Job Purpose

To develop and implement the Bank’s performance management, rewards and recognition strategies and policies that attract, retain, and motivate talent, while ensuring alignment to business goals, regulatory compliance, and market competitiveness.

Key Responsibilities

Performance Management

• Lead the design, implementation, and continuous improvement of the performance management framework across the Bank.
• Coordinate the annual performance management cycle including goal setting, mid-year reviews, and year-end evaluations.
• Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives.
• Contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing, management, and mobility programs.
• Provide training and support to line managers and staff on performance management improvement plan PIP goals are achieved.
• Create a high-performance culture through effective goal setting, performance reviews, and pay-for-performance initiatives.
• Ensure consistency, fairness, and transparency in performance ratings and feedback.
• Analyse performance data and generate insights to inform talent development, succession planning, and rewards decisions.
• Put in place organization wide programs to enhance a high-performance culture
• Implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance.
• Ensure targeted communication and capacity building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity.
• Conduct periodic salary and compensation surveys to ensure the Bank’ remuneration packages always remain competitive and aligned with the market and industry standards.

Compensation and Benefits

• Develop and manage competitive compensation and benefits structures, including base pay, variable pay, incentives, and allowances.
• Conduct regular benchmarking and salary surveys in collaboration with various survey partners to ensure alignment with market trends, especially within the Kenyan banking sector.
• Administer the Bank’s salary review process, bonus payouts, and job grading systems.
• Review and ensure compliance with internal policies, CBK guidelines, and statutory requirements related to pay and benefits.
• Work with Finance and senior management to forecast and manage the remuneration budget.
• Spearhead the job evaluation exercise across the Bank to establish a fair and transparent compensation and design competitive salary structures.

Rewards Strategy and Recognition

• Develop and implement total rewards strategies and policies that support employee engagement and performance.
• Drive reward-based recognition programmes that reinforce organisational values and supports a high performance within the Bank.
• Advise leadership on reward-related matters including retention strategies, executive compensation, and reward risks.
• Regularly review the reward policy to ensure alignment with the Bank’s strategic objectives
• In liaison with the head of HR, contribute to the design, implementation, and management of effective Recognition Programs to reward staff contributions

Governance and Reporting

• Prepare management and regulatory reports as required (e.g., CBK).
• Ensure compliance with tax laws, labour laws, and financial regulations relating to compensation and benefits.
• Maintain accurate and secure records of compensation decisions and performance outcomes.

Job Requirements:

High Level of Judgement is required in the:

• Creativity and incisiveness to identify gaps in the rewards and compensation systems
• The ability to manage relationships across the Bank requires strong influencing skills and the Bank’s culture understanding.
• Achieving & maintaining the position of a high-performance culture across the Bank.

Complexity arises from the:

• Rapid changes being and amendments on tax and Labor laws, and procedures in the banking industry.

Education

• Bachelor’s degree in human resources, Business Administration, Finance, or a related field.
• Professional certification in HR, Compensation, or Reward Management (e.g. CIPD, GRP, CHRP-K) is an added advantage

Work Experience

• Minimum of 6–8 years’ experience in HR with at least 3 years in performance and rewards management, preferably within the banking or financial services sector
• Knowledge of Kenyan labour laws, compensation structures, and CBK regulations is essential.

Competencies

• Strong analytical and data interpretation skills
• Solid understanding of performance and reward frameworks
• Excellent stakeholder management and communication skills
• High integrity, confidentiality, and professionalism
• Proficiency in HRIS and data analysis tools (Excel, Power BI, SAP, etc.)
• Strategic thinking with strong attention to detail