Job Purpose

To lead the design, implementation, and evaluation of learning and development strategies, wellness initiatives, and employee engagement programmes that enhance staff capability, performance, and overall wellbeing in alignment with the DIB Kenya strategic objectives. He/she will manage all activities related to these functions and manages all communication, sensitization, and monitoring of the process to ensure its effectiveness and relevance to the business needs.

Key Responsibilities

Learning and Development

• Develop and implement the annual learning and development strategy in alignment with the Bank’s strategic goals and regulatory requirements
• Oversee the Bank’s Knowledge and Learning Management System (KLMS), promote digital learning adoption and develop content to enable publication on the KLMS
• Oversee the design, development, and delivery of training programmes (in-house and outsourced) to address identified skill gaps.
• Monitor the implementation of approved training programs and budget.
• Design tools and templates for measuring the effectiveness of all training programs.
• Coordinate all training-related activities in line with approved and best-in-class standards.
• Ensuring that programs are implemented in line with the resources committed.
• Provision of monthly training reports showing the effectiveness of implemented training programs and proffering suggestions for improvement.
• Conduct regular training needs analysis in collaboration with business units to identify skill gaps and recommend learning solutions.
• Partner and maintain relationships with accredited institutions, training providers, and regulators (e.g. CBK, KBA, NITA) to ensure compliance and relevance of learning content.
• Monitor training effectiveness and maintain robust reporting systems including ROI analysis and compliance tracking.
• Build and promote a learning culture within the Bank to achieve a significant uptake of courses from the Bank’s E-learning platform
• Monitor the quality standards and performance metrics for all trainings
• Coordinate staff team building and engagement activities that promotes a positive workplace culture

Wellness & Employee Engagement

• Design and implement employee wellness programmes addressing physical, mental, financial, and emotional wellbeing.
• Lead wellness awareness campaigns, staff clinics, and Employee Assistance Programs (EAP).
• Manage partnerships with medical providers, counsellors, fitness partners, and wellness consultants.
• Track and report on wellness metrics, including absenteeism, stress levels, and medical utilisation trends.
• Drive staff engagement initiatives such as wellness days, recognition programmes, and pulse surveys.
• Staff Wellness; Coordinate all Staff Wellness issues in liaison with the Bank Medical Administrators. This will include tackling the entire staff wheel of life- Physical, psycho-social, Financial and Spiritual Wellbeing, Medical talks, Counselling services, support to staff with medical challenges, monitoring of sick offs, Team buildings among others

Leadership & Stakeholder Management

• Coach and support line managers in developing staff capabilities and embedding a learning culture.
• Engage key stakeholders to foster a culture of continuous improvement, personal development, and wellbeing.
• Prepare and present regular learning reports and updates to senior management and relevant stakeholder
• Support the development and enhancement of relevant leadership and development interventions, programs, events, products, and guidance.

High Level of Judgement is required in the:

• Creativity and incisiveness to identify training needs analysis, outline and carry out the necessary action plans to ensure effective implementation of training strategies.
• The ability to manage relationships across the Bank requires strong influencing skills and the Bank’s culture understanding.
• Achieving & maintaining the position of a robust learning culture across the Bank.

Complexity arises from the:

Rapid changes being made in the technological environment, (E – learning), legislative amendments on Labor laws, and procedures in the banking industry.

Job Requirements

Education

Bachelor’s degree in human resource management, Psychology or a related field from a recognized university.

Training / Skills

• A Postgraduate Diploma in HR or CHRP,
• Certified professionals in Learning and Performance (CPLP) credential or Occupational Wellness is an added advantage is a plus.
• Must be a member of HR professional body
• Strong interpersonal skills
• Excellent verbal and written communication skills.
• Proficiency in use of MS office tools
• Proficient in digital learning platforms and HRIS systems
• Excellent facilitation, presentation, and communication skills
• Data-driven approach with strong analytical and reporting skills

Work Experience

• Minimum of 6 years’ progressive experience in learning and development and/or wellness, with at least 3 years in a managerial role.
• Experience in the banking or financial services sector is highly preferred.
• Experience with group reporting structure is an added advantage
• Strong knowledge of Kenyan labour laws, workplace health regulations, and industry best practices.
• Well versed with the knowledge of various banks’ products and services

Competencies

• Ability to evaluate and research training options and alternatives.
• Ability to design and implement effective training & development
• Coaching and mentoring
• Strategic thinking and planning skills
• Strong interpersonal and stakeholder management abilities
• High integrity and commitment to confidentiality
• Passion for employee growth and wellbeing