KESHENI LUHWAGO

Talent Acquisition

• Partner with line managers in proactive talent planning, including skill gap analysis, succession planning, talent mix, and talent pipeline strategy.
• Conduct full-cycle recruitment, including clarifying hiring needs, developing job descriptions, job posting, sourcing, screening, interviewing, placement, and undertaking onboarding formalities through effective implementation of policies, processes, and tools in attracting and selecting people with competitive attributes and skills.

Business Partnering

• Build relationships with key stakeholders by conducting regular meetings with respective business leads to understand the priorities, challenges, and barriers and provide the necessary support in consultation with line management.
• Collect data, organize, and analyze trends and metrics in partnership with the HR shared services team to develop solutions, programs, and policies.
• Receive, review, record, escalate, and track incident claims while ensuring the same is resolved within the agreed service level agreement.
• Provide day-to-day performance management guidance to line managers, including but not limited to coaching, counseling, career development, succession planning, disciplinary actions, and performance improvement plans, among others.
• Partner with line managers in improving working relationships, building employee morale, and increasing productivity and retention.
• Drive implementation of new and existing HR policies, procedures, and processes through training, advisory, and interpretation to employees and line managers while providing value-adding feedback for continuous improvement
• Partner with the HR team in identifying opportunities to improve the employee value proposition and support org-wide HR initiatives.
• Partner with employees, line manager, and people and culture team to identify the training needs of the assigned team.
• Collect employee feedback on various HR programs to assess their effectiveness and that objectives are met.
• Perform any other duties as assigned by the management.

• Recruitment and Staffing: Finding, attracting, and hiring the right talent for the organization. This includes job postings, interviewing, and onboarding new employees.
• Coordinated 173 employees by leading example to maintain productive department relations.
• HR & Office Administration: Oversee day-to-day HR and office operations.
• Performance Management: Working hand in hand with Line managers in the implementation of performance management processes to enhance employee monthly productivity and engagement.
• Payroll: Manage payroll processes efficiently, ensuring accuracy and compliance with relevant laws and regulations, as well as ensuring the monthly statutory submissions are done on time.
• Compliance: Stay updated with labor laws and regulations to ensure company compliance and mitigate legal risks.
• Policy Development: Develop and update HR policies and procedures in alignment with organizational goals and industry best practices.
• Reporting: Generate HR reports and analytics to provide insights for decision-making and strategic planning.
• Maintaining up to date employee records in both digital and physical form.
• Building good relations with external parties such as Immigration, TIC, and other governmental Authorities to ensure smooth business operations.

• Recruitment Strategy formulation: Developing and implementing recruitment strategies in line with the organization's goals and workforce planning needs.
• Job Analysis and Description: Collaborating with hiring managers to understand job requirements, conducting job analysis, and creating detailed job descriptions.
• Sourcing Candidates: Utilizing various sourcing methods such as job boards, social media, networking, referrals, and agencies to attract qualified candidates.
• Screening Resumes and Applications: Reviewing resumes and job applications to shortlist qualified candidates based on job requirements.
• Interviewing Candidates: Conducting interviews, either individually or as part of a panel, to assess candidates' skills, qualifications, and fit for the organization.
• Selection Process: Coordinating the selection process and making sure that the organization has obtained the right workforce.
• Candidate Evaluation: Assessing candidates' suitability for specific roles, evaluating their technical skills, cultural fit, and potential for long-term success within the organization.
• Offer Negotiation: Extending job offers to selected candidates, negotiating terms and conditions of employment, and addressing any concerns or questions they may have.
• Onboarding Support: Collaborating with the hiring managers to ensure smooth onboarding of new hires, including paperwork, orientation, and integration into the organization.
• Maintaining Recruitment Metrics: Tracking recruitment metrics such as time-to-fill, cost-per-hire, and source of hire to evaluate the effectiveness of recruitment efforts and identify areas for improvement.
• Compliance and Documentation: Ensuring compliance with employment laws and regulations throughout the recruitment process and maintaining accurate records and documentation.

• Working hand in hand with Business Partners in ensuring the new hires are properly onboarded by timely completion of pre-joining date requirements, conducting orientation on joining date, making sure they are properly introduced to their respective department and the entire organization.
• Supporting the recruitment process by organizing, conducting and Coordinating Interviews and preparation of Interview reports.
• Manage employee benefits, including health Insurance, leave allowance, mobile allowance and fuel allowance for new and existing employees.
• Building and managing relationship with different partners and stakeholders.
• Ensure that the Organization is compliant with all relevant laws and regulations, including Labor laws, equal employment opportunity laws, and workplace safety regulations.
• Ensuring that employee records are updated, filed and stored in respective employee physical and digital files.
• Query management and assisting employees to get an understanding of different HR policies and usage of self-service portal.
• Preparation of all documentations relating to Employment contracts, transfer letters, promotion and all changes pertaining to employee life cycle.

• Scheduling interviews, Informing the candidates of the time and place where the interview will take place, booking the Interview Venue, and coordinating with hiring Managers.
• Keeping employee confidential records up to date and ensuring that they are accurate and complete.
• Assisting the Employee Relation Manager in preparation of case summaries, hearing minutes and reports for discussion and decision-making.
• Assist in the resolution of employee relations issues, such as grievances and conflicts following established policies and procedures.
• Supporting the Employee Relations Manager in policy review and proposing recommendations in respect of the labor legislation to ensure good employee and labor relations.
• Supporting the onboarding process by ensuring that all the required processes are done and required documentations are in place.
• Facilitating the pre- and post-employment checks for new staff including reference checks, policies clearance checks and Verifications of Academic certificates.
• Working closely with HRBPs in running the day-to-day activities.