Role purpose :

To be the custodian of Variable Pay & Sales Incentive plan and their efficacy, Reward Guidelines for Resourcing and influence right hiring, including fair pay. Ensure that all Total Rewards initiatives are built up from an Discover Program and Consumer Business perspective on the principles of equity, fairness and market competitiveness, so as to enable talent attractiveness & retention, whilst being aligned to employee expectations.

Key accountabilities and decision ownership :

[max 5 ]:

- To design, communicate and implement the Sales Incentive Programs for more than 3500 frontline employees across Consumer, Retail, VBS & MPesa. Ensure fairness and in transparency in earnablity for frontline employees.

- Overall governance and communication along with ODs, HRBPs, Sales Planning & Deployment team and Circle HR will help drive the SIP program with rigor

- To simplify Sales Incentive program, increase visibility on earnability and opportunity to earn for frontline employees and enable them to perform/over-perform to achieve their DB

- To customize, communicate and implement Global Short Term Incentive Plan/Variable Pay program for 8500 employees across all bands. Reinforce a meritocratic performance culture while ensuring fairness and transparency Target setting and payouts

- Organize communication campaigns and conduct training programs on SIP, GSTIP/Variable Pay for HR Fraternity across 22 Circles, HRBPs and HR Services. Core competencies, knowledge and experience [max 5]:

- Incumbent should have deep CoE expertise in areas on Sales Incentive, Variable Pay

- Proven ability to conceptualize, communicate and nationally deploy Total Reward interventions that enable quantitative and qualitative results within the complexities of a matrix organization

- Ability to collaborate with a range of external (Telecom forum, Consultants, Statutory Compliance experts) and internal stakeholders (Group, Execo, HRBPs, Circle HR Heads & Team members, other CoEs ) so as to influence effective execution of initiatives with discipline.

- Have a good understanding of strategic pillars, Business operations and linkage to Performance and Total Rewards.

- Be competent in HR policies and processes, and how Total Rewards processes interlink with them.

Must have technical / professional qualifications:

- Qualification : MBA - HR with 5-8 years of experience

- Master's Degree in Human Resources

- Advanced understanding of Total Reward concepts preferably through experience/certification

- Working knowledge of SAP, Spreadsheets and other IT Tools that support consistent national deployment of Total Rewards processes.

Budget owned :

Key performance indicators [max 3] :

- Impact employee retention through levers in the person's domain i.e. utilization and penetration of incentive plan aligned to business performance

- Frequency of active communication and governance to ensure vitality of Sales R&R e.g. CCSF and Incentive plan performance

- Closure of all Discover & Consumer Business Reward and Promotion campaigns within timelines as per defined calendar

- Ensure effectiveness and RoI of our rewards proposition in respective hiring speed & quality

Direct reports:

NA

Dotted reports : NA

Role profile :

It's important to have a clearly defined role profile for a number of reasons :

- So that the individual understands what they are expected to deliver and their performance can be measured against the profile

- For recruitment so that the right person with the right skills is recruited to do the job

- To demonstrate how the organisational goals will be delivered and to ensure there is no overlap between roles

Prepared by/Date/Unique job ID: Make sure you add your name and date. The Resourcing Team will provide a unique job ID

Role title : Create a title that summarises the nature of the role and complies with role naming guidelines provided by Group Organisation Effectiveness e.g. you cannot have - Senior- in the title to comply with age discrimination legislation

Band : Enter a suggested Band but this will be defined formally by Reward through the banding and grading process. Information provided on the next page supports this process

Reports to : This is the single person that the role reports into with a hard line for performance management. Other matrix reporting responsibilities can be captured in accountabilities section

Function, Department, Location : Define where the role sits in the organisation and location expectations, including where extensive travel is required

Role purpose : Summarise the purpose (expected outcomes) of the role in one clear and simple sentence beginning with - to- plus a verb e.g. - to manage- or - to provide-

Key accountabilities and decision ownership : Document the top 5 accountabilities for the role, including accountability for key decisions. These should be free of jargon and not overlap / repeat each other. They should show the breadth and depth of the role

Key performance indicators : Define no more than 3 measurable indicators that will demonstrate that the person in the role is delivering effectively against their accountabilities. These need to link clearly to the accountabilities and be specific and measurable

Core competencies, knowledge and experience : Define no more than 5 qualities and experiences that will help the person deliver the role

Must have technical / professional qualifications : Note any essential qualifications (nice-to-haves should be captured in core competencies, knowledge and experience). This may not be applicable for all roles

Budget owned : Define the financial responsibility for the role. This may not be applicable for all roles

Direct reports : List all direct reports (hard line reporting, role is responsible for performance review for these reports). This may not be applicable for all roles

Dotted reports : List all dotted reports (dotted line matrix reporting, role influences performance review for these reports but not responsible for it). This may not be applicable for all roles

Those interested may get in touch with Ruchi at 9899002896

Ruchi

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