Location:  Nairobi

Industry:  Pharmaceutical/Health/Medical

Age:          35-45 years

Salary:      200 – 230 gross

Joining:    Immediate

Qualifications

1. Bachelor's degree in Human Resources, Business Administration, or a related field.

2. Professional HR certification - Certified Human Resource Professional (CHRP)

3. Minimum of 10 years of progressive experience in Human Resources, with at least 7 years specifically focused on designing and managing performance management systems.

4. Thorough knowledge of HR best practices and employment legislation.

Skills & Competence

· Strategic Thinking: Ability to link performance management outcomes to organizational success and business strategy.

· Communication & Interpersonal Skills: Exceptional ability to build relationships, coach effectively, and deliver difficult feedback constructively to all levels of the organization.

· Analytical Skills: Strong ability to analyze data, identify trends, and develop data-driven solutions for performance issues.

· Project Management: Proven ability to manage complex, cyclical HR processes (like the annual review) from start to finish.

· Ethical Practice: Demonstrated ability to handle sensitive and confidential information with integrity.

Responsibilities

1. Strategy and Program Design:

· Develop, implement, and continuously refine the organization's comprehensive performance management system (including goal setting, feedback mechanisms, performance reviews, and calibration).

· Ensure the performance management system aligns with the company's strategic objectives and is compliant with all relevant employment laws.

· Design and implement effective Key Performance Indicators (KPIs) and performance metrics across various departments.

2. Process Management:

· Lead the annual and mid-year performance review cycles, ensuring timely completion and consistency across the organization.

· Manage and administer the Performance Review software/HRIS module.

· Facilitate performance calibration sessions among managers to ensure fair and equitable ratings and outcomes.

3. Coaching and Development:

· Provide expert guidance, coaching, and training to managers and employees on performance management best practices, including setting SMART goals, conducting effective feedback discussions, and writing constructive reviews.

· Identify and address performance gaps at the individual and team level, working with managers to develop and implement Performance Improvement Plans (PIPs) when necessary.

· Integrate performance review outcomes with training, succession planning, and compensation decisions.

4. Continuous Improvement & Reporting:

· Monitor, analyze, and report on key HR and performance metrics (e.g., performance ratings distribution, time-to-review completion, high-performer retention).

· Gather employee and manager feedback on the performance process and use data to recommend and implement process enhancements.

· Stay current with industry trends and best practices in performance management and talent development.