Sales Director - EABL

Context/Scope:

EABL operates within a multi cultural, multinational, multi currency environment. EABL comprises four business units: KBL, EAML, CGI and UBL. KBL is further categorized into Demand and Supply. The Supply business is involved in production of beer and spirits. The Demand business is involved in marketing and pushing the product to consumers.

This role is located within the Demand Sales business. The Sales Director is a member of the KBL board of Directors based in Nairobi and is responsible for delivering 100% of KBL’s volume, with key influence on volume/profit, directs sales operation of c.130 people, is office & field based and has key contact with Distributors owners/senior/middle management.

The Sales Director works 60% office 40% field across all regions, long travelling time and frequently away from home overnight. The job holder works within parameters agreed by KBL board and Managing Director, KBL, agrees working parameters with FSM, regional & operations management, is the internal liaison with all EABL/KBL departmental heads and has a high level of cross functional support.

The job holder works closely with CEO’s and senior management of distributors, retail chains, retailers and other major companies.

Leadership Responsibilities:

The Sales Director heads the sales team and is responsible for setting and executing the overall sales strategy to ensure achievement of key performance indicators.

Purpose of Role:

To define and gain Board agreement for the Company sales strategy that achieves effective implementation of the KBL marketing plan. To direct, control, motivate, lead and train the KBL sales operation to achieve agreed sales, distribution, market share and performance objectives through the effective management of both Distributor and Retail sales operations.

To create and manage an organization through which plans and programmes are implemented to the highest standards (Be the Best). To specify the methods, technology and resources by which the KBL sales strategy is to be achieved.

TOP 3-5 Accountabilities:

•Achieve profit, volume, KPI objectives; contribute towards the planning, implementation, review and re-planning of the KBL strategic plan.

•Define clear objectives, tactics and plans to manage the achievement of our sales strategy and the effective execution of the KBL marketing plan.

•Ensure that sales training and personal development programmes are up to date and reflect the needs of individuals.

•Ensure appropriate action taken for Individuals who show potential, people who are in roles for which they are not suited and poor performers as well as complete PMS for each direct report and ensure completion for full sales team.

•To take proactive action to minimize the potential for fraud within the sales division.

•Manage the KBL sales operation through a team of on trade, off trade, operations and commercial management to manage the Distributor strategy to plan and ensure a Distributor audit strategy is implemented by Regional and Distributor management.

•Ensure compliance with safety requirements at the work environment.

Qualifications and Experience Required:

•Bachelors Degree in Business Administration or related field

•Masters degree in Business Administration

•Experienced all round manager with at least seven (7) years senior man-management experience.

•Successful track record with a sound knowledge of both sales and marketing with an excellent understanding of NPD, Distribution, Sales forecasting, Pricing, Advertising and sales promotion, Public relations and Marketing planning and control.

Apply Now

Head HR Service Delivery, East Africa - Standard Chartered Bank

Job ID: 377169

Job Description

Accountable for day-to-day management and oversight of HR Service Delivery (HRSD) across the designated region, driving seamless operational execution and aligning “core” people services to deliver outstanding customer experience and create capacity for HR to drive business performance 

The accountabilities of the role span: 

(i) strategy 

(ii) operations management (including payroll, pensions and benefits administration) 

(iii) service delivery optimisation 

(iv) policy and process development, deployment and management

(v) HR risk, governance and compliance 

(vi) HR budget management 

(vii) Shared Service Centre and vendor management

(viii) people management 

Key measures include the achievement of: 

• Operational targets and KPIs (time, cost, quality, governance) 
• Budget and people objectives 
• Compliance with regulatory requirements and internal policies, procedures, limits and other controls 
• Well controlled or acceptable audit results

