I am an accomplished Human Resources professional, I know my diverse skills and qualifications both in Human Resources and Health Systems Management will make me an asset to your esteemed organization.
I am currently the Group Human Resource Manager handling an establishment of nearly 900 employees, at Port Florence Community Hospitals stationed at the Head Office Milimani. I have offered HR consultancy services to a number of Mission hospitals and am currently based at Koru Mission Hospital for three days of service in a week. Previously, I served as the Human Resource Manager at ACK Maseno Mission Hospital, shared between the hospital, Comprehensive Care Centre (KCCB-KARP), and the Nursing School. In the past, I have provided high–level support at Western Institute of Professionals across multiple functional areas such as being the Dean of Students and the acting principal. Alongside lecturing, I have been the assistant dean of students and the H.O.D Business department at Bondo Technical Training Institute. I am now seeking a position that will make the most of my HR experience while offering opportunities for personal and professional development.
In exchange, I offer exceptional attention to details, highly developed communication skills and a talent for managing diversity and complex HR issues, with a demonstrated ability to prioritize and multitask. I have a good command of Microsoft office applications. I welcome the opportunity to meet with you and discuss the value that I can bring to your organization.
Work & Experience
1. Managing the talent acquisition process, which includes recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, expertise/consultants, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. 2. Partnering with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. 3. Providing support and guidance to HROs, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. 4. Setting salary scales and allowances to ensure parity across the Group. 5. Driving HR-related cost savings and managing HR budgets as set by the organizational policy. 6. Maintaining oversight of all administrative responsibilities of junior staff within the Group Head Quarters. 7. Carrying out regular internal audits of the HRMS and HR filing system and managing the HRMS Payroll System and being responsible for forwarding final Pay Run Excel Data to the Finance Department within the required timeframe for payments. 8. Implementing performance management initiatives in order to ensure enhanced knowledge and skills sharing. 9. Ensuring that active performance management is practiced effectively, understanding at an individual level both the personal and professional aspirations of each staff member, and ensuring those are relayed through a responsive performance management system. 10. Overseeing and managing the Probationary Period and Annual Appraisal Reporting System, thereby ensuring that goals are set for new staff and that effective mentoring and periodic reviews are conducted prior to confirmation of employment and that annual reporting is carried out effectively thereafter. 11. Identifying training/skills/competency needs within the Group. 12. Coordinate career development, succession planning, and talent management needs in partnership with line management. Develop a skills development plan for all staff within the prescribed timeframe. 13. Periodic reviews of job descriptions. 14. Analyzing trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. 15. Creating learning and development programs and initiatives that provide internal development opportunities for employees. 16. Overseeing employee disciplinary meetings, terminations, and investigations. 17. Maintaining compliance with employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. 18. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Human Resource Information Management * Overseeing the human resource database and ensuring that system records are accurately recorded; * Maintaining custody of updated and accurate employee and general HR records in a confidential and secure manner, in full compliance with statutory requirements and regulations. * Entering new hire information in the human resource system database and ensuring that staff files, contracts and other employee information are maintained and updated; * Preparing monthly reports regarding terminations, transfers, and new hires. Employee Relations * Monitoring daily attendance and investigating causes for staff absences and recommending solutions on how to resolve attendance issues. * Monitoring scheduled absences such as holidays or travel and coordinating actions to ensure the staff absence has been adequately covered to ensure continuity of services. * Informing affected staff of unexpected absences from work and coordinating actions to ensure the continuity of services. * Undertaking the monthly review of all new staff and exits to ensure service providers are duly updated * Leading in employee health and safety initiatives within the organization * Driving the social calendar for staff initiatives that include sports programs and social activities Staffing * Providing advice and assistance to supervisors on staff recruitment and ensuring they are conducted by the Group of Hospitals policy. * Facilitating the assessment and interview process. Inviting selected applicants for interviews, preparing the interview materials, and managing the overall logistics. Sending regret messages to unsuccessful interviewed candidates. * Working with line managers to document a comprehensive induction program. * Driving the confirmation process for each new employee within the probation period. * Developing advertisements for vacant positions, supporting the screening of applications, and scheduling interviews; * Participating in applicant interviews, ensuring reference checks are collected on possible candidates and communication are sent to unsuccessful applicants HR Operations and Service Delivery * Performing staff orientation through proper planning of the staff onboarding process to ensure new staff members are comfortable in their workstations. * Assisting with staff performance evaluations including assisting with preparations for disciplinary and grievance hearings as necessary; * Organizing staff training sessions, workshops, and activities. * Facilitating the process of employee separation and conducting exit interviews. * Complying with approved human resource management policies and procedures, workflows, and templates and guiding line managers on the same. * Timely, accurate, efficient, and effective processing of HR transactions. * Computing and recording payroll data as scheduled and maintaining payroll records in compliance with state regulations; * Tracking payroll errors and resolving any identified errors by ensuring all necessary adjustments and corrections are made.
Quantitative Skills, Communications Skills, Entrepreneurship, Business Management, and HR units. Responsibilities H.O.D, Business Studies Department ASSISTANT DEAN OF STUDENTS