Manager Resources

JULIUS MWANGI

**** **** ******, ***** *******, Texas, 75054 +1-817-***-**** **********@*****.***

https://www.linkedin.com/in/julius-mwangi-43b37834/

PROFESSIONAL SUMMARY

Accomplished HR leader and partner with technical expertise and practice in Human Resources Management in banking, telecommunication, Solar and HR consulting industry

Strong business acumen, HR consultant and partner to senior business functions leaders (Technology/IT, customer operations and sales/distribution) and set up new markets

Building relationships across all levels of business (executives, senior managers and mid-level managers) with strong interpersonal skills to communicate, influence and drive change with diverse teams located in various countries

Regional lead in human resources experience in 6 African countries (Kenya, Uganda, Tanzania, Democratic Republic of Congo, Ethiopia and Nigeria) implementing the People Agenda Initiatives and efforts

Effective communicator using verbal, written and presentation tools and skills to disseminate information to teams and using of Microsoft Office products (Word, Excel, PowerPoint) and HRIS Software Solutions

CORE SKILLS

HR Strategy Plan formulation Talent & Performance Management HR Organization Design and Change

HR and Manpower Budgeting HR Business Partnering Employee Relations & Welfare

HR Reward and recognition New Market Entry Leadership Development & Coaching

PROFESSIONAL EXPERIENCE

1.HR Consulting – Nairobi Kenya April 2019 – Oct 2019

HR Consultant projects with Small & Medium Enterprises (SME) ranging from organization design & change, process development, recruitment of key roles after structure reviews with status as below:

June 2019 – Recruitment done for 2 Research Managers, 3 Business Analyst Role for a Mobile Platform Provider in Nairobi

July 2019 – Recruitment done for 3 roles (1 Branch Manager, 3 Branch Operations Officers and 6 Call Center Agents) for a Sacco organization -Nairobi

Sep 2019 -Insurance Company – working with the CEO for end to end Organization review and change management process (Nairobi). Impact was reducing direct reports to CEO from 11 to 8 and focus to reduce Percentage of manpower cost to service ratio from 9.3% to 7.2% in 2 years.

2.Organization: d.light Design Solar Limited (Nairobi, Kenya) August 2016 – March 2019

Role Name: Regional Human Resources Manager Africa (reporting to MD Africa)

Support cross-Line of Business and large scale initiatives: Implemented the re-design of sales team structure as part of RTM 2.0 Project in Kenya (Aug 2018) –Key achievement was to deepen penetration of sales team into 2 new regions and sales uplift by 4% by end of March 2019.

project management support for HR-related initiatives being implemented within Lines of Business: New Market Entry –set up and operationalize new market Uganda entity from “ground zero” (Feb 2017), Tanzania (August 2018), DRC (December 2016) to a fully established P&L center becoming profitable and sustainable businesses

Using an approved Manpower budget of $6.1 Million (948 staff) for 5 Africa countries to deliver sales revenues of $ 47 Million in FY 2018-2019

New Culture & Value systems: worked with 3 country teams to deployed the new values in October 2018 – IHOPE (Integrity Honesty Optimism Passionate Empathy) and recognition done quarterly with employee participation

Drive the Implementation of a Quarterly Performance Management Process in 6 Africa Countries for both sales and non-sales teams. This included employee engagement, process design and Line Manager training.

3.Organization: Safaricom Limited (Nairobi, Kenya )

Role Name: Senior Manager HRBP Customer Operations (Reporting to Director HR & Director Customer Operations)

focus being providing expert insights into people and organization issues

November 2012 – August 2016

structuring and re-organizational change management initiative on Line of Business areas to institutionalize and create an effective organization: Key Lead in key change on organization structure for Customer Operations team – Theme “Fit for Purpose” Sep 2015 to align with segment model support structure and create a seamless customer support framework for Safaricom business.

People Change Champion Lead in Customer Operations for the “Bring Mpesa back home” project 2014

Drove end to end deployment of new Performance and talent management cycle by partnering with Functional leaders to handle succession planning needs and requirements in April 2013 for Customer Operations division

Customer Operations People lead champion for the Safaricom Job Evaluation Project (working with Thomas Watson Global Grading System) in September 2013 – moved from 7 to 5 bands and call center career path signed off.

Leadership development through coaching business leaders – Working with Hay Group deployed the Leadership Styles Initiative in Nov 2013 – focus to identify leadership styles and develop coaching capabilities at Customer Operations- in 2014-15 Manager Index and Engagement Index improved by 0.9 points with focus to develop individualized development and coaching to managers and emerging leaders

Role Name: Principal HR Business Partner Technology/IT (Reporting to Senior Manager HRBP)

September 2009 – October 2012

Organization Re-design of Technology team – Theme “Technology that supports customer” June 2012 – this lead to deployment of operating model with 4 key work functions (Strategy, Build, Deploy and Support)

Defined and deployed the Career growth model deployment “dual career path for engineers” June 2012- have career growth framework for engineers who are specialists rather than people managers.

Graduate Management Trainee initiative – collaborated with academia (3 universities in Kenya) to create yearly engineering pipeline into Technology function

Collaborated with HR Operations team in managing Employee Relation Issues

Role Name: Senior Organization Design & Change Officer (Reporting to Senior Manager Org Design &Change)

October 2008 – September 2009

Influenced business implement the Talent Management Framework – identify top talent for retention and development using the 9 box matrix tool

4.Organization: National Bank of Kenya Limited (Nairobi, Kenya) June 2002 – October 2008

Role Name: Human Resources Officer (Reporting to HR Manager)

Job evaluation project – business support to evaluate roles together with Hay Group (South Africa) Oct 2007

Staff Rationalization Project – key lead working with Director HR and MD in executing the redundancy initiative where 206 staff left the services of the bank June 2001

EDUCATION BACKGROUND

Moi University (Eldoret Kenya)

Bachelor of Arts Business Management September 1996 – April 2000

PROFESSIONAL ACCREDITATIONS

Institute of Human Resources Management – Kenya

Full Member 2019 (Member no 010163)

HR Practicing Certificate 2019

Hay Group

Leadership Styles and Organization Climate Accreditation July 2014

WORK ASSIGNMENTS

Vodafone Portugal: (25th -28th May 2010): Key assignment takeout’s: Integration of organizational structures to attain IP transformation efficiencies by forming a Governance Committee to champion this initiative.

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