Shem Nyarango Omuga

Q1 2024 Vs 2023 ACHIEVEMENTS

• Increased Vehicle gross income by 10%
• Service Gross income by 9.5%
• Increased Truck margin by 6% and Bus Margin 10%
• Increased Services Revenue by 33%
• Increased Invoiced Hours by 49%
• Reduced Goodwill by 74%
• Increased absorption rate by 8.5%
• Increased EBIT Services by 12%
• Increased Revenue per truck 22% and Bus 32%
• Spare Parts turn from 1.1 to 1.2
• Receivables reduction from 547 to 317
• Daily Services meeting Routines
• Workshop investments to improve efficiency
• Collaborated with management to develop strategies for optimizing dealer performance and improving overall operational efficiency

The overall purpose of the role is to enable a high-performance culture by driving and developing a strategic people perspective through country management teams in collaboration with Executive management, East Africa Region

This is achieved through structured and proactive HR work creating conditions for top performing employees contributing to business objectives. Ensuring that policies and processes are defined, implemented and maintained to meet the demands of a changing business environment

Key Responsibilities

• Strategy planning & Execution: Define and continually develop the HR plan and strategy for the East Africa Business Unit while ensuring implementation and follow up – through robust performance management framework
• Talent Management - Support the business unit to attract, recruit and retain dedicated and competent people in a systematic way (Recruitment & development assessments, succession planning)
• Employee Engagement – Carry out regular employee satisfaction surveys, action plans, guide staff workplace committees to define what matters most to staff, improve reward and recognition
• Develop & localize global HR processes, tools and ways of working with HR for the organization
• HR Operations - Secure the operations and ensure adequate Compensations and Benefit structure, controls & Reporting
• Ensure compliance of HR legislations, Scania policies, safety regulations, BU policies, collective agreements and guidelines as well as labor relations while managing inherent risks
• Organizational change management - Support Business in Change Management projects ensuring smooth execution of change for the business and organization
• Organization effectiveness – Targeted learning & development to build know how at all levels e.g leadership development programs, technical skills development program, Soft skills development programs, organization design to suit business model
• Organizational development - Set agenda for standardized work methods and improvement activities and manage resources within the same department and cross-functional improvement activities
• Health & Safety - Create and safeguard a healthy, safe and sustainable work environment for all employees supporting business objectives
• Expert Consultancy and support – advisory support to leadership teams within East Africa and also partnering with Africa , Middle east and central Asia as part of the regional People and culture management team.
• Improved project efficiency with strategic planning, resource allocation, and time management

Business Impact/Key Achievements

• Staff Organization Design (Establishment) – Fit for Purpose to improve efficiency, effectiveness
• Improved Employee Engagement from 79 to 83 for East Africa (ESB)
• Talent & Succession management – Policy, Tools and Development plans for key successors for critical roles- Result: 17 Critical roles, Talent development plans
• Structured Competence Development Programs for the Business Unit i.e Scania advanced leadership for Executive and top management; Training calendar and Budgets, Regional Competence programs
• Set up Performance management framework - Balanced scorecard that helped enhance organizational performance.Part of workgroup developing Performance framework for Scania Group
• Lead in Services Improvement Project.Result: Productivity growth from 59% to 75% in one year
• Set up the HRBP model and supportive HR Policies, Structures, Processes improvements that has built manager collaboration, consensus and commitment toward shared outcomes
• Diversity & Inclusion – Workplace Committee in collaboration with Swedish workplace programs; dialogue between management and staff
• Dispute free CBA negotiations with unions

The overall purpose of the role is to champion organizational effectiveness activities through the development of the bank-wide talent acquisition, talent management, Performance management, Organization Design & development as well as Learning and development strategies necessary to acquire and develop staff capabilities that will support the bank in implementing and realizing its strategic objectives

Key Responsibilities

• Talent Resourcing & Management i.e Workforce Plans, Skills Audits, Diversity & Inclusion Plans i n all programs, recruitment, succession planning and management, coaching and mentoring, employee engagement surveys and implementation of action plans, Identification of critical roles and talent pools; Competency frameworks to guide recruitment, training and development programs, career paths for all divisions, Management trainee program
• Performance management – Design of the tools, objective setting and cascading, PIP management for under-performers and merit-based rewards for those who meet performance expectations
• Leadership Development Programs including FastTrack programs, middle level management capability programs and Executive development programs and 360-degree feedback
• Learning and Development i.e. Budgeting, training needs analysis, design, implementation and evaluation of trainings and E-learning interventions
• Organization design and development i.e. Restructuring to suit business models and respond to industry trends, continuous HR policy reviews
• Change management initiatives including organization culture alignment programs i.e Employee engagement programs through Town Halls, team buildings
• Strategy formulation and development & Budgeting for HR and part of core team for organization strategy development
• Guide and support Human Resource Business Partners in coming up with strategic business interventions to improve performance, Operating Models and structures, talent engagement and other strategic HR interventions to support various functions and align them to strategy
• Support Employee Value Proposition through developing a wellness strategy, Capacity building on managing discipline at the workplace for all managers to drive productivity through staff engagement, manage medical loss ratio (from 100% to 81% by end of 2017)
• Demonstrated creativity and resourcefulness through the development of innovative solutions.

