Senior Lead- Employee Experience

2 weeks ago

Johannesburg, Gauteng, South Africa M-KOPA Full time
**At M-KOPA, We Finance Progress.
The scale and impact of our work is massive. M-KOPA is a fast-growing FinTech company offering millions of underbanked customers across Africa access to life-enhancing products and services.

From our roots as the pioneer in pay-as-you-go "PayGo'" solar energy for off-grid homes, we have grown into one of the most advanced connected asset financing platforms in the world, empowering a broad range of customers to achieve progress in their lives.


Our people reflect this mission; we pride ourselves in empowering our people to own their own careers, and encouraging growth through our learning and development programs, coaching partnerships, and on-the-job training.

As a collective, we value diversity, knowing every journey brings its own reward, and support each employee as they travel theirs.

This includes our family-friendly policies, commitment to employee mental and physical well-being, and flexible working practices.

Our aim is for every employee to be able to shape their own career, whilst helping shape the future of M-KOPA as we grow together.

Want to know more about M-KOPA? Click this link: About M-KOPA

**JOB PURPOSE

This presents an amazing opportunity for you to improve alongside a stellar growing people team that is passionate and driven, to deliver excellent employee experience to staff through Employee Engagement programs in Learning and Development and Performance Management.

To be successful in this role, you will take a true partnership approach to your work, thoughtfully balancing the needs of the people team and the broader organization.

You will also work with HR Centers of Excellence to develop and provide integrated people solutions and support the business.

You will report to the Senior Manager - Employee Experience. This is a #LI-Hybrid" role.

MAIN RESPONSIBILITIES

Learning and Development:

  • You will deliver the statutory, mandatory, developmental, and organizational change training requirements for all staff across all areas of the organization.
  • You will monitor regulatory requirements for staff training and competence and ensure that all requirements and subsequent changes are reflected in all statutory and mandatory training.
  • You will provide L&D solutions to support the organizational change and development outlined in the L&D strategy using a blend of methodologies including computerbased, selfmanaged learning, remote management cascade, classroom, and onthejob learning.
  • You will aid in the development and facilitation of relevant "inhouse" training sessions/programs.
  • You will undertake the evaluation of all L&D interventions between one and three months following the event, and report against agreed Performance Indicators.
  • You will coordinate the implementation feedback and development actions from performance reviews and associated support programs.
  • You will contribute to L&D communications using a variety of media, mail, Intranet, and paper.
  • You will keep up to date with current thinking on training practices and methods.
  • You will answer trainingrelated issues and provide highquality customer service across the organization.

Employee Engagement:

  • Implement employee engagement activities e.g., company activities, cultural change, from concept to finish observing the preference of the company and with the assistance and support from the Employee Experience team.
  • Collaborate with department heads and management on programs to maximize employee development, engagement, and satisfaction.
  • Conduct and analyze employee feedback, survey results, and other forms of employee engagement and employee satisfaction measurements; and identify knowledge gaps that need to be addressed.

Performance Management:

  • Ensure the smooth running of a performance management process that focuses employee efforts on the achievement of our goals and sustainable profitable growth.
  • Manage all activities related to the performance management cycle and manage all communication, sensitization, and monitoring of the process in close collaboration with HRBPs to ensure its effectiveness and relevance to our needs.
  • Work with the HR Business Partners and compliance team to ensure cascading and education of employees following the performance management policies to ensure that the process is implemented.
  • Facilitate discussions with management through HR Business Partners to identify performance improvement programs and priority areas and help them to track current performance highlighting any areas of concern for immediate corrective action.

Talent Mobility/Career Development:

  • You will help design the methodology for the assessment and development centers, together with HRBPS i.e., PIPs, and PDPs.
  • You will develop a specialized program for talents and identified employees [HIPO/HPF], and manages the HIPO/HPF program.
  • You will schedule and hold career opportunities discussions with selected employees frequent

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