Vacancies at Food For Education

About the Role

The Employee Experience Manager is a strategic leadership role that focuses on designing and implementing an attractive employee value proposition strategy (EVP) geared towards making Food For Education a great place to work.

Responsibilities

Employee Value Proposition Strategy

• Responsible for defining, implementing, and managing the organization’s EVP strategy to attract, engage, and retain talent.
• Design and articulate the organization’s EVP aligned to business goals, culture, and employee experience.
• Conduct research (internal surveys, focus groups, exit interviews, external benchmarking) to define what makes the organization unique as an employer.
• Ensure EVP reflects both employee expectations and organizational values.
• Work-Life Balance: Design programs and policies that support a healthy balance between professional and personal life leading to a highly productive and engaged workforce
• Ensure EVP is embedded in recruitment strategies to attract high-quality candidates.
• Partner with recruiters and hiring managers to communicate EVP consistently during the hiring process.
• Develop targeted campaigns for different talent segments (graduates, experienced hires, niche skills).

Employer Branding

• Translate EVP into strong employer brand messaging and campaigns.
• Collaborate with marketing, communications, and talent acquisition teams to showcase EVP on career sites, job descriptions, social media, and recruitment materials.
• Partner with external vendors or agencies to enhance employer brand visibility
• Diversity, Equity & Inclusion (DEI) Integration - Ensure the EVP reflects the organization’s commitment to DEI.
• Collaborate with DEI teams to build initiatives that resonate with diverse talent groups.

Culture Transformation Initiatives

• Design and drive the organization’s culture transformation roadmap aligned to business strategy and values.
• Define the target culture and develop actionable initiatives to close gaps between current and desired states.
• Facilitate workshops, listening sessions, and focus groups to capture employee feedback and foster ownership.
• Partner with HRBPs to ensure culture initiatives are integrated into onboarding, performance management, learning, and recognition.
• Champion employee well-being and inclusion as part of the culture shift.

Reward and Recognition 

• Oversee compensation frameworks, benefits programs, and non-monetary reward systems.
• Ensure pay and benefits are competitive, equitable, and aligned with market benchmarks.
• Regularly review reward structures to maintain fairness and compliance.
• Design and manage recognition programs that celebrate employee achievements, milestones, and behaviors aligned with company values.
• Drive adoption of peer-to-peer, manager-led, and company-wide recognition platforms.
• Promote inclusive recognition that reflects diverse employee contributions.

Employee Engagement and Communication

• Work with HR and business leaders to ensure the EVP is reflected throughout the employee lifecycle—from onboarding to retention.
• Champion initiatives that enhance employee well-being, career development, and recognition, ensuring they align with the EVP
• Lead employee engagement initiatives to align staff interests with business objectives, leveraging insights from employee engagement discussions to enhance engagement strategies.
• Ensure clear and effective HR communication, managing employee engagement campaigns and aligning them with global HR messaging.

Employee Policies and Procedures

• Actively review, update, and implement employee policies and procedures to ensure compliance and relevance.Conduct and manage workplace investigations in a fair, timely, and confidential manner
• Oversee the disciplinary process across the organization, ensuring consistency, fairness, and alignment with employee practices and legal requirements.
• Administer and track case management, ensuring timely resolution of employee issues and accurate record-keeping.
• Lead and manage the exit interview process, analyze feedback, and compile reports to provide insights for improving employee retention and workplace practices.

Does this sound like you? 

• Degree in Human Resources, Psychology, Business or any other related field
• At least 5 years of work experience, working preferably as an employee experience manager.
• Vast experience in employee experience, employee relations and engagement. 
• Proven expertise in aligning HR strategies with business objectives.
• Strong knowledge of employment legislation and best practices.
• Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives
• Strategic thinker with keen attention to detail and a strong ability to execute strategy.
• Solutions-oriented with a positive, 'can-do' attitude, able to prioritize tasks, and navigate shifting demands effectively
• Passionate commitment to F4E’s vision and values
• Collaborative mindset, a can-do attitude and the ability to work across departments effectively
• Strong analytical, written, and leadership skills with a focus on meeting deadlines.