Business Impact/Key Achievements

Participated in Cross-functional team projects, demonstrating an ability to work collaboratively and effectively i.e Bank wide Business Performance Initiative aligned to Strategy 2020 - 2021:

• Customer Value Propositions: Segmentation of Business units to deepen relationships & Grow Business; Profitability growth by 307% (765M in H1 2021); Loans growth by 20%, Interest income by 21%; NPS increase by 2%; CES reduction to 27%
• Productivity & Efficiency: Shared Services Model in progress; NPL reduction by 6%; Cost to income ratio reduction by 8%
• Staff cost to income ratio has reduced from over 60% to 44% for the last 4 years
• Digital to the core – Redefined Business roles to support new Operating model – leading to Growth of Non-Branch transaction by 3% in 2020; NFI projected to grow in 2021.
• Participated in team projects, demonstrating an ability to work collaboratively and effectively.

(Acted for 6 months and for the Director)

The overall purpose of the position of HR Director is to ensure that the Bank has a highly competent, skilled and highly motivated Human Resource capable of delivering increasing levels of results in a competitive environment

The position is also a member of the Executive Management Committee – EMC, Project Steering Committee - PSC and Enterprise Risk Committee – ERC

Key Responsibilities

• Organization design & development
• Resourcing and workforce planning
• Performance and reward management
• Learning and leadership development
• Employee relations, Staff wellness & engagement
• Employee service delivery and information management
• Preparation and presentation of Quarterly HR Board papers to the Board Nomination and Remuneration Committee – BNRC

Business Impact/Key Achievements

• Restructuring & Optimization leading to total cost of employment savings of over Kshs400 Million; 75% vacancies filled internally
• This cost reduction contributed to a jump in Profitability to Kshs785M in 2017 from Kshs86M 2016 as a strategic response to reduced Net Interest Margins/revenue occasioned by the new interest rate capping regime of 2016
• Setting up of Strategy, Research and Innovation unit to oversee a new business model, manage ideation, research, incubation and commercialization of innovative solutions
• Received Board approval to implement Voluntary Early Retirement and branch optimization program that saved the bank annual staff cost savings of Kshs 371M in 2018
• To reduce the staff cost to income ratio from over 60% to 50% (benchmark for Tier II banks)
• Developed the Bank's HR strategy for 2017 & 2018 aligned to the business strategy
• Currently collaborating with senior management in spearheading roll out of the Bank's strategy formulation for the next 5 years 2018 to 2022
• Performance Management & Organization Capability: Initiated and spearheaded Leadership Capability Model that includes: Leadership Training, Defining & developing of the Bank's Competency framework; 360-degree evaluation & coaching for over 300 managers, Executive & Middle level Leadership development program at Strathmore Business School
• In-house Coaching Panel of Certified Managers for Managers to help engage employees while helping them unlock their potential and Executive Coaching for top Management
• Defined performance management Policy & Process, High Performance culture training program for 1500 staff within 2 months of Joining; Developed 1st Bank Scorecard and PM calendar to guide cascading and performance reviews
• Automation of Performance management system
• 75% of staff on PIP improved while 25% exited in 2017
• Defined and implemented a competency framework
• Used in Competency based recruitment interviews and Learning & development
• Talent Management & succession planning for all critical roles: Identified a talent pool of 161 Staff for mission critical roles aligned to strategy undergoing 70:20:10 development model
• Developed career paths for all roles
• This has improved staff retention to less than 7% attrition
• Learning and development Framework and Budgeting – Programs tiered for different levels, linked to Talent Management strategy & business drivers - 98% enrollment
• Diversity and Inclusions Plans – Recruitment, Leadership programs, Gender, Age, Ethnicity, Management trainee programs, Staff forums, team buildings, culture change project teams
• Workforce Plans: Competency planning and skills audit, skill-based Recruitment and Development plans
• HR Risk register: HR risks and mitigants; prioritizing and aligning to HR strategic priorities
• Service Orientation: Reviewed all the HR policies and developed applicable procedures including new policies on Staff facilities, cross functional team building, Internship, Talent Management & succession management etc
• Service Charter SLAs for HR and other Divisions to promote accountability and internal service delivery
• Employee Engagement, Wellness & Industrial Relations: Rolled out the first ever employee engagement survey and came up with Global Bank wide & Divisional action plans to improve the index in from 60% to 75% 2018.This informed the HR strategy
• Implemented a robust wellness program that comprises of employee health check-ups, Physical Fitness, financial management, psychosocial counseling that has resulted in a reduction of medical loss ratio from 100% to 81% in 2018 and boost employee productivity
• Capacity building for over 350 Line managers & team leaders on managing discipline at workplace to create industrial harmony, promote productivity and reduce litigation cases
• Staff forums to facilitate top down and bottom up communication, cascading of the Business strategy
• HR Digitilization: Creativity & Innovation: Developed and Implemented 3-year E- learning strategy and Program that has saved the Bank 44% of training budget and improved Skill capability
• Enrolled 1500 staff in programs linked to key business drivers
• 50% of staff completed all E- learning programs while 1380 did at least 2 modules
• 92.7% staff access of E-learning since launch in March compared to a 20% international user access benchmark within Year 1 of launching a program
• Mobile App for E-learning to facilitate learning on the go
• Taleo E-Recruitment with candidate pre-screening questions to select candidates who match job specifications
• Developed incentive program for hiring of and retaining of employees.

