Head of People and Culture at Twiga Foods

ROLE SUMMARY

As Twiga Foods embarks on a significant transformation under the leadership of a new CEO, the Head of People and Culture plays a pivotal role in shaping the company’s future and people agenda. The successful candidate will be instrumental in driving organizational change, fostering a high performance culture, and attracting and retaining top talent.

Given the company’s context today, the role will entail structuring and deploying processes to transform the organization’s Human Resource function By aligning the people strategy with the company’s overall business objectives, the Head of People and Culture will contribute to Twiga Foods’ turnaround and emergence as a leading technology driven food supply chain company in Africa.

The role will be reporting directly to the CEO.

Role Location: Nairobi, Kenya

ROLE RESPONSIBILITIES

Develop and implement HR strategies aligned with the company’s strategic goals to foster a positive and productive workplace culture.
Oversee performance management processes, including goal setting, regular feedback, and performance reviews, to drive high performance and employee development.
Design and administer competitive compensation and benefits packages to attract, retain, and motivate top talent.
Lead the recruitment, onboarding, and talent management processes to build a high-performing workforce.
Cultivate strong employee relations by addressing concerns, resolving conflicts, and ensuring fair treatment of all employees.
Foster a positive, inclusive, and high performance culture that aligns with the company’s values and drives employee engagement.
Manage HR operations, including record-keeping, compliance, and risk management, to ensure efficiency and legal adherence.
Streamline HR processes and leverage technology to improve efficiency.
Identify and develop high-potential talent to ensure business continuity and future leadership.
Develop and manage HR budgets to optimize resource allocation and achieve strategic objectives.
Design and deliver effective training and development programs to enhance employee skills and career growth.
Build and lead a high-performing HR team, providing guidance, coaching, and mentorship.
Utilize data analytics to measure HR impact, identify trends, and make informed decisions to optimize HR strategies.

ROLE QUALIFICATIONS

Role Qualifications and Must haves:

Proven HR Leadership: Minimum of 5-10 years of progressive HR experience, ideally within a high-growth or transformative organization.
Strategic HR Partner: A strong ability to align HR strategies with overall business objectives, working closely with leadership to drive organizational success.
Culture Building: Experience in shaping and fostering a positive, inclusive, and high-performance culture that aligns with the company’s values and mission.
Process Improvement: Expertise in designing, implementing, and optimizing HR processes, including talent acquisition, performance management, compensation and benefits, and employee relations.
Compensation and Benefits: A deep understanding of compensation and benefits principles, including salary structuring, incentive plans, and equity compensation.
Performance Management: Proficiency in developing and implementing performance management frameworks, conducting performance reviews, and providing constructive feedback.
Talent Acquisition and Onboarding: Proven ability to attract, hire, and onboard top talent, creating a positive and engaging employee experience.
Legal and Regulatory Compliance: A solid knowledge of labor laws, employment regulations, and HR compliance best practices.

Skills and Competencies:

Strategic Leadership: Proven ability to lead HR initiatives and shape organizational culture.
Organizational Agility: Strong organizational skills, attention to detail, and the ability to meet deadlines in a fast paced environment.
Effective Communication: Excellent verbal and written communication skills to articulate complex ideas clearly.
Interpersonal Skills: Strong interpersonal skills and emotional intelligence to build relationships with diverse stakeholders, from senior leadership to frontline employees.
Analytical Mindset: A data-driven approach to decision-making, leveraging HR metrics to identify trends and insights.
Adaptability: Flexibility to navigate organizational change and thrive in dynamic environments.
Conflict Resolution: Proven negotiation and mediation skills to resolve disputes and maintain positive working relationships.
Commitment to high ethical standards and upholding organizational values.