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About the Role

The Associate Human Resource Business Partner (HRBP) is a role that focuses on aligning HR initiatives with the overall business strategy within the assigned cluster. The job holder shall act as a consultant and advisor to operational leaders on all people-related matters within the cluster/region. Additionally, the job holder shall be responsible for cascading HR initiatives across the business including talent management, performance management, and employee engagement.

Responsibilities

HR Guidance and Advisory

• Offer HR advisory and strategic advice to support the execution of business projects and organizational initiatives.
• Provide hands-on support to key people processes, including performance management, employee relations, talent development and change management.
• Foster strong relationships with stakeholders across the organization to deliver value-added HR services.
• Proactively communicate HR needs and solutions to the management and the broader HR department.
• Collaborate with HR Centers of Excellence (CoEs) and Shared Service Centers on key and strategic projects.
• As SME, provide guidance, coaching and training to other members of the People team, sharing expertise and best practices.

Talent Acquisition

• Candidate Sourcing: Assist in sourcing candidates and maintain an active pipeline/database of potential applicants 
• Schedule interviews and assessments with candidates and hiring manager
• Ensure accurate documentation of candidate progress throughout the recruitment process.
• Conduct pre-employment checks, such as reference verification and background screening
• Ensure recruitment activities adhere to company policies and relevant employment laws.

HR Operations & Compliance

• Responsible for overseeing various aspects of employee relations, labor relations and ensuring compliance with relevant employment laws and regulations.
• Ensure all staff contracting is done on a timely basis.
• Conduct sensitive workplace investigative interviews related to employee concerns and allegations of policy violations, interpersonal conflicts, and disciplinary matters.
• Oversee administrative policies and procedures, ensuring compliance with legal regulations and industry standards.
• Manage and oversee the process of employee payments within the company. 
• Ensure that employees are paid correctly and on time, contributing to employee satisfaction and organizational compliance.Maintain timesheets and attendance records for all employees, compile and share on a daily basis.
• Share attendance reports on daily basis
• Identify OSH needs through regular safety inspections and support follow-up actions and ensure completion of corrective measures.
• Support the Health and Safety function in closing all OSH audit gaps identified within the region
• In conjunction with the OSH function, coordinate training and sensitization exercises to ensure compliance (e.g., fire safety, first aid, PPE usage).
• Assist with the documentation and tracking of workplace incidents, near misses, and hazards.
• Leave Management - Keep track of leave liability, advise operations and HR leadership on leave schedules to ensure compliance to leave policy
• Disciplinary Process - Handle end to end disciplinary process from issuance of showcause, hearing process and verdict process
• Grievance Process Management - Handle all employee grievances emanating from the staff in accordance with grievance management process
• Conduct training and sensitization to staff on F4E policies and track compliance to policies
• Engagement discussions - conduct townhalls, one on one sessions etc to identify engagement levels, gather feedback and action points

Contracting

• Onboarding: Prepare onboarding documents and issue employment contracts after approval by the Manager, HRBP
• Ensure all statutory information (ID, NSSF, SHA, KRA PIN, BIO-Data) is gathered at the point of onboarding and ensure 100% compliance.
• Maintain up-to-date records of contracts and ensure timely renewals or terminations.
• Ensure 100% compliance with contracting.
• Offboarding: Ensure proper procedures are followed when contracts end or staff is terminated
• Plan and facilitate staff onboarding in span - Conduct onboarding training on company policies and regulations

Payroll Management

• Prepare payroll inputs using the assigned format 
• Ensure 100% accuracy on all payroll data that is submitted
• Timeliness: Ensure payroll data is submitted on timely basis in accordance with the payroll cycle
• Handle of payroll queries emanating from the staff and in addition conduct sensitization of payslip awareness - SHIF, NSSF, AHL, PAYE etc.

Employee Engagement and Communication

• Lead employee engagement initiatives to align staff interests with business objectives, leveraging insights from employee engagement discussions to enhance engagement strategies.
• Ensure clear and effective HR communication, managing employee engagement campaigns and aligning them with global HR messaging.