Overseeing East & Central Africa Region (Kenya, Uganda, Tanzania, DRC, Gabon, Sudan & Ethiopia)

Key Responsibilities

• Talent Acquisition/Recruitment for the region: Workforce Planning through developing an organization structure aligned to the business strategy, Job profiles, job analysis and grading and manpower budgets, Managing end to end recruitment cycle – talent attraction, competency based interviewing and assessments, offers, contracts, new employee records documentation, on boarding, exits, terminations etc
• Talent management strategy and initiatives – Design & implementation of an integrated Talent management policy, Identification of HIPOs, Leadership Development programs & succession planning, Promotions Policy, Coaching & mentoring, Career paths, Engagement surveys, drive staff engagement levels through Great workplace committees etc
• Learning & Development Policy and Programs: Training needs analysis and implementation of learning and development programs, Leadership development programs
• Performance management & reward: Designed & implemented new performance management tool, Setting & alignment of individual, departmental and company objectives, Managing Performance management cycle including training of staff and managers, Implemented half yearly appraisals, Personal Development plans for HIPOs and PIP for non-performers., performance-based bonus and promotions
• Overseeing HR Organization Development for the region i.e
• HR policy and Process development & localization in compliance with local laws and global HR policies, organization design/restructuring for optimal performance, Job Profiling, analysis and evaluation
• Employee Relations & Welfare: Policy Development, chairing disciplinary committee, dispute resolution, employee counseling and executing executive decisions, responsible for Staff communication, Great workplace initiatives & staff forums
• HR Business Partnering/HR Risk & Compliance: Guiding the executive management and functional/ line managers on HR policies and procedures, performance management and other employee relations areas in order to ensure compliance with policies and minimize HR Risk and exposure
• Managing new hire on boarding and conducting exit interviews and coming up with employee retention strategies
• Manages key HR vendor relationships including Pension and medical insurance administrators, Employee vetting and recruitment agencies, Training consultants

Business Impact/Key Achievements

• Redesigned the organization structure and developed new job profiles for 70 roles across the region that led to reduction of headcount and rationalization of marketing and retail departments
• Designed & implemented a performance management policy and tool for setting performance objectives for the region aligned to the new job roles as well as PIP and PDP templates
• Implemented new talent management strategy complete with talent identification matrix, mentoring policy and program and succession planning for all leadership roles
• HR Policies and Procedures reviews for the entire region including retrenchment procedures
• Developed & deployed competency-based interview assessment tools for all job levels
• Developed a consequences creed in compliance with the local labor laws and HR policies – It outlined various offenses and penalties to better manage employee relations
• Set up Employee filing system based on a new compliant employee checklist for all the staff across the region, vetted all the Certificates against the originals in 30 days.
• Optimized workforce planning by analyzing data trends and adjusting recruitment strategies accordingly.

In charge of Resourcing, Employee Relations, Compensation and Benefits, HR Records & Services, Chase Bank (K) Ltd

Key Responsibilities

• Developed and implemented policies and processes for Recruitment, Employee relations, Compensation and benefits for the bank
• Developing the annual HR strategy in line with the business strategy and incorporating employee feedback to improve staff engagement levels
• Restructured the unit and adopted business partnering with 3 key areas: Resourcing, Shared Services and compensation and benefits
• Managed 4 HR Business partners who oversaw Key business Functions spearheading resourcing for the bank to support the exponential growth
• In charge of Employee resourcing /Talent acquisition for the bank that supported growth from 11 branches to 40 (389 staff to 1500 staff)
• Employee relations: Policy Development, chairing disciplinary committee and executing executive decisions, handling staff grievances, administration of Staff benevolent and welfare fund, staff loan policy, wellness programs, Club Membership, HR helpdesk & Newsletter
• Overseeing Compensation and Benefits management of the Bank i.e
• Payroll management & Budgeting, Medical benefits administration
• HR Vendor Management i.e
• Pension and medical insurance administrators, Employee vetting and recruitment agencies
• Managing the outsourced staff services of about 600 staff
• HRIS management and proper maintenance of employee records and services

Business Impact/Key Achievements

• Setting up the HR structure to support growing business (Managed 4 HR business partners, 1 compensation and Benefits Manager and 2 HR officers)
• Integrated HR strategy & functional units/areas i.e
• Recruitment, Talent management, Performance management training, and reward
• Employer of Choice award for, (K) Ltd in
• Optimized inventory management systems, minimizing stock discrepancies and ensuring timely replenishment of essential supplies.