Key Roles & Responsibilities

OPERATIONS MANAGEMENT 

• Ensure full alignment to the Group HRSD strategy and target operating model across designated region 
• Accountable for end to end HR operations across the designated region, optimising delivery to achieve time, cost, quality and governance KPIs 
• Manage and oversee (end-to-end) payroll, benefits and pensions processes, functions, delivery and cost, including complex query / problem resolution 
• Partner with the Product (Specialist and Operations) teams to ensure seamless delivery of products and processes 
• Double hat as the (Country) Head, HR Service delivery for the regional hub 
• Design, develop, implement and review regional / local processes.  Ensure all HR processes are managed efficiently, effectively and consistently, and are thoroughly documented, aligned to global departmental operating instructions 
• Drive productivity and service improvement programmes, taking into account customer experience, frontline effectiveness, operational risk and costs 
• Identify opportunities to drive simplification, efficiency, effectiveness, stability and optimisation, through standardisation, centralisation, straight through processing, automation etc  maximising flexibility, minimising handover points and reducing cost (without compromising controls) 
• Assess whether there’s a global, regional or local impact and respond accordingly 
• Set clear direction for the team and implement a robust tracking, reporting and escalation framework that includes clear metrics, KPI reporting/analysis, and reviews: 
• Analyse dashboards, metrics and reporting to track progress, identify and prioritise issues, benchmark performance, develop forecasts, etc 
• Provide regular updates to key stakeholders, promptly escalating key risks and issues 
• Develop and manage the (HR) production schedule for the region 
• Ensure the delivery of all HRSD projects within specified scope, cost, resource and time constraints, with effective reporting in place throughout each project 
• Use data and factual evidence to drive and underpin day-to-day management actions and decision-making (including driving compliance, identifying opportunities for improvements and driving for gap resolutions) 
• Deliver management reports (including status reports) on time, and to the required quality 
• Drive continuous improvement in the accuracy, integrity and timely input of data into relevant (HR) systems including PeopleSoft, Phoenix and Optial 
• Work with the relevant stakeholders to develop, manage and secure approvals for any locally required system changes 
• Provide HRSD expertise on regional / local HR projects and initiatives as required, including mergers and acquisitions 
• Provide ad hoc support to the Head, Country HR Service Delivery, as required 

SHARED SERVICE CENTRE AND VENDOR MANAGEMENT 

• Ensure robust governance is in place around all HR processes migrated to the HR SSC or outsourced to third party vendors, with documented service levels in place for each migrated / outsourced process 
• Actively manage and continually develop the relationship with the HR SSC and third party vendors, with a view to increasing global operational efficiencies 
• Provide guidance and expertise to the HR SSC teams in the execution of the operational aspects of HR products and services, ensuring: 
• Training is provided by the relevant (local / global) specialists, as required 
• Improvements are driven in partnership with the relevant stakeholders and through knowledge and query management processes (e.g. AskHR) 
• Drive manager and employee self service for resolving HR-related queries across the region, partnering with AskHR to drive the effective resolution of queries in a fast, convenient and accurate way, ensuring a credible alternative to face-to-face contact 
• Content owner of the HRSD related AskHR knowledge management libraries for the region 
• Manage HRSD related vendors across designated region (including benefits and payroll providers) in line with the global vendor management framework 
• Partner with the Head, HR Vendor Management (as applicable) to monitor and manage performance against established SLAs, with regular performance reviews to highlight and address areas of concern (managing exceptions, challenging behaviours and implementing consequences), and ensure the provision of quality, cost efficient services that meet business needs 

RESOURCE MANAGEMENT 

• Monitor and manage HRSD team capacity  and develop a forward looking resource plan  to optimise resource usage across the region 
• Report performance to the Head, Country HRSD through quarterly performance cost management track reviews, providing shrewd insights behind the results 
• Deliver the HRSD budget (tracking and reconciling financials on a regular basis), creating capacity for key business priorities 
• Support the Regional Head, HR in proactively managing the overall HR budget and reconciliation process across designated region, ensuring the region meets its (stretch) cost targets/forecasts: 
• Prepare annual budget and quarterly forecast submissions; closely monitor / track actuals vs budget and forecast 
• Reconcile financials (manage recharges; general ledger matters; accrual and prepayment accounts; vested benefits for terminated employees, etc) 
• Highlight areas of surplus and concerns, initiating actions required to meet (stretch) budgetary requirements / targets 

