Leading, managing and coordinating the Human Resources and Administration functions in the Hospital. Administration services include maintenance & other engineering sections, security, hospitality, projects management amongst other related functions.Key Responsibilities1. Responsible for all HR and Administrative Services strategy development and policy formulation and ensuring approved policies and procedures are implemented.2. Jointly with other members of the Hospital Management Committee, oversee the implementation of the Board policies and directives regarding HR and Administrative Services.3. Provide leadership to the direct reports, including appropriate support to their personal development.4. Responsible for provision of HR Services at the hospital and its institutions that include amongst others; HR Planning, recruitment and selection of the right staff, onboarding, managing industrial relations, performance management system, salary administration, career development & succession planning, staff engagement, staff welfare programs including staff housing, HR records , separation processes etc.5. Responsible for job grading, salary reviews and all reward & recognition initiatives within the Hospital and its institutions.6. Offer timely Human Resource solutions as required by the Hospital and its institutions.7. Responsible for ensuring that the administrative arm of the Hospital is running efficiently and effectively.8. Responsible for provision of effective and efficient Security services across the Hospital and the entire Campus.9. Champion and facilitate change management programs as directed by the management and the Board.10. Working closely and transparently with all external partners including third-party vendors and consultants where administration support is needed.11. Reviewing and ensuring compliance with all contracts entered by Tenwek Hospital.

I provide strategic, unbiased and objective Training and HR Advisory Services which assist client organizations in improving productivity and overall performance.This entails leading oversee the total Training & Consultancy programs and other activities in the company from strategy to operational delivery. As the CEO, I also drive the set-up and improvement of the company’s training and consultancy programs and manage the team of trainers, consultants and business development executives.I also participate in networking activities and develop new strategy tools and techniques in areas of specialist expertise.

1. Job redesign for the Hospital2. Skills/capability Assessment 3. Reviewed the Hospital's Competency Framework and defined mastery at each level.4. Conducted Job Evaluation in line with the Hospital's new structure.5. Alignment of the job grading structure with a market competitive reward structure 6. Re-designed Career Progression ladders.7. Reviewed and cascaded the role specific performance score cards.8. Re-designed an elaborate and role targeted reward and recognition structure.9. Re-designed an elaborate and robust succession plan for the Hospital10. Designed and created a comprehensive rollout framework for a new Culture Drive

I provide primary HR Generalist support for project-based employees within Land O'Lakes International Development Division, partnering with the project leaders in more than 15 countries in Africa and Asia where we are currently implementing projects.

As HR Business Partner, I carry out the following:1. Deliver HR support to the business and ensuring HR delivery is in fully aligned to business goals in Customer Development (CD) and Brand Building (BB) functions2. Support line managers and teams in business delivery through enhancing their capability to deliver business strategy & plans, manage their people, implement change and build relations withkey stakeholders (internal and external)3. Utilise the talent development processes and tools delivered by the Expertise Teams in order to provide and develop the diverse talent pipeline for both the short and medium term needs of the functions4. Collaborate with the business for the creation a high performance culture by implementing team and organisation design solutions, providing measurable performance indicators and improvement plans.5. Bring HR insight to bear on all people related issues (people, capabilities, organisation, leadership and culture)6. Ensure and facilitate HR service delivery to the functionsMy role interfaces with many roles, Support Areas (for e.g.,Finance, Legal, etc), HRBPs, Expertise Teams, HR Clients, Unions, etc.

1. Planning & Executing Change - responsible for the successful planning and execution of all Change Management activities within the 7 countries (Kenya; Uganda; Tanzania; Malawi; Mozambique; Zambia and Zimbabwe) in the implementation of SAP (an ERP) Project2. Leadership Alignment - responsible for identifying the key country value messages and confirming the benefits of the program and responsible for the identification, alignment and management of country leadership and deployment stakeholders 3. Communication - Responsible for the planning and successful execution of strategic communication activities ensuring the project community and program stakeholders are aware of the programs’ key objectives, its impact on the project community including likely timeframes and commitment required to ensure the success of the program4. Training & Performance Support - Responsible for developing and executing the countries' training approach and strategy; overseeing the planning, scheduling and execution of training, including the assessment of user readiness and ensuring user readiness, including tracking training attendance and assessment results and identifying / remedying risk areas

Unilever Tea Tanzania is a leading tea plantation in Tanzania dealing with the tea agronomic practices and production of black tea and value added teas. The employs between 6, 000 - 10,000 depending on the production season. My role was to partner with the line managers and the functional heads in providing HR interventions for maximum output. I led a number of HR Transformation initiatives and participated in the industry's collective bargainign agreement (CBA)

Unilever Tea Kenya is a leading tea plantation in Kenya dealing with the tea agronomic practices and production of black tea and value added teas. The employs between 8, 000 - 16,000 depending on the production season. My role was to partner with the line managers and the functional heads in providing HR interventions for maximum output.1. Responsible for activation of the local Human Resources plan (including the talent component)2. Provide input into the Talent strategy for the business through developing insight and analysis of people related business issues and opportunities (by activating global solutions, e.g. Talent Management tools/processes and diversity metrics, etc)3. Implement and coordinate change initiatives to support enhanced organisational effectiveness within the business4. Track delivery against the case for change using analytical and data-driven approaches to business and organisational issue analysis5. Collect Human Resources/ Organisation Effectiveness metrics and measurement for the business across entire HR lifecycle6. Monitor and addresses legal compliance issues to by ensure that the organisation complies with local and national laws (for e.g. recruitment, diversity, data protection, employee contracts)I also had financial and budgetary responsibility for HR.

Supervised agronomic practices - nursery practices, land preparation; planting & crop maintenance; harvesting and transport logisticsSupervised the manufacturing processes and linking up with the key stakeholders to deliver on the production targets and deliveriesOverseeing the employment and development of the staff in building the necessary skillsManaging the industrial relations and welfare for the workforce who were housed by the company - provision of medical, water, schools, etc