Job Opportunities

Job Purpose Statement 

The purpose of the role is to lead a team of Credit Managers within corporate credit unit. The job function will have an overall responsibility of ensuring quality appraisal of credit applications by the team for new, renewal and/or extensions of credit, using a range of criteria including and not limited to the applicants business and financial records, credit history, bank records, tax returns and other credit-related data, stress-tested in the context of the operating (political, economic, social, technological/digital, legal/regulatory and environmental) landscape to ascertain the risk involved in extending credit and the ability of the applicant to repay, and make recommendations on the nature, structure and terms of the loan or line of credit that will protect the bank’s ability to recoup funds loaned at a profit based on the applicants’ credit score and credit worthiness.

The job holder will be responsible for the quality of all credit requests prepared by the team, they will also be expected to prepare sound, prudent and judicious credit request proposals in line with the Bank’s credit policy.

Key Accountabilities (Duties and Responsibilities)

Core; Growth 

This position is responsible for researching, analysing, identifying and presenting opportunities for lending, supporting the achievement of Corporate banking division financial targets both top-line growth and portfolio performance targets:

  • Increase revenue from existing and new customers and share of wallet thereon
  • Attain target Facility fees
  • Quality of portfolio (Maintain PAR/ NPL & impairment charge within set metrics)

Internal business processes 

This position is responsible for collaborating with internal and external partners to determine the risk vs. benefits of lending to customers that result in customer acquisition and providing insightful feedback on industry trends: The job holder will be responsible to ensure;

  • Adherence of SLA by all the stakeholders
  • Adherence to agreed turnaround times
  • Adherence to Credit Policy and ensuring breaches are highlighted at all times
  • That all audit issues are;
  1. closed within the quarter of identification, or within agreed time frames, whichever is shorter
  2. Nil repeat findings
  3. Ensure Audit rating improvement from previous period
  • Robust Covenant Monitoring to ensure that all approved covenants are tracked as per approval terms
  • Proper Environmental and Social Monitoring (E&S) & reporting by;
  1. Continuous review of E&S monitoring & reporting process to align to policy requirements
  2. Validation of the E&S categorization and the E&S appraisal
  3. Guide the relevant stakeholders to ensure that E&S assessments are conducted as per policy requirements and procedures
  • Enhanced credit origination system (CQ) experience by championing continuous improvement in the workflow processes to ensure smooth

Customer; Keeping the promise 

Enhance customer experience through timely annual reviews and meeting set turnaround times on all facilities by;

  • Ensuring SLA Adherence of 5 days for CR preparation by the Credit managers
  • Ensuring 100% timely annual review of facilities
  • Ensuring periodic monitoring of facility covenants by the team e.g (Debenture valuation, share of wallet, trigger events etc.)
  • Continuous training and engagement of the team to reduce the number of reworks based on quality of the CR’s


Connection; Market leadership 

Improvement in returns per customer through identification of revenue leakage or additional revenue opportunities through structuring and offering appropriate products

Learning and growth 

  • Participation in learning opportunities both on-the job and classroom trainings available through the learning academy
  • Identify training needs for the corporate credit managers
  • Determine and manage leave & succession plans for self and team members

Job Specifications 


  1. Preferred: Bachelor’s degree from a recognized accredited university
  2. Desirable: Masters’ degree will be an added advantage


CPA / ACCA qualification

Desired work experience:

  1. A minimum of 6 years’ relevant experience in a similar-sized organisation.
  2. Good track record of credit analysis and financial understanding. Has demonstrated over the span of the career credit and financial analysis skills required to effectively perform credit analysis and portfolio maintenance activities/tasks in a manner that consistently achieves high-quality standards or benchmarks.
  3. In-depth knowledge of the local banking industry, banking products, banking services and banking regulations. Sound working knowledge and understanding of general commercial regulations and practices.

Technical Competencies

Industry Knowledge 

  1. Seasoned industry player through breadth and depth of exposure to diverse players, across multiple channels and platforms. Shares insights on industry trends; identifies opportunities that can be exploited and concerns to be avoided/mitigated against.
  2. Reference point and mentor for customers, colleagues, partners, government, etc.

Credit Analysis 

  1. Identifies and interprets risks related to sector, industry and business dynamics and the influence of macroeconomic, market-driven, competitive, and strategic influences on current and future industry and business risks.
  2. Insights guide the development of the capital allocation plan for the organisation.
  3. Certified Credit Executive (CCE) or equivalent.

Networking Skills

Continuously builds and strengthens networks for the institution within all spheres of the economy within the region; at all levels of commerce, government, society, etc.

Follow Through 

Influences others to persevere through challenges to deliver.

Acknowledges employees and colleagues who follow through and demonstrate commitment.

Apply Via

05 Jul, 2021

Senior Employee Relations & Staff Welfare Manager (Nairobi) – Deadline: Not Specified

About the job

Reporting to Head, Employee Relations & Staff Welfare, the ideal candidate will be responsible for co-developing and implementing strategies, policies, procedures, and programs that will promote productive and positive relationships between managers, employees, and co-workers; developing and reviewing employee experience initiatives across all touchpoints in our employees’ life cycle by using employee feedback to design employee-centered experiences and a happier workplace where employees can thrive.

Additionally, this role will implement the disciplinary and grievance handling policies and procedures, considering the application of the law, organization values, operational policies, and procedures.