CUSTOMER EXPERIENCE AND RELATIONSHIP MANAGEMENT 

• Provide advice to senior stakeholders, working with them collectively and individually to resolve complex operational issues and drive solutions that meet business needs, delivering a differentiated service to address the specific needs of key customer groups 
• Increase the credibility and profile of HRSD. Foster strong, collaborative relationships with internal and external stakeholders, providing regular updates to achieve desired outcomes: 
• Increase stakeholder awareness of what the HRSD team offer and need in return 
• Deliver high levels of sponsorship, engagement and collective understanding, turning leaders into advocates of HRSD 
• Manage change to facilitate team, HR and business readiness for (and full implementation of) new processes 
• Manage expectations when unusual variations in workflows or resource availability impact ability to meet SLAs 
• Oversee the effective resolution of complaints.  Senior point of escalation for complex queries / operational HR matters.  Exercise sound commercial judgement, responding to and resolving (the root cause of) issues appropriately 
• Contribute to the proactive and visible leadership of HRSD across the Bank, representing the region in forums and initiatives as required, including (but not limited to): the local Functional Operational Risk Committee; the HRSD Performance Management Committee; HR Production Call 
• Pathological collaboration to deliver coordinated, integrated, end-to-end processes and solutions: 
• HR teams (including but not limited to): Country HR: Shared Service Centre; Group HR Risk; HR Analytics; Product Operations; Talent Acquisition; International Talent Deployment; Performance, Rewards and Benefits; Talent & Learning; Strategic HR Initiatives & Change Management 
• Other internal teams (including but not limited to): Finance; Global Sourcing; GTO; Company Secretariat (Non-Executive Directors) 
• External: external auditors; regulatory bodies and government agencies (e.g. Social Security, tax etc)

PEOPLE MANAGEMENT 

• Build a world class HRSD team, broadening and deepening the overall talent (and succession) pipeline 
• Manage employee engagement, development, succession and retention day-to-day 
• Deliver strategic people priorities, ensuring the team’s structure, bench-strength and people programmes are appropriate for the delivery of strategies and plans 
• Drive and embed a strong performance and risk management culture through inspiring, motivating, and rigorous management discipline 
• Role model and drive the right team behaviours (including regional and global collaboration) to optimise operational excellence and customer focus 
• Build the regional hub into a centre of operational excellence, setting the standards for others to follow, sharing best practice, lessons learned, knowledge and expertise 