Reporting

• Submit weekly field visit reports in the prescribed format.
• Prepare and deliver ad hoc HR reports as required.
• Generate and share route planning reports to support operational efficiency.
• Compile and present comprehensive monthly HR reports to inform decision-making

Does this sound like you? 

• Degree in Human Resources, Psychology, Business or any other related field
• At least 3-5 years of work experience, working preferably as a HR Business Partner.
• Vast experience in HR operations & employee relations. 
• Proven expertise in aligning HR strategies with business objectives.
• Strong knowledge of employment legislation and best practices.
• Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives
• Strategic thinker with keen attention to detail and a strong ability to execute strategy.
• Solutions-oriented with a positive, 'can-do' attitude, able to prioritize tasks, and navigate shifting demands effectively
• Passionate commitment to F4E’s vision and values
• Collaborative mindset, a can-do attitude and the ability to work across departments effectively
• Strong analytical, written, and leadership skills with a focus on meeting deadlines.

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About the Role

The Learning and Development Manager is a strategic leadership role that focuses on driving the organization’s learning culture by designing, implementing, and evaluating training and development programs that enhance employee skills, performance, and career growth. This role aligns talent development initiatives with business objectives to build organizational capability, improve employee engagement, and support succession planning.

Responsibilities

Learning Strategy & Planning 

• Building workforce capability, fostering employee growth, and ensuring organizational competitiveness through effective learning strategies
• Implement learning and development initiatives: Plan, coordinate, and deliver L&D initiatives which may include training sessions, workshops, and offsites to teammates at various levels and departments.
• Design and coordinate offerings such as leadership coaching, technical skill-building, and other role-based development experiences
• Manage and Operationalize Competency Frameworks - Maintain and evolve our competency frameworks to make sure they are clear and relevant  
• Integrate competencies into learning journeys, performance management, and professional development initiatives.

Training Design & Delivery

• Develop learning materials and resources: Create and update training materials, including presentations, handouts, online modules, and multimedia content, ensuring they are up-to-date, relevant, and engaging. A full understanding of the various business units and their specific training requirements is required.
• Design, implement, and manage learning programs (classroom, virtual, e-learning, blended).
• Partner with subject matter experts to create content that is relevant, engaging, and impactful.
• Manage the roadmap for developing new curriculum content, including planning, drafting, testing, and refining as needed 
• Deliver and facilitate trainings, pilot new programs and iterate based on feedback and data
• Adapt existing content into clear, practical learning programs tailored to different roles, professional phases, and teams 
• Choose and manage the right learning platform to deliver content effectively at scale 
• Stay up-to-date with industry trends: Continuously research and stay informed about the latest learning and development trends, changes in learning theory, methodologies, and technologies to ensure training programs are innovative and effective. 
• Make recommendations to the business on keeping abreast of industry changes and trends.
• Utilize technology for learning: Leverage learning management systems (LMS) and other e-learning platforms to deliver online training modules and track employee progress and completion.
• Organize, update, and maintain a centralized, accessible library of learning materials, templates, and resources.

Leadership Development Programs

• Identify current and future leadership gaps through skills assessments, and organizational strategy reviews.
• Program Design for Leadership development programs tiered to match career stages: Emerging Leaders / First-time Managers, Mid-level Leaders, and Senior Leaders / Executives.
• Management Trainee Programs - develop MT Programs designed to attract, train, and prepare young professionals for future managerial or leadership roles within the organization.

Evaluating Training Programs Effectiveness

• Partners with operational leaders to assess if employees demonstrate effective technical and leadership skills.
• Reporting: Generate reports and metrics to track and measure the effectiveness of learning and development initiatives. Make improvements based on the data outcomes to help teammates make the most of learning opportunities.
• Measures transfer of learning from training courses to the operation.
• Evaluate learning and development effectiveness: Manage the L&D data analysis and determine the effectiveness of L&D initiatives. 
• Conduct thorough assessments and evaluations of L&D programs, collecting feedback from participants and stakeholders to measure the impact and effectiveness of the initiatives. Make improvements based on the data outcomes.

