Manager, Performance & Rewards

Performance Management

• Lead the design, implementation, and continuous improvement of the performance management framework across the Bank.
  

• Coordinate the annual performance management cycle including goal setting, mid-year reviews, and year-end evaluations.
  

• Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives.
  

• Contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing, management, and mobility programs.
  

• Provide training and support to line managers and staff on performance management improvement plan PIP goals are achieved.
  

• Create a high-performance culture through effective goal setting, performance reviews, and pay-for-performance initiatives.
  

• Ensure consistency, fairness, and transparency in performance ratings and feedback.
  

• Analyse performance data and generate insights to inform talent development, succession planning, and rewards decisions.
  

• Put in place organization wide programs to enhance a high-performance culture
  

• Implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance.
  

• Ensure targeted communication and capacity building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity.
  

• Conduct periodic salary and compensation surveys to ensure the Bank’ remuneration packages always remain competitive and aligned with the market and industry standards.
  

• Develop and manage competitive compensation and benefits structures, including base pay, variable pay, incentives, and allowances.
  

• Conduct regular benchmarking and salary surveys in collaboration with various survey partners to ensure alignment with market trends, especially within the Kenyan banking sector.
  

• Administer the Bank’s salary review process, bonus payouts, and job grading systems.
  

• Review and ensure compliance with internal policies, CBK guidelines, and statutory requirements related to pay and benefits.
  

• Work with Finance and senior management to forecast and manage the remuneration budget.
  

• Spearhead the job evaluation exercise across the Bank to establish a fair and transparent compensation and design competitive salary structures.
  

• Develop and implement total rewards strategies and policies that support employee engagement and performance.
  

• Drive reward-based recognition programmes that reinforce organisational values and supports a high performance within the Bank.
  

• Advise leadership on reward-related matters including retention strategies, executive compensation, and reward risks.
  

• Regularly review the reward policy to ensure alignment with the Bank’s strategic objectives
  

• In liaison with the head of HR, contribute to the design, implementation, and management of effective Recognition Programs to reward staff contributions
  

• Prepare management and regulatory reports as required (e.g., CBK).
  

• Ensure compliance with tax laws, labour laws, and financial regulations relating to compensation and benefits.
  

• Maintain accurate and secure records of compensation decisions and performance outcomes.
  

Dimensions / Context (scope of the job – responsibility for managing)

Job Complexity/Judgment

High Level of Judgement is required in the:

• Creativity and incisiveness to identify gaps in the rewards and compensation systems
  

• The ability to manage relationships across the Bank requires strong influencing skills and the Bank’s culture understanding.
  

• Achieving & maintaining the position of a high-performance culture across the Bank.
  

Complexity arises from the:

Key Relationship (Internal & External)

Internal:

External:

External Compensation and reward survey partners

And other HR service providers.

Job Specification

• Knowledge of Kenyan labour laws, compensation structures, and CBK regulations is essential.