GOVERNANCE, RISK MANAGEMENT AND CONTROL 

• Support the Regional Head, HR in overseeing, directing and proactively managing day-to-day people risk, governance, compliance and regulatory reporting, ensuring (in collaboration with other HR teams) that the Risk Management Framework is fully embedded across designed region, including (but not limited to) ensuring: 
• All material risks are identified, assessed, mitigated, controlled, monitored and reported in an appropriate and timely manner 
• A proactive risk identification framework is in place to highlight early signs of process failures  
• Timely, accurate and comprehensive operational risk and loss tracking, reporting and escalation is in place 
• Clear lines of control and delegations of authority are in place 
• Agreed service deliverables are met without compromising on accepted and agreed risk parameters 
• Risk / return and control cost / benefit decisions are made transparently, on the basis of proper assessment, in accordance with the Group’s risk appetite 
• Operational risks for new products / processes are identified and understood, with appropriate controls put in place, prior to launch 
• Key risk control standards (KCS), key risk indicators and key control indicators are designed, agreed and embedded for all key HR processes 
• Control effectiveness is regularly assessed (including control sample testing), with results, findings and exceptions managed and reported to the relevant parties 
• Support the Regional Head, HR in running the regional HR Functional Operational Risk Committee (FORC), ensuring end-to-end governance oversight over operational risk management: 
• Drive the agenda (ensuring adequate coverage of core processes) 
• Analyse and consolidate the regional risk registers; OR Profile; loss and risk reporting, etc 
• Ensure robust discussion in the meetings, with robust follow-through on actions to mitigate identified operational risks and audit / assurance failures 
• Escalate issues as required, ensuring effective communication is in place between the FORC, CORC, PGCs and HRRC 
• Lead reviews at the country/regional level (or participate in reviews driven by the Group/Functional level), including: (1) risk based process reviews on critical processes (2) reviews based on thematic risks (3) reviews to provide validation assurance 
• Proactively engage with audit on potential risk exposures.  Co-ordinate / supervise all (HR related) internal operational, regulatory and external audit requests (and assurance / peer reviews) across designated region, ensuring they are appropriately managed, reported and followed up (including sharing findings / lessons learned) 
• Ensure all HR policies, procedures and practices: are (and remain) firmly embedded across the region; comply with Group and local regulatory requirements; reflect best practice; and are regularly reviewed in line with the Bank’s governance framework.  Identify and lead the development of any specific local HR policies and procedures; and manage / provide input to any HR policy dispensations requested for the region 
• Manage the regional HRSD Risk Register, ensuring all country HRSD risk registers are in place across designated region 
• Ongoing monitoring of trends and developments, anticipating changes in regulatory, legislative and internal requirements (in conjunction with country Legal & Compliance).  Communicate and manage any internal impacts (to policies, processes etc) on a timely basis, ensuring HR remains fully compliant 
• Ensure HR team members are suitably trained on operational risk 
• Ensure effective HR Business Continuity plans are in place and understood across designated region, enabling critical activities to continue in the event of a crisis.  Validate / test the plan and continuously monitor for any changes that may impact the integrity of the plan, amending / updating the plan as required

Qualifications & Skills

• Degree from a recognised University 
• Proven leader with demonstrated strengths and in-depth experience in coaching, managing and engaging a cross-border team 
• Has held a senior operations leadership position in a large, international, blue-chip business, with demonstrated success in 
• Designing and leading effective change in processes / practices / projects, delivering improvements in efficiency, effectiveness and simplification 
• Adept at prioritising extensive and complex sets of issues, assessing risk and appropriate levels of return 
• Sound financial analysis and management experience, including proven experience in handling significant / complex budgets and strong analytical skills 
• Adept at working across a complex matrix organisation  strong consultative and negotiation skills combined with the ability to successfully manage internal politics and adapts to different cultural styles 
• Results-oriented.  Proven ability to manage numerous conflicting priorities, adapt rapidly and work well under high pressure in a fast-paced environment, while providing a quality customer service 
• Knowledge and understanding of relevant (employment) legislation across several different countries (within the designated region) 
• Excellent (verbal and written) communication and influencing skills, combined with a proven ability to effectively challenge to deliver business results 

Desirable 

• Understanding of and successful track record in applying continuous improvement methodologies (e.g. Six Sigma) including metric frameworks and reporting 
• Certified Payroll Professional (CPP) 
• Enterprise and application knowledge and experience including PeopleSoft HR - 
• Advanced MS Excel skills 
• Experience in and / or good general knowledge of the Financial Services industry 
• Working knowledge of the Bank’s client groups, structure and operations

Apply Now

Software Applications Developer/Programmer - Standard Chartered Kenya

Job ID: 377402

Job Description

The Software Applications Developer/Programmer will provide the organisation with timely, accurate analysis, business performance charts and profiles on the landscapes that influence the business growth. He/She will build software tools that will collect and analyse data and input from multiple external and internal sources and organise it into actionable business information. Working individually and within teams, the Programmer will develop software solutions and conduct assessments on key business automations within Consumer Banking.

Key Roles & Responsibilities

• Design, develop and test the in-house software solutions. 

• Assisting Business Analysts and Software Architects converting business requirements into system solutions. 

• Develop innovative, reusable Web-based tools. 

• Convert software specification requirements into appropriate programming languages. 

• Assist with system testing and user acceptance testing.