Key Duties and Responsibilities 

Employee Experience – 40%

  • Co-create employee experience strategy and journeys for the company as part of the customer-centric culture by understanding company culture, using employee feedback, and investing resources into making changes and improvements.
  • Designing employee experience frameworks and creating exciting ways to measure and assess employee engagement (for example, surveys, forum groups, etc.)
  • Reviewing management practices and their impact on the employee experience and improve management practices and behaviour to create a better employee experience.
  • Creating proactive approaches to well-being in the organization to drive the physical and mental well-being of employees as part of the corporate wellness and staff welfare agenda.
  • Reviewing and enhancing the employer brand internally by assessing the impact that people practices and policies have on the employee experience and shaping people policy frameworks that positively impact the employee experience.
  • Using agile methodologies to map out essential employee journeys, address pain points, and make recommendations on enhancing the employee experience by focusing on the employee and developing processes and policies using employee feedback as a valuable tool.
  • Co-developing and providing expert guidance on the company recognition programs that help the company acknowledge employee milestones, like work anniversaries or workplace achievements.
  • Aligning and evaluating ‘voice of the employee’ tools and approaches and drive forward the outputs on a better organization climate and employee experience.
  • Co-developing initiatives that create a unique employer brand internally aligned to culture, mission, and values.
  • Be part of the team designing communication plans that positively impact the employee experience and design approaches to communications that provide employees with a voice to enhance employee experience.






Grievance Handling, Disciplinary & Labour Relations – 40%

  • Guide the line management and staff on grievance related matters to resolve any grievance-related matters.
  • Liaise with line managers to ensure consistency of implementation of disciplinary procedures in the organization.
  • Investigate and respond to all queries raised by the Union or Line Managers on staff discipline matters in a fair and timely manner.
  • Work in liaison with the concerned departments, line management, and staff to ensure that cases relating to disciplinary and grievance matters are handled to their conclusion within the stated timelines.
  • Manage the staff disciplinary process end to end, including providing support for panel hearings, organizing for staff disciplinary meetings, preparing and be the custodian of the relevant documentation, among other critical elements of the disciplinary process.
  • Be a key contributor in liaison with the Industrial Relations manager and the legal department on litigation cases for ex-staff and provide critical information and support on such litigation cases.
  • Provide expert advice to line Managers on legal implications of disciplinary actions as they relate to the Labour Laws.
  • Act as the centre of expertise for the organization on all matters pertaining to employee relations and staff welfare and be an advisor to team leaders and staff and on issues that involve external parties.
  • Handle the more complex and sensitive ER matters at their location, including certain head-level and other key position ER issues, and investigate any formal charges from government agencies.
  • Monitor regularly changes in Labour laws and keep line managers informed.
  • Ensure that the company’s HR policies are aligned with the existing labour laws.

Staff Welfare Activities – 20%

  • Guide Line Managers on general techniques of behaviour management.
  • Provide practical guidance to staff on employee welfare issues, in collaboration with other relevant stakeholders.
  • Initiate and lead company-driven staff welfare campaigns to address different employee needs and develop relevant interventions.
  • Facilitate staff satisfaction and other employee relations and staff welfare surveys to inform interventions for resolution of crucial employee issues and company climate.
  • Collaboration with other stakeholders to organize staff functions, including staff end-year party, family days, and staff caravans.
  • Prepare, monitor, and control Employee welfare budgets to ensure effective cost control.
  • Manage insurances benefits (GLA, GPA, LOL) and ensure speedy claim settlement under the guidance of the Head of ER and Staff Welfare.
  • Oversight of the administration of Staff welfare benefits in consultation with the Head of ER and Staff Welfare.
  • Provide leadership to the ER and Staff welfare team of ER officers.

Knowledge, Skills and Experience

  • Bachelor’s Degree in HR, Psychology, Business, Social Sciences or related field.
  • Additional qualifications in Employee or Industrial Relations would be an added advantage.
  • Postgraduate Higher Diploma in HR.
  • Member of IHRM.
  • 6+ years of experience in employee relations environment, preferably in a large organization.
  • Previous experience in an Industrial /Employee relations position will be an added advantage.
  • Previous experience in administering discipline & grievance procedures within a large/Multi – national organization.
  • Experience in designing of employee experience journeys and employee-centered engagement initiatives.
  • Knowledge of Labor /Employment law and its practical application.
  • Knowledge of employee experience management and progressive internal employer brand building.
  • Knowledge of current trends and best practices of employee involvement and industrial relations.
  • Good awareness of the internal and external industrial environment and successful adaptation to changing demands and conditions of ER landscape.
  • Demonstrated capacity to lead and advise on HRM and change management initiatives.
  • Experience in administering and managing employee medical benefits plans and welfare services.
  • Experience in organizational culture initiatives.
  • Strong negotiation and persuasion skills – effectively influence all stakeholders to result in acceptance, agreement, or behavior change.
  • Strong analytical, problem solving, critical thinking, and organizational and advanced computer skills.
  • Strong communicator, presenter, influencer, and conflict management skills, with a history of success coaching all levels of management and employees through complex, challenging, and emotional issues.
  • Good coaching and mentoring skills.
  • Resilience – Ability to remain calm, stable, and maintain self-control in potentially emotional grievance handling and disciplinary situations.
  • Good self and team leadership skills.

Method of Application

Interested candidates who meet the above requirements are requested to submit their application through LinkedIn by attaching a detailed curriculum vitae or sending the cv via email quoting the position title on the subject of the email to


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