with business objectives, enhance governance and compliance, promote talent development, and cultivate a high-performance culture across diverse international operations.

Key Accountabilities.

1. Group HR Strategy & Transformation - fostering unified, future-fit HR strategy aligned to business growth.

Key OUtputs.

• Develop and implement a Group HR Strategy
• Align HR priorities to:Revenue growth (tour operations efficiency)
  Guest experience (people → service quality)
  Expansion (new markets / entities)

2. HR Governance & Standardization Across Entities - One coherent HR operating model across all companies.

Key Outputs

• Harmonize:

HR policies & procedures
Job grading & salary structures
Disciplinary frameworks

• Establish Group HR governance framework
• Ensure compliance with:Kenyan & Tanzanian labour laws
  Industry standards (e.g., Travelife certification work you're doing)

3. Talent Management & Leadership Pipeline - Build a strong, future-ready talent bench.

Key Outputs

• Group-wide talent review framework
• Succession planning for:Critical roles )
• Strengthen the Talent & Development function
• Leadership capability programs - middle managers

4. Employee Experience & Engagement Strategy - Build a consistent, high-quality employee experience across the group.

Key Outputs

• Group-wide employee engagement strategy
• Stay interviews
• Strengthen onboarding-expansion of buddy system across the organization
• Employee wellbeing & culture initiatives

5. Industrial Relations & Risk Management - Protect the organization while maintaining fairness and trust.

Key Outputs

• Strengthen employee relations framework
• Standardize disciplinary processes
• Handle complex cases (appeals, terminations, disputes) at Group level
• Union/employee representative engagement

6. Compensation, Benefits & Cost Optimization - Ensure fair, competitive, and sustainable pay structures.

Key Outputs

• Develop a Group Compensation & Benefits framework
• Address pay disparities
• Optimize labor costs without hurting morale

7. HR Analytics & Digital Transformation - Enhance Data Driven HR decision making

Key outputs

Full rollout and optimization of HRMIS across entities

• Develop HR dashboards:Turnover
  Headcount
  Productivity
  Training ROI
• Use analytics to inform leadership level decision making

8. Culture, Brand & Sustainability Alignment - Foster a unified, values-driven culture across the group.

Key Outputs

Define and embed Group culture & values

• Align HR practices to sustainability goals
• Position the company as an employer of choice in the tourism space
• Support ESG and responsible tourism initiatives

9. Executive Advisory & Strategic Influence - Trusted advisor to the CEO and Board.

Key Outputs

• Participate in executive decision-making
• Provide insights on:Organizational design
  Workforce planning
  Change managemen
• Lead HR input in expansion, restructuring, or mergers

• HR Strategy development and Implementation
• Creation and overseeing execution of HR strategies aligned with the company's overall goals such as talent acquisition, employee development, performance management and employee engagement.
• Employee Relations Management
• Fostering and enhancing positive and enabling relationships between employees and the organization by addressing employee related concerns, conflict resolution and handling grievances.
• Talent acquisition, development and retention
• Oversee recruitment efforts leading to hiring the right fit and talent. Developing training programs and career paths to enhance employee skills and growth and formulating strategies aimed at ensuring employee retention.
• Compliance and Policy Development
• Oversaw development, implementation and updating of HR policies and SOPs while ensuring compliance with labor laws and regulations.
• Workplace Health and Safety
• Promotion of a safe & healthy work environment, formulation and implementation of programs to ensure.
• HR Reporting
• Provision of regular reports on HR metrics to senior management whilst leveraging on both HR and workforce analytics for data driven decision making.
• Performance Management
• Designing and implementation of a comprehensive performance management system that aligns with organizational goals, ensuring that the system includes clear performance metrics, evaluation criteria and feedback mechanisms.
• Setting performance standards and ensuring they are clearly communicated to the employees.
• Training and support to managers and employees on the performance management process.
• Promoting a culture of continuous feedback and regular check-ins between managers and employees.
• Implementation of programs to recognize and reward high performers and ensuring that the recognition and rewards are.
• Improved employee engagement scores by 60% up from 20% within 6 months of joining the organization through the implementation of new engagement initiatives.
• Streamlined the recruitment and onboarding process, bringing efficiency and order in the process.
• Enhanced the company's training and development programs, leading to a considering increase in employee satisfaction.

• Performance management
• Formulation of employee engagement activities
• Managing separation - Processing of terminal dues for retirees, redundancies, terminations and resignations.
• Conducting training needs analysis and advice on areas of improvement.
• Preparation and timely submission monthly reports.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity and within company to reach business goals.
• Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for all new employees.
• Liaised between multiple business divisions to improve communications.
• Integrated talent management process to include detailed analysis of potential talent gaps and development of career plans to identify and retain current talent and attract outside talent to business.
• Resolved understaffing issues, disputes, employee terminations and disciplinary procedures.
• Served as departmental representative in a Business Process mapping exercise aimed at simplifying business processes.
• Reviewed applicant qualifications and assisted management and recruiting with hiring needs and determining compensation and total package.
• Collaborated with leadership to assess and improve policies across board.
• Managed full cycle of recruiting, hiring and onboarding new employees.
• Managed 200 employees to reduce workflow stoppage and achieve on-time project completion.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Coordinated activities of human resources team, distributing resources and personnel effectively across organization to meet HR needs.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Updated training processes by reviewing existing documentation, leveraging feedback from associates, and working with legal and compliance teams.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Collaborated with cross-functional departments to create, manage and maintain HRMIS reporting.
• Created and implemented forward-thinking initiatives to improve employee engagement.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Recruited top talent to maximize profitability.

