Peter Mwarogo

PETER MWENI MWAROGO- NAIROBI,- NAIROBI-,-.-PERSONAL INFORMATION Identification Number:- Citizenship: Kenyan. Mentally: Sound Mind. Gender: Male. KEY SKILLS AND COMPETENCE                 Performance management and hiring Financial Management. Supervision Excellent, leadership, negotiation and interpersonal Ethical Conduct. Strategic Thinking. Decision Making. Manages all employees of the department Excellent computer skills Superb communication skills honed in business partnering/advisory roles Experience of dealing with senior management Ability to build rapport quickly with key members of the executive team. Ability to represent the Human Resource function as part of the bigger business picture Confident directing HR and advising managers on all aspects of people management and development. Strong understanding of employment law A professional and commercial approach to HR, with the ability to deliver high employee satisfaction, appropriate development and reward for individuals. PROFESSIONAL ACADEMIC QUALIFICATIONS    Bachelor of commerce in Human resource – Degree Certificate in Professional Counseling Diploma in Computer Applications   Diploma in Office Management Certificate in Microsoft Computer packages  CAREER OBJECTIVE Versatile, high-energy Human Resource with more than Thirteen (13) Years’ experience leading corporations through change and challenge by implementing strategic planning, establishing direction, and executing initiatives in support of business objectives and corporate goals. Strategic problem-solver who drives HR initiatives to realize bottom-line results and enhance employee engagement in the pursuit of organizational objectives. Employee advocate who champions staff confidence and designs strategies to attract and retain critical talent in highly competitive business markets. Skilled in acquiring exceptional talent with an aptitude for producing successful performance management through valuable training and leadership coaching. Terminations and resignations, Promotions and transfers Salary, compensation and benefits, Performance issues, Staff welfare and counseling, solve conflicts, Advise unit heads on HR issues and local laws, Arrange training and monitor training data, Writing job descriptions, Policies and procedures and Strategic staff planning and trainings and consistently Producing top-quality work. I have worked with three (3) Organizations mentioned below; Red Limited. SkyTOP Technologies Limited. Golden Tulip Westlands-Nairobi. SkyTOP Technologies Limited. -- To date Human Resource Manager Head of Human Resource and Admin Human Resource Manager Human Resource and Admin Director My Main Responsibilities; Strategic HR Leadership     Working with the Africa Cluster HR managers, consider current and future business plans for expansion, market changes, process and system changes, and review the organization design of the area. Engage with country managers and members of local leadership team’s executives to look for opportunities to create better alignment between the operation structure of the country and the strategy of the product i.e. DemosCAD, mCarFix App. Act as trusted advisor to the senior decision makers on the change approach and the risks associated i.e. people changes, structure changes etc. Also executes decisions reached with zero impacts/risk to the business. Participate in the development and implementation of the change plans. Budget and Workforce Planning (Headcount and employment costs)     Develop HR budget for East Africa and even the rest of the World i.e. Re-forecast process by the means of an upfront workforce planning process Guarantee the reliability and completeness of HR data ahead of budget process. Actively identify initiatives and seek approval to include in budget local and global initiatives/Proposals Work closely in ensuring final budget is properly update in magnitude tool Training (eLearning, managerial Training, academy)    Proactively identify training needs to be integrated to individual plan for talents or key employees and provide full road map of training and development initiatives for the assigned population Develop training plan/budget for the every region globally. In consultation with business leaders, nominate executives, senior line management for coaching, and other leadership development. Work with Learning and Development with the selection of appropriate coaches for individuals in line with the approved list of coaches. Talent Management & Development    Focus on identification of candidates for critical position, through internal mobility/succession planning/career path and support key talents with ad hoc programs (mentorship). Working with the Regional Cluster HR Managers, drive formal succession planning for the critical positions globally. As part of the talent review sessions, develop and implement successor development plans. Reward & HR Core Services     Guarantee quality of the data and contribute with HR KPIs Benchmark against industry and international country norms, identify areas for improvement and work with the local country managers and the Global Cluster HR Managers to develop and implement changes that may be needed. Translate the country strategic business objectives into remuneration focus areas for the country but within the overall reward philosophy and framework set out by the product Group Heads. Manage and support MERIT process in Regions. Together with the merit managers, prep for the bonus and increase pool allocations for the platforms and corporate functions. Facilitate, challenge and support in this regard to ensure adherence to set guidelines. Headcount and Employment Costs  Monitor headcount and employment cost on regular basis, identifying areas of opportunity in terms of optimization of employment costs.   