Skills

  • Microsoft Office
  • Management
  • Microsoft Word
  • English
  • Excel
  • Typing Skills
  • Customer service
  • Ms office
  • Project Management
  • HR
  • Recruiting

Experience

Kimani Karanja

Work experience
  • Responsible for strategic planning; manpower planning, talent acquisition strategies, attrition, and retention improvement plans.
  • Build the employee brand awareness by constantly optimizing the recruitment and selection processes in liaison with the business leaders and Head of Human Resource to ensure we can attract high quality candidates for our open vacancies.
  • Collaborate with business leaders across the company to understand business goals and to build/development strategies that ensure a strong future talent pipeline as well as manage internal and external talent pools as part of the wider Company talent management agenda.
  • Working closely with business leaders to regularly conduct skills assessment and job evaluations, with respect to the first growth of the organization.
  • Partner closely with all other HR functions to design and develop key initiatives such as change management, organization culture, on-boarding, coaching, and mentoring, performance and career development.
  • Develop and implement the design, of a comprehensive on-boarding program that aligns with the Company’s workforce strategy and goals as part of talent retention initiatives.
  • Responsible for all talent analytics reports to a guide decision making in the organization: Budget, headcount distribution etc.
  • Manage all independent consultant and consulting agreements and any 3rd party providers for HR services e.g. recruitment firms and background checks.
  • In less than three months I was able to conduct an analysis of the current available data and come up with a working manpower plan to assist with decision making plans in respect to regional expansion.
  • I have been able to standardize the recruitment across the organization through collaboration with business leader. Principles and guidelines are in place.
  • Successfully lead the team to deliver the manpower plan for three new regions (Mombasa, Kisumu, Nakuru) within very short deadlines spread across less than 9 months increasing the headcount by about +200 staff.
  • Improved the attrition rate during the first 9 month of employment from 24% to 12%.
  • Improving the onboarding process by introducing a buddy system and functional onboarding to allow new joiners to better understand the organization.

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