The role holder will be responsible for providing support in the various Human Capital functions, which include HR Operations, Designing and development of policies, Training & Development, Ensuring HR compliance with all company policies and relevant legislation, HR planning and Budgeting and Performance Management.

Responsibilities
Training and Development

• Identify training and development needs within Kingdom Bank through job analysis, appraisal schemes and regular consultation with departmental Heads and Head of human resources.
• Develop training and development programs and objectives, and budget for the Bank.
• Administer spending against the departmental budget.
• Obtain and /or develop effective training materials utilizing a variety of media.
• Plan and assess the ‘return on investment’ of any training or development programs.
• Monitor and review the progress of trainees through questionnaires and discussions with managers.
• Ensure that statutory training requirements are met.
• Evaluate training and development programs.

Records Management

• Ensuring that data is protected.
• Classifying and indexing records
• Destroying or archiving finished data/records
• Ensuring that records are easily accessible when needed.
• Developing record distribution and storage policies.
• Potentially overseeing the transition from paper to electronic management systems.

   Risk management

• Review/monitor the risk management decisions.
• Carry out quarterly risk assessment for the departments.

 Labor Law Compliance

Ensure that the organization: –

• Contacts proper Education and Training about compliance regulations.
• Creates an Employee Handbook and Updates it Regularly.
• Conducts Scheduled HR Compliance Audits.
• Upholds workplace safety requirements as defined by the Occupational Safety and Health Association and keeping up with the various worker safety legislative changes.
• Operates within the law and meets current regulatory standards.
• Promotes compliance culture.
• Is conversant to current regulatory and compliance changes.

Performance Management

• Specifying preferred outcomes, called goal setting, for the employees.
• Weight, or prioritize the employee’s desired outcomes in numeric ranking form from 1-5 or percentage level of time spent in work.
• Identifying first-level measures by considering most reliable, valid, practical measurements to evaluate the accomplishment of employee’s desired outcomes.
• Identifying standards for evaluating the achieved outcomes in terms of below expectations, exceeds expectations, and meets expectations.
• Documenting a performance plan that includes measures, desired outcomes, and standards.
• Conducting ongoing measurements and observations to track an employee performance exchanging ongoing feedback on performance to them.
• Conducting a performance appraisal or performance review and reward for performance if an employee meets the desired performance level.
• Developing or updating performance development or improvement plan to handle the performance gap if an employee does not meet the required performance level.

Occupational Health and Safety

• Making worker safety and health a core organizational value.
• Eliminating hazards, protecting workers, and continuously improving workplace     safety and health.
• Providing sufficient resources to implement and maintain the safety and health program.
• Visibly demonstrate and communicate employee safety and health commitment to workers and others.

Human Resource Planning & Budgeting

• Forecasting of Manpower requirements.
• Controlling/Monitoring the Policies for ensuring that the right kind of people in right numbers, are selected for the right position and in right time.
• Driving the annual planning and the annual budgeting process for HR Department, and throughout the year monitoring actual Versus budget performance monthly.
• Acting as a Project Management Officer for HR Department
• Looking for ways to increase the efficiency and performance in HR Department
• Custodian of HR Department calendar
• Talent Management

Qualifications

• Bachelor’s degree in Human Resource Management (Must)
• CHRP(K) or ongoing
• Minimum 3 years’ experience as a HR Officer in Banking / Microfinance industry
• Must be a member of a HR professional body.
• Experience in recruitment and selection, Employee relationships, Payroll Administration, will be an added advantage.
• Proficiency in use of MS office tools