Qualifications & Skills

• Bachelor's Degree preferably in Computer Science or Information Technology. Your programming experience must cover exhaustive skills in systems development with a commercial (rather than academic) bias. 

• Should have a minimum of 3 years experience with at least 2 years of intensive and demonstrated programming with reliance on experience and judgment to plan and accomplish goals. 

• Extensive knowledge of data processing and proven relational database experience using but not limited to SQL Server as the database engine is compulsory 

• A solid grounding in all the development areas of at least one programming language which has lead to tangible results. 

• Good working knowledge skills with Microsoft Office Products. 

• Strong analytical and problem solving skills. 

• Proven ability to be flexible and work hard, both independently and in a team environment, in a high pressure on-call environment with changing priorities. 

• Willingness to work occasionally outside of normal business hours. 

• Experience and Knowledge with Java or V.B, Unix, SQL, Sybase/Oracle, XML will be an added advantage

APPLY NOW

Monitoring and Evaluation Advisor - US Embassy

The Centers for Disease Control and Prevention (CDC) Nairobi has an opening for the position of a Monitoring and Evaluation Advisor. The position will be available immediately. Closing date for this position is April 24, 2013.

Minimum Requirements

NOTE:  All applicants must address each selection criterion detailed below with specific and comprehensive information supporting each item. 

• A Master’s degree in public health, epidemiology, surveillance, monitoring and evaluation or a numerate subject is required.
• Minimum 3 years of experience working as an M&E officer in a health/medical research organization, university or public health program implementing agency, preferably in developing countries is required.  Must have experience with HIV/AIDS programs or related health service programs.
• Level IV (fluent) English ability and Level IV (fluent) Kiswahili is required.  
• Must have strong quantitative and analytical skills, verbal skills and ability to communicate technical information clearly and effectively to both technical and non-technical colleagues.
• Proficiency in MS-Office applications is required.

Job Specification

The Monitoring and Evaluation (M&E) Advisor serves as the HIV/AIDS Subject Matter Expert (SME) for monitoring and evaluation of HIV/AIDS programming, which requires the incumbent to have outstanding technical skills in M&E of HIV/AIDS programs, Government of Kenya’s (GOK) national M&E framework and its priorities, as well as situational assessment and interpretation skills, timely decision making ability, judgment in planning and carrying out tasks, and strong interpersonal and teambuilding skills. The incumbent is expected to possess good understanding of the US President’s Emergency Plan For AIDS Relief (PEPFAR) and requirements regarding all aspects of planning, monitoring and evaluation. 

The Monitoring & Evaluation Advisor will function as part of the USG Country Strategic Information (SI) team and will oversee CDC implementing partners’ annual planning, target setting, collection and collation of high quality data as well as reporting. S/he will work towards translating M&E and other strategic information into improved PEPFAR programming and delivery of services, contribute to a single national M&E system in Kenya, and strengthen systems and capacity among CDC partners receiving PEPFAR funding to collect, manage, and use quality M&E data to inform program and policy in the national response to HIV and AIDS. S/he will work closely with GOK counterparts to develop new M&E tools and review existing ones. 

MAJOR DUTIES AND RESPONSIBILITIES

A. CDC/DGHA partners M&E Activities (65%) The incumbent will work closely with CDC technical staff and the USG SI team members to plan and monitor all PEPFAR activities across HIV/AIDS technical areas to ensure that data generated by M&E and other SI systems are useful and used for program planning, policy development, advocacy, and program evaluation. S/he is expected to understand and contribute to programmatic activities supported by partners across the country. 

1.  Systems Strengthening/Partner Capacity Building: Facilitate work with all CDC funded partners, including NGOs, CBOs/FBOs and NASCOP to strengthen their M&E capacity and address sustainability for M&E. There will be an increased focus on technical assistance to the government partners to help build their capacity to do this important work with an eye toward sustainability.

 2. Coordination for M&E:  Facilitate work with USG Country PEPFAR SI Team members to provide relevant technical support to the ongoing implementation and enhancement of the National HIV/AIDS M&E Framework including assessing progress and reporting on HIV/AIDS programs in Kenya; support national work on the “Three Ones”; work closely with the Government of Kenya (GOK) officials. 