Managing Training Budgets

• Participates in the development of the Training budget as required.
• Manages budget in alignment with Human Resources and property financial goals.
• Manages department controllable expenses to achieve or exceed budgeted goals.
• Budget Coordination: Oversee the learning and development budget, ensuring resources are allocated effectively and efficiently. 

Does this sound like you? 

• Degree in Human Resources, Psychology, Business or any other related field
• 5–7 years of experience in L&D, or organizational development, with at least 2 years in a leadership role.
• Instructional Design: Proven ability to create engaging, effective learning programs grounded in adult learning principles. 
• Project Management: Highly organised with the ability to manage multiple learning initiatives, collaborators, and deadlines simultaneously.
• Proven track record in designing and implementing successful learning and leadership development programs.
• Experience managing Learning Management Systems (LMS) and e-learning solutions.
• Strong understanding of adult learning principles, instructional design, and training evaluation models
• Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives
• Strategic thinker with keen attention to detail and a strong ability to execute strategy.
• Solutions-oriented with a positive, 'can-do' attitude, able to prioritize tasks, and navigate shifting demands effectively
• Passionate commitment to F4E’s vision and values
• Collaborative mindset, a can-do attitude and the ability to work across departments effectively
• Strong analytical, written, and leadership skills with a focus on meeting deadlines.

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About the Role

The Talent Acquisition Manager is a strategic leadership role that focuses on developing and executing recruitment strategies to attract, assess, and hire top talent in line with the organization’s workforce needs. The role oversees the full recruitment lifecycle, manages employer branding initiatives, and partners with business leaders to ensure a seamless, fair, and efficient hiring process.

Responsibilities

Strategy & Planning

• Develop and implement talent acquisition strategies that align with the organization’s growth plans and workforce requirements.
• Partner with senior leadership and HR to forecast hiring needs and create workforce plans.
• Partner with hiring managers to understand role requirements and design effective recruitment strategies.
• Implement inclusive hiring practices to attract and retain diverse talent.
• Monitor recruitment processes to ensure fairness and compliance with DEI commitments.

Recruitment Lifecycle Management

• Oversee the end-to-end recruitment process, from job requisition to onboarding.
• Ensure consistent and high-quality candidate experiences throughout the recruitment cycle.
• Manage applicant tracking systems and recruitment tools to maintain accurate and efficient workflows.
• Continuously review recruitment policies, procedures, and tools to enhance efficiency.

Team Leadership

• Lead, coach, and develop the talent acquisition team to meet hiring goals.
• Allocate workload and provide guidance to ensure timely delivery of recruitment needs.

Employer Branding

• Drive employer branding initiatives to position the company as an employer of choice.
• Collaborate with marketing and communications teams to promote the Employee Value Proposition (EVP) through social media, career pages, and recruitment campaigns.

Reporting 

• Leverage data and analytics to drive improvements in time-to-fill, cost-per-hire, and quality-of-hire.
• Provide regular updates and reports on recruitment metrics to leadership and HR teams.

Vendor & Partnership Management

• Manage relationships with external recruitment agencies, job boards, and other talent acquisition partners.
• Negotiate contracts and monitor vendor performance.

Does this sound like you? 

• Degree in Human Resources, Psychology, Business or any other related field
• At least 6 years of work experience, working preferably in Talent Acquisition.
• Strong understanding of recruitment best practices, employment law, and HR compliance.
• Experience using Applicant Tracking Systems (ATS) and HRIS platforms.
• Demonstrated success in developing employer branding initiatives.
• Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives
• Strategic thinker with keen attention to detail and a strong ability to execute strategy.
• Solutions-oriented with a positive, 'can-do' attitude, able to prioritize tasks, and navigate shifting demands effectively
• Passionate commitment to F4E’s vision and values
• Collaborative mindset, a can-do attitude and the ability to work across departments effectively
• Strong analytical, written, and leadership skills with a focus on meeting deadlines.