• Processing of all staff related correspondences within the directorate, including transfers, promotions, confirmations, etc.
• Convening disciplinary cases and Processing of all disciplinary related literature.
• Issuing of staff medical sheet and off duty forms.
• Tracking of employee leave and general leave administration to ensure compliance.
• Assisting in documentation/processing of staff records/establishment of staff list.
• Employee data management in the human resource information system.
• Screening prospective candidates, scheduling and booking interviews.
• Availing of JDs, PPKRAs and induction schedules and following through for approvals, communication of interview feedback and organizing tools of trade for new joiners.
• Tracking of staff related issues by use of an issue log through shop floor interactions and presiding over HR Kamukunji to ensure timely closure of issues.
• Third party management - tracking and execution of SLA with monthly review meetings with points of contact to establish gaps and develop mitigation measures.
• Compliance - execution of the compliance matrix, HR SOPs communication, ensure accessibility and continuous review of PPKRAs.
• Staff engagement - celebration of small wins in the directorate on a monthly basis.
• Development and tracking of overtime budgets across the distribution centres countrywide.

• Maintained physical condition of facilities, applying available resources and personnel to achieve safe, clean and functional environment.
• Shrunk knowledge gaps with ongoing training and close employee mentoring for new and less experienced team members.
• Enhanced customer satisfaction ratings by motivating team members to strengthen quality and increase productivity.
• Evaluated final results to determine quality levels and isolate root causes of any identified faults.
• Monitored safety compliance to maintain strict standards and protect team members from harm.
• Organized ongoing maintenance schedules to boost system performance.
• Directed vendors, facilities staff and service providers as required to create efficient and non-disruptive work environment.
• Managed minor appliance issues and scheduled repairs.
• Pushed contractors and vendors to complete projects within specified timelines.
• Communicated with general managers and facility teams regarding upcoming repairs and projects.
• Monitored systems to assure increase in power flow and integrated new system components, fixtures and motors.
• Efficiently assisted service workers with problematic transactions to maintain customer satisfaction and quickly rectify issues.

• Delivered clerical support by handling range of routine and special requirements.
• Produced high-quality documents, spreadsheets and presentations for internal and customer-facing needs.
• Maintained staff directory and company policy handbook for human resources department.
• Created presentations and proposals for use in meetings, assisted in bookkeeping and produced budget reports.
• Coordinated, scheduled and arranged business meetings and travel calendars.
• Created detailed expense reports and requests for capital expenditures.
• Developed correspondence letters, memos and emails.
• Interacted with customers by phone, email or in-person to provide information.
• Arranged rapid office equipment repair and maintenance with vendors.
• Coordinated travel arrangements by booking airfare, hotel and ground transportation.
• Executed record filing system to improve document organization and management.
• Completed clerical tasks such as filing, copying and distributing mail.
• Oversaw automated tracking and documentation of data, client correspondence and office operations.
• Promptly received and forwarded incoming communications, such as phone calls, emails and letters, to appropriate staff.
• Informed and supported business leaders through consistent communication and administrative support duties.
• Arranged meetings and coordinated resources for use by attendees.

• Administered assessments and standardized tests to evaluate student progress.
• Prepared and implemented lesson plans covering required course topics.
• Consulted with teachers in other disciplines to identify and adopt successful instructional strategies.
• Cultivated relationships with parents for complete support network.
• Planned dynamic lessons to increase student comprehension of books and literary concepts.
• Helped students develop important learning skills and good study habits useful in trade school or college education.
• Prepared comprehensive English curriculum for multiple classes.
• Established appropriate deadlines and provided complete instructions for reading assignment and homework.
• Served as languages department member and attended meetings to develop and update course curricula.
• Worked with other teachers to support struggling students and provide thorough help to rectify comprehension issues.
• Planned coursework to introduce students to important literature.

• Completed paperwork, recognizing discrepancies and promptly addressing for resolution.
• Devoted special emphasis to punctuality and worked to maintain outstanding attendance record.
• Resolved problems, improved operations and provided exceptional service.
• Developed and implemented performance improvement strategies and plans to promote continuous improvement.
• Worked within applicable standards, policies and regulatory guidelines to promote safe working environment.
• Monitored company inventory to keep stock levels and databases updated.
• Maintained energy and enthusiasm in fast-paced environment.