CloudFactory is changing the way the world works by providing an on-demand, digital workforce for scaling critical business processes in the cloud. We’re also on a mission to create meaningful work for as many people as possible.

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Senior Talent Operations Specialist

Job Type

Contract , Full Time , Hybrid

Qualification

BA/BSc/HND

Experience

4 - 6 years

Location

Nairobi

Job Field

Human Resources / HR

Role Summary

As a Senior Talent Operations Specialist, you will independently own key employee lifecycle and talent operations processes, from onboarding and offboarding program design to complex audits and employee relations casework. You will partner with regional Talent teams and business stakeholders to improve processes, adopt new technology, and ensure consistent, compliant execution across the organization. This is a great opportunity to deepen your HR operations expertise within a mission-driven, fast-scaling organization.

Please note: This is a full-time, fixed-term employee position with an expected duration of 9 months.

Responsibilities:

Employee Lifecycle Management

• Support the development and implementation of onboarding and offboarding processes, helping ensure a seamless transition for employees joining or leaving the organization.
• Collaborate with regional Talent teams to tailor employee lifecycle programs to meet local legal requirements and cultural norms.
• Analyze data from employee lifecycle stages to identify trends and opportunities for enhancing engagement and retention.

Process Management

• Take ownership of specific Talent processes or initiatives, contributing to the design, implementation, and evaluation of process improvements that drive efficiency and effectiveness.
• Champion the use of technology and digital tools to optimize Talent processes, leveraging data analytics and automation to enhance decision-making and user experience.
• Support the delivery of training sessions for Talent practitioners and business partners on process standards and best practices.

Communication and Correspondence

• Draft complex employee relations communications, including investigative reports and case summaries.
• Communicate effectively with internal and external stakeholders on sensitive matters.
• Communicate complex Talent policies and procedures to employees and managers.

Audit and Compliance

• Independently conduct internal and external audits on employee relations processes to identify areas for improvement and ensure compliance with relevant laws and regulations.

Conflict Resolution

• Independently mediate and facilitate conflict resolution between employees.
• Conduct investigations of minor employee relations issues.

Requirements

Must-have skills (required)

• Talent process knowledge: possesses in-depth knowledge of talent management processes and their impact on employee relations outcomes, providing insights and recommendations.
• Systems proficiency: uses advanced technology skills to optimize HRIS and other systems, ensuring data is effectively managed and utilized to support employee relations initiatives.
• Stakeholder relationship management: cultivates strong partnerships with key stakeholders, including colleagues in Talent and people managers, to address employee relations matters.
• Communication and customer service skills: exhibits strong communication and customer service skills, navigating sensitive situations with professionalism and empathy.
• Decision-making: demonstrates sound judgment and discretion in making decisions on complex employee relations matters, balancing organizational needs with legal requirements and employee interests.
• Problem-solving and conflict resolution: demonstrates advanced problem-solving and conflict resolution skills, analyzing complex situations to develop effective resolutions.
• Change management: provides expertise and support in change management efforts related to employee relations, ensuring organizational changes are effectively communicated and implemented.

Academic and professional requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.
• 4–6 years of experience in HR operations, talent operations, or employee relations.

Nice-to-have skills (preferred)

• Experience designing or improving global onboarding/offboarding programs.
• Experience conducting employee relations investigations.

• Support the development and implementation of onboarding and offboarding processes, helping ensure a seamless transition for employees joining or leaving the organization.
• Collaborate with regional Talent teams to tailor employee lifecycle programs to meet local legal requirements and cultural norms.
• Analyze data from employee lifecycle stages to identify trends and opportunities for enhancing engagement and retention.
• Take ownership of specific Talent processes or initiatives, contributing to the design, implementation, and evaluation of process improvements that drive efficiency and effectiveness.
• Champion the use of technology and digital tools to optimize Talent processes, leveraging data analytics and automation to enhance decision-making and user experience.
• Support the delivery of training sessions for Talent practitioners and business partners on process standards and best practices.
• Draft complex employee relations communications, including investigative reports and case summaries.
• Communicate effectively with internal and external stakeholders on sensitive matters.
• Communicate complex Talent policies and procedures to employees and managers.
• Independently conduct internal and external audits on employee relations processes to identify areas for improvement and ensure compliance with relevant laws and regulations.
• Independently mediate and facilitate conflict resolution between employees.
• Conduct investigations of minor employee relations issues.

• Talent process knowledge: possesses in-depth knowledge of talent management processes and their impact on employee relations outcomes, providing insights and recommendations.
• Systems proficiency: uses advanced technology skills to optimize HRIS and other systems, ensuring data is effectively managed and utilized to support employee relations initiatives.
• Stakeholder relationship management: cultivates strong partnerships with key stakeholders, including colleagues in Talent and people managers, to address employee relations matters.
• Communication and customer service skills: exhibits strong communication and customer service skills, navigating sensitive situations with professionalism and empathy.
• Decision-making: demonstrates sound judgment and discretion in making decisions on complex employee relations matters, balancing organizational needs with legal requirements and employee interests.
• Problem-solving and conflict resolution: demonstrates advanced problem-solving and conflict resolution skills, analyzing complex situations to develop effective resolutions.
• Change management: provides expertise and support in change management efforts related to employee relations, ensuring organizational changes are effectively communicated and implemented.

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.
• 4–6 years of experience in HR operations, talent operations, or employee relations.
• Experience designing or improving global onboarding/offboarding programs.
• Experience conducting employee relations investigations.