Summary
Date Posted: Wednesday, May 10 2023, Base Salary: Not Disclosed

JOB DETAILS:
Department: Global HR
Reporting Line: Head of Global HR
Location: Preference: Kenya/Zambia
Job Grade:17

About ENGIE Energy Access
ENGIE Energy Access is one of the leading Pay-As-You-Go (PAYGo) and mini-grids solutions provider in Africa, with a mission to deliver affordable, reliable and sustainable energy solutions and life-changing services with exceptional customer experience. The company is a result of the integration of Fenix International, ENGIE Mobisol and ENGIE PowerCorner; and develops innovative, off-grid solar solutions for homes, public services and businesses, enabling customers and distribution partners access to clean, affordable energy. The PAYGo solar home systems are financed through affordable instalments from $0.19 per day and the Mini-grids foster economic development by enabling electrical productive use and triggering business opportunities for entrepreneurs in rural communities. With over 1,700 employees, operations in nine countries across Africa (Benin, Côte d’Ivoire, Kenya, Mozambique, Nigeria, Rwanda, Tanzania, Uganda and Zambia), almost 1.5 million customers and over 7 million lives impacted so far, ENGIE Energy Access aims to remain the leading clean energy company, serving millions of customers across Africa by 2025.
www.engie-energyaccess.com 

Job Purpose/Mission
The incumbent is responsible for providing strategic direction on the building of future roles through strategic workforce planning, employee experience, diversity and inclusion across EEA. They will lead projects related to growth from an organisation design perspective and will ultimately be responsible for role description, job evaluation and grading. This role is to ensure a suitable working environment, policies and procedures around internal and external mobility. This role works closely with the Head of People and Culture and various HR CoE’s and country HR leads to gather, design and report on key employee data for organisational improvement and insights.

Responsibilities
• Develop strategies and guardrails regarding the organisational effectiveness for implementation by the HR Country Leads.
• Conduct research and market analysis to identify local and global best practice for industry specific and organisational capabilities
• Work closely with Business leaders to share insights from industry trends and build plans to implement new ideas
• Provide advice to business on research and development and continuously seek to improve the organisational effectiveness of EEA
• Develop organisational design structures to ensure that the right people are in the right roles and number of roles for business optimisation
• Research leading practice and latest trends on organisational effectiveness, strategic workforce planning, employee experience and diversity, inclusion, equity & belonging
• Oversee the application of leading practice principles in the design of innovative HR solutions
• Work closely with other CoE’s, , senior leaders and HR Country leads to align departments to the business strategy through proactive and continuous diagnosis of organisational effectiveness, organisational sizing and implementing sustainable organisational improvements
• Support EEA’s company-wide digital transformation projects as well as business unit specific transformation initiatives through effective micro and macro level organisation design
• In partnership with the relevant HR country leaders, develop and drive a continuous efficiency agenda for defined business areas by assessing and improving organisational effectiveness metrics such as average span, deepest layers, turnover, gender demographics, management ratios, ineffective line managers, employment costs and other metrics
• Shape and influence future thinking around organisational operating models and design, ways of working, efficiency and managing change by drawing best practice from teams. Strong collaboration with the COE for Culture and Change
• Drive simplification and reduce duplication of activities and processes within defined business environments by sustainably re-focussing resources to new revenue streams and/or strategic enablers through detailed analysis
• Support country HR leaders with effective workforce planning through monitoring permanent and contractor employment costs/headcount
• Contribute to innovative approaches to projects and initiatives, effective problem solving as well as a culture of new idea generation, calculated risk taking and knowledge sharing
At EEA, we have high expectations for our managers. Each manager plays a key role in creating an exceptional experience not only for our customers but for every person on our team. Our managers help EEA realize our ambitious goals while developing their own leadership skills and facilitating growth for their direct reports.
We believe that great managers:
• Deliver ambitious results: As a high-performing and accountable leader, you create an enabling environment for effective action and bold decision making which contribute to successful delivery of results.
• Act with integrity: As an ethical leader you are honest, respectful, objective, and transparent. You create and build upon a foundation of trust and openness.
• Inspire and mentor the team: As an inspirational leader you walk the talk. You empower and coach your team with trust and humility.
• Are accessible: As a leader Develop and maintain deep connections with stakeholders through approachability and active listening.
• Ensure diversity and inclusion: as an inclusive leader, you ensure diversity and foster a sense of belonging.
Requirements:

Knowledge and Experience:
• Expertise in Organisational Design, DIEB, SWP, Employee engagement and experience and People Analytics
• Strategy articulation
• Strategic thinking
• Influencing and persuading
• Business case formulation
• Data interpretation and reporting
• Leadership skills
• Understanding of the EEA business requirements
• Knowledge and exposure to agile organisation design and methodology
• Proven exposure to business restructuring and people transformation
• Design thinking
• Business and global acumen
• Strong relationship building and partnering skills
• Exceptional emotional intelligence and resilience
• Excellent interpersonal and communication skills
• Ability to work under pressure
• Ability to work independently and in a team
• Be solutions focused
• Able to operate in an environment with high levels of ambiguity
• 5-7 years of HR Systems and Organizational Design Experience

Qualifications:
• Human Resources degree or equivalent
• Preferable: formal organizational design certification/qualification
Language(s):
• English
• Good conversational French is a plus
Technology:
• Strong computer skills
• Industry Body membership/accreditation
We thank all applicants for their interest, however due to the large volume of applications we receive, only shortlisted candidates will be contacted.
ENGIE is an equal opportunity employer, promoting diversity and committed to creating an inclusive environment for all. All applications are screened based on business needs, job requirements and individual qualifications, without any regard to origin, age, name, sexual identity, orientation or preference, religion, marital status, health, disability, political opinions, union involvement or citizenship. Our differences are our strengths!
Business Unit: GBU Flexible Gen & Retail
Division: Energy Access
Legal Entity: FENIX INTERNATIONAL UGANDA LIMITED COMPANY
Contract Type: Permanent
Professional Experience: Skilled ( >3 experience <15 years)
Education Level: Bachelor’s Degree

Work Hours: 8

Experience in Months: 60

Level of Education: Bachelor Degree

Job application procedure
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