3.  Review CDC HIV/AIDS implementing partners’ workplans and quarterly reports. 

4.  Work with CDC technical staff to develop and review Quality of Service (QoS) indicators to complement the standard PEPFAR and GoK indicators. The incumbent will work with a contractor or CDC staff in ensuring that targeted health facilities collect data correctly and in a timely manner. S/he will use this and data from other sources to prepare epidemiologically useful reports that partner, program managers and policy makers use to assess the impact of interventions and improve program management. S/he will facilitate the generation of timely quarterly or bi-annual feedback to partners and health facilities. 

5.  Participate in/support Operational Research/Public Health Evaluation: Work closely with USG Country PEPFAR SI team, HHS/CDC technical staff and implementing partners to carry out relevant operational research and public health evaluation projects. Provide assistance to HHS/CDC partners on mutually identified critical operational research and/or targeted public health evaluation questions, and help disseminate findings to the broader community.  

6.  Monitor activities undertaken by implementing partners; track progress against program descriptions; oversee the formulation and implementation of workplans; assess progress and barriers to achievement; recommend action for improvement or modifications to address problems; and document and highlight results. 

7.  Provide support for evaluating selected HIV/AIDS activities by ensuring that performance monitoring systems are in place and in line with Office of the Global AIDS Coordinator (OGAC) guidance. Take part in review and approval of annual work plans and quarterly reports of HHS/CDC partners. 

B. Country Operation Plan (COP) Process and PEPFAR Reporting (25%). 

Provide data for portfolio reviews and evaluation of partner performance. 

1.  Country Operation Plan (COP) Development:  Work closely with CDC’s Division of Global HIV/AIDS (DGHA) technical staff and the USG Country PEPFAR SI Team members to ensure systems are in place for partners receiving PEPFAR funding to plan and monitor programs for PEPFAR requirements. Specific roles will include reviewing partner targets within program areas, and taking into account the PEPFAR contribution to the national targets in response to the HIV/AIDS epidemic. Participation in the Inter-Agency Technical Team (ITT) and/or PEPFAR Inter-Agency Team (PIAT) is expected. The incumbent is expected to provide all the required data from various sources such as PEPFAR five-year plan, the Kenya National M&E framework, Kenya National AIDS Strategic Plan (KNASP), previous PEPFAR reports and other GOK sources, for the development of the annual COP. The incumbent will build CDC implementing partner capacity and government partner capacity to respond to planning and reporting requirements, review and assess their targets, track the progress of results achieved by all partners against their targets, track overall progress in achieving the PEPFAR goals, and, when needed, recommend adapting targets to be consistent with appropriated budgets, country constraints, and new opportunities. 

2.  Program Monitoring and Reporting:  Be responsible for the timely compilation and reporting of indicators for monitoring the progress of the PEPFAR for all partners receiving funding through CDC. The incumbent will work closely with the implementing partners to ensure the PEPFAR SI/M&E requirements are met on a timely basis (e.g., target setting for the COP); activity development for SI program area in the COP, semi-annual progress report, annual progress report, 5-year strategic plan,  and coordinate responses to CDC ESI Branch Chief.  

3.  Document activities of CDC-supported implementing partners: establish routine communications, conduct site visits and inspections – including Data Quality Assessment (DQA), maintain up-to-date information and files on the status of partner activities, resources and work plans. 

C. Management and Technical Oversight of CDC/DGHA HIV/AIDS Partner Organizations (10%): 

1. Serve as the program officer for CDC supported grants, cooperative agreements, and contracts and ensure that all necessary documentation is prepared and all CDC regulations and procedures are followed.

2. Provide management and technical guidance and leadership to the implementing partners who carry out activities within the CDC’s HIV/AIDS portfolio.

3. Ensure that documentation of CDC/DGHA activities are prepared and submitted in a timely fashion.  

Apply Now