Senior Lead- Employee Experience at M-KOPA Ghana

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 ” 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 computer-based, self-managed learning, remote management cascade, classroom, and on-the-job learning
You will aid in the development and facilitation of relevant “in-house” 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 training-related issues and provide high-quality 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
Apply continuous improvement to our performance management process and implement strategies that promote both short-term and long-term growth for employees
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 frequently
You will facilitate the smooth running of the Talent Marketplace – identifies employees for mobility vacancies/opportunities, and run the system of rotations in the organization
You will monitor and coordinate CROME – obtains regular feedback from program participants, and mentors, and build a network of internal and external mentors

Main Competencies

Bachelor’s Degree
Over three years of experience in a related role
You have Digital Skills with a proficient ability to use the Microsoft Suite of Applications
You can interact and use image and video editing tools, online assessment, and feedback platforms
Knowledge and practice of online and offline content development and management resources
Comfortable with data analytics and has good experience with data manipulation using (can maintain complex spreadsheets) for reporting
Good team player

What’s in it for you

Great compensation package
Bonus
Annual Leave
Learning & Development Support

M-KOPA is an equal opportunity and affirmative action employer committed to assembling a diverse, broadly trained staff. Women, minorities, and people with disabilities are strongly encouraged to apply.

M-KOPA explicitly prohibits the use of Forced or Child Labour and respects the rights of its employees to agree to terms and conditions of employment voluntarily, without coercion, and freely terminate their employment on appropriate notice. M-KOPA shall ensure that its Employees are of legal working age and shall comply with local laws for youth employment or student work, such as internships or apprenticeships.

M-KOPA does not collect/charge any money as a pre-employment or post-employment requirement. This means that we never ask for ‘recruitment fees’, ‘processing fees’, ‘interview fees’, or any other kind of money in exchange for offer letters or interviews at any time during the hiring process.