Smart Applications is looking for a HRBP - Performance Management & Culture, Kenya, & Emerging Markets.

Key responsibilities and accountabilities:

1. Performance Management and Productivity Leadership

Lead the design, governance, and continuous improvement of the enterprise performance management framework.
Ensure that corporate objectives cascade into departmental goals and individual performance targets.
Oversee the performance management cycle including goal setting, reviews, calibration, and evaluation processes.
Strengthen leadership accountability through structured performance discussions and evidence-based decision making.
Integrate performance outcomes into reward, promotion, succession planning, and workforce development decisions.
Champion the adoption of performance analytics and digital tools to support performance tracking and productivity monitoring.
Advise executive leadership on workforce productivity trends and performance risks across the organization.

2. Organizational Culture and Employee Engagement Leadership

Champion the integration of organizational values into leadership behaviors and everyday decision making.
Design and oversee employee engagement strategies that enhance employee experience and workplace trust.
Lead enterprise employee-listening to mechanisms including engagement surveys, pulse surveys, and leadership feedback channels.
Translate engagement insights into actionable initiatives that improve morale, productivity, and retention.
Partner with executive leaders to address cultural risks and strengthen a consistent organizational identity across teams.
Provide oversight on engagement improvement plans across departments and monitor progress toward agreed outcomes.

3. Strategic Reward and Recognition Frameworks

Design and govern reward and recognition frameworks that acknowledge employee contributions and reinforce organizational values.
Advise senior leaders on reward practices that support retention of critical talent and motivate high performance.
Review internal compensation structures and benchmark practices against market trends.
Ensure transparency and consistency in recognition practices across the organization.

4. Leadership Coaching and Capability Development

Provide executive coaching to leaders on performance management, employee engagement, and talent development.
Build managerial capability in goal setting, feedback conversations, and development planning.
Guide leaders through complex performance management challenges and improvement processes.
Partner with learning and development teams to address organizational capability gaps.

5. Multi-Country HR Operations Leadership

Oversee the delivery of core HR operational processes across assigned markets including recruitment coordination, onboarding, employee lifecycle management, and employee relations.
Ensure consistency in HR practices, policies, and procedures across countries while allowing necessary adaptation to local regulatory requirements.
Provide guidance to in-country HR teams and business leaders on operational HR matters and workforce challenges.
Monitor HR service delivery standards and ensure efficient execution of HR processes across all operating locations.
Identify operational HR risks and implement corrective actions to maintain effective people management practices.

6. Workforce Planning and Organizational Advisory

Partner with country leadership to ensure workforce plans support operational and growth objectives.
Provide insight on staffing levels, capability needs, and organizational structure improvements.
Support leaders in identifying talent gaps and workforce development priorities.
Guide leadership teams on managing workforce transitions, restructuring initiatives, or role realignments.

7. HR Governance, Compliance and Risk Management

Provide oversight on compliance with local employment legislation across all countries of operation.
Ensure the consistent application of HR policies, disciplinary procedures, and employee relations frameworks across markets.
Work closely with legal and compliance teams to address employment risks and regulatory changes.
Maintain strong governance practices in areas such as employee documentation, contracts, and HR record management.
Provide leadership guidance during sensitive employee relations matters or workplace disputes.

Academic & Professional Qualifications

Bachelor’s degree in Human Resource Management, Business Administration, Industrial Psychology, or a related field. MBA on a business-related course is an added advantage.
Mandatory professional qualification: CHRP / IHRM Higher Diploma / SHRM / CIPD or equivalent
Minimum 8–10 years progressive HR experience, with at least 3- 5 years as a Performance Specialist.
Experience working in multi-country, fast-growing, or emerging market environments is a strong advantage.
Exposure to HR transformation, performance systems, organizational design, and HR technology is an added advantage.

Skills, Knowledge and Abilities

1. Strategic HR Business Partnering: Aligns people strategy to business outcomes.

2. Performance & Productivity Management: Drives results-based performance systems.

3. Multi-Country HR Compliance: Manages labor law and regulatory risk across markets.

4. Organizational Design & Workforce Planning: Aligns structures and capacity to strategy.

5. Change & Transformation Leadership: Leads enterprise change initiatives.

6. Data-Driven HR Decision Making: Uses analytics to inform leadership decisions.

7. Senior Stakeholder Influence: Influences leaders to deliver people outcomes.

8. Talent & Succession Management: Builds pipelines for critical roles.

9. HR Systems & HRIS Optimization: Enhances HR technology and reporting.

10. Agility & Execution Excellence: Delivers in fast-paced environments.

HRBP - Performance Management & Culture, Kenya, & Emerging Markets

Job Description