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About the Role

The Senior Manager, Talent Development & Performance Management is a strategic leadership role responsible for overseeing key pillars of talent acquisition and development, performance management, learning and development, and employee experience.

The role focuses on cultivating a high-performance culture, enhancing organizational talent capabilities, and driving employee engagement and satisfaction. Additionally, the job holder will be responsible for cascading initiatives developed under these pillars across the organization, ensuring alignment with both the long-term business strategy and the overarching HR strategy.

Key Duties & Responsibilities

Performance Management:

• Design and implement a performance management framework aligned with the organizational strategy, ensuring performance goals are effectively cascaded across all levels of the organization.
• Train employees and create awareness of the performance management framework to promote consistent understanding and application.
• Manage critical stages of the performance cycle, including goal setting, mid-year reviews, and end-of-year evaluations.
• Extract insights from performance data to inform continuous improvement of both the performance process and overall organizational strategy.
• Collaborate with managers to develop performance strategies that support employee growth, foster development, and encourage a high-performance culture.
• Design and implement reward and recognition programs linked to performance outcomes to reinforce a performance-driven culture.
• Provide regular reports to the leadership team throughout the performance cycle to support data-driven decision-making and related strategic initiatives.
• Analyze performance data to identify trends, highlight strengths, and uncover areas for improvement

Talent Acquisition and Development

• Design and implement a Talent Management Framework aligned with organizational needs, with a focus on talent attraction, development, retention, and long-term capability building.
• Conduct talent assessments to evaluate employee skills, competencies, and potential using appropriate tools, and identify gaps between current capabilities and future workforce requirements.
• Develop a competency framework that clearly defines and communicates the organizational capabilities required for success.
• Lead the Individual Development Planning (IDP) process by creating personalized development plans that incorporate career aspirations, development goals, and targeted learning activities.
• Design and implement leadership development programs tailored to various leadership levels, including emerging leaders, mid-level managers, and the senior leadership team.
• Develop a competency model aligned with the organization’s development agenda, covering behavioral, technical, and leadership competencies.
• Identify critical roles for succession planning and manage the High Potential (HiPo) Program to ensure a robust leadership pipeline for future needs.
• Facilitate and oversee coaching and mentoring programs to support employee development and performance.
• Monitor the progress and impact of management development initiatives and adjust strategies as needed to ensure effectiveness.
• Collaborate closely with the People & Culture team to ensure that all talent development initiatives are fully aligned with the broader HR and organizational strategy.

Learning and Development:

• Collaborate with the Learning and Development Manager to define and implement a learning and development strategy aligned with the organization's overall organizational development goals.
• Oversee training needs assessments to identify skill and knowledge gaps across the organization.
• Lead the design, development, and implementation of comprehensive training programs that cater to employees at all levels.
• In consultation with the L&D Manager, source reputable external training providers to ensure high-quality learning experiences.
• Develop an annual training work plan and budget in collaboration with the Learning and Development Manager.
• Provide regular reports on the effectiveness and impact of training programs and employee development initiatives, including analysis of return on investment (ROI).
• Monitor and report on the utilization of the training and development budget, including impact assessments of training activities.

Employee Engagement:

• Collaborate with the employee experience function to define the employee value proposition pillar and cascade the across the organization
• Contribute to the development of programs that recognize and reward employee achievement.
• Oversee the development and implementation of the employer branding strategy.

Desired Candidate Profile

• Bachelor’s degree in Human Resources. 
• Member of the Institute of Human Resource Management.
• 8 years experience in HR with a specialization in performance, talent development or  learning and development.
• Strong knowledge of competency framework, performance frameworks and talent development.
• Strong analytical skills and experience with performance data analysis.
• Proficiency in HRIS and performance and learning management systems.
• Knowledge of HR practices.
• Excellent verbal and written communication skills.
• Excellent computer skills.
• Ability to interact effectively with staff at all levels of the organization.
• Excellent interpersonal skills.
• Critical thinking and problem-solving skills.
• Attention to detail.