Partner with finance to ensure headcount, employment costs and budget is accurate. Compile business cases where additional headcount is required due to business changes, get approval and ensure this is budgeted for in coming year. Data Quality and Leave Management    Ensure data quality for Regions is 100% i.e. Workforce planning tool, Workday, Payroll. Ensure employees have leave plans in place with the aim of keeping leave liability low. Work with finance controllers and regional date teams in ensuring HR data is up to date and variance properly explained/supported. Talent Attraction and On-boarding    Recruit and onboard joiners in the regions like Kenya, Uganda and Ethiopia Conduct exit interviews for members of the business unit executive team, senior management and talent pools, whether they exit voluntarily or involuntarily. Review exit interview analysis for the business unit to determine if there are any flagged risk indicators On an annual basis, as part of strategic workforce planning, define the business requirements for using non-permanent resources with the business leaders and manage the process of renewing contracts and engaging new service providers. Employer Branding    Build Networks with Universities, Product users and Schools to ensure continuous business retainment into the organization. Attend career days where appropriate and create awareness of the products brand in learning institutions and the labour market. Implement Graduate and Internship recruitment program in the regions. Performance Management   Manage and Ensure SMART objectives set in WD system, mid-year reviews and end year reviews are done in the correct manner and within the set deadlines Develop and implement a robust performance improvement process in the regions, including the length of the interventions, the impact on individual performance and the closure processes. Take ultimate accountability for the governance process surrounding these processes as well as the documentation and evidence required. Payroll Management    Maintain payroll information by collecting, calculating, and capturing data Timely preparation of payroll and manage end-to-end reporting process for the relevant regions Update payroll records by capturing changes in exemptions, allowances, insurance coverage, savings deductions and any other changes that may occur within the month.    Ensure that the statutory reports such as PAYE, NSSF, NHIF, PENSION, SACCO and HELB are remitted by PWC by the end of every month and within set deadlines. Ensure that the company is compliant to all laws that relate to payroll processing Prepare and submit on a monthly basis all payroll related reports to finance ( Allocation file, Fund requests, Merit Provisions)and regional HR. HR Business partnering & support   Manage employee life-cycle according to the HR calendars in strong coordination with regional office. Drive the HR calendar in the country. Ensure that line managers and decision makers are proactively briefed at the start of major events in the HR (for example when the annual remuneration process start, performance management etc.). HR &Audit Compliance        Develop and implement policies both mandatory and based on best practice in every region. Oversee all HR (Mandatory (NSSF, NHIF, Labour, OSHA) and Finance Audits are successfully performed with no non-conformities. Addressing adverse ratings on audit findings through implementation of action plans to address the non-compliance. Manage relationships with external stakeholders including Unions, Labour departments and External Regulatory bodies impacting on the management of employees in each country. Ensure compliance with and adoption of applicable labour and or regulatory requirements Ensure that all evidence requirements for control reviews and audits are supplied timeously. Ensure that the teams understand the compliance requirements in the business. Create actions to address gaps. Monitor compliance training attendance monthly and ensure that teams understand the importance of completing it. Employee and Industrial Relations        Monitor and Manage industrial relations climate in the company to ensure workplace productivity and high motivation levels through effective communication and constant consultation with the labour office Provide expert guidance and support on all disciplinary matters Act as first level escalation point for grievances raised Recommends and conducts training in basics of labour law and employee relations to ensure adequate understanding. Participate in dispute resolution at labour office and mediation stage Represent company in Labour Court cases as key HR witness on behalf of the company with legal guidance Continuous focus on minimizing people related risks through implementation of quality assurance a good governance. Immigration and Mobility   Maintain a legal status of expatriates in every regions i.e. work permits, visas and passes processing. Repatriation of expats when assignments are done. Benefits Administration     Continuously identify, procure and manage quality and cost effective medical cover for staff in regions up to and including medical enrollment, termination Ensure WIBA compliance and administration ( Enrollment, follow up on payment of benefits and termination) Management of LDC umbrella pension scheme on behalf of staff, ensure pension remittance, staff details update, pension awareness and pension statement issuance. Canteen – Staff Meal provision with due compliance to safety requirements and within set budget Office Management and Admin      Responsible for the local administration i.e. Visitors Management, Staff transport, Meals provision and general office hygiene. Application/renewal of business licenses and business permits. Ensure staff transport is effectively managed to reduce lost hours as well as overtime. Monitor the implementation of the performance process in the team Analyze management and technical development needs of the Administration team. HOBBIES    Networking, Travelling in research for new ideas, Watching News (CNN/Algerzeerer, Sky News) KEYACHIEVMENTS      Developed a management of attendance policy which has reduced absenteeism levels in the workplace by 2% Annually Played a leading role in the organization becoming recognized. Facilitated the rebuilding of the organization’s HR function and brought recruitment in-house, which resulted in significant cost-savings 30%. Experienced at designing, planning and implementing a series of training programmes in conjunction with outside providers (Outsourcing) Past experience of negotiating and reviewing contracts with external recruitment partners, and     streamlining the organizations recruitment strategy 40% Developed strategic HR decisions and stabilize the organization’s financial status. Facilitated discussion as a coach. Presented to a large audience of managers at quarterly management meetings. Negotiated local operating agreements with various union leaders. REFFEREES James Muindi Head Human Resource Red Limited, Nairobi- Barnard Fernandez General Manager Golden Tulip Hotel Nairobi-Kenya- Josphat Murithi Vice President SkyTOP Technologies Limited-