HR IT Lead Job Vacancy at Safaricom Kenya
Job Overview
HR IT Lead
Centre, Nakuru, Kenya
Job Description
Reporting to the HR Simplification & Automation Lead, the role holder will lead and support the automation of HR processes, troubleshoot issues within existing systems, and drive the optimization of Human Resource Information Systems (HRIS). Ensure maximum efficiency and utilization of systems to enhance people management. Conduct internal control and audit reviews across HR systems and ensure compliance with established SLAs between HR and the wider organization. Provide support to Group HR Shared Services as requested from time to time.
Key Responsibilities
Uphold the company code of conduct, policies, and procedures, ensuring integrity and accountability in all aspects of work.
Adhere to safety, health, and wellbeing policies, guidelines, and procedures in all actions and decisions.
Act as the liaison between HR, IT, and other stakeholders to identify, communicate, and implement changes in HR systems, including support for Group HR Shared Services as needed.
Facilitate training for company-wide users on newly developed or enhanced HR systems.
Manage IT resources to ensure timely implementation of system requirements.
Lead HRIS training initiatives for all Oracle HCM Cloud users.
Coordinate with IT to conduct HR information control reviews, including system operations & updates, security, communication protocols, backups, and maintenance.
Organize quarterly system management meetings with IT, document discussions, and follow up on action items.
Oversee all new projects and improvement initiatives arising from these meetings, including those supporting Group HR Shared Services.
Reports
Lead the design, development, and continuous improvement of HR reports and metrics dashboards in collaboration with the HR Data & Analytics Lead. Champion the shift from manual reporting to automated, self-service dashboards that empower HR and business users with real-time insights.
Ensure that all relevant report consumers have secure, role-based access to dashboards and reports that are tailored to their specific areas of responsibility.
Monitor and report on monthly budget and cost center performance for the HRIS function.
Provide timely and accurate reporting support to Group HR Shared Services as requested, ensuring alignment with group-wide HR data and analytics standards.
Prepare ad hoc reports and dashboards to support decision-making across HR and business units.
Oracle Support and Maintenance
Provide strategic leadership in the management and continuous improvement of Oracle Human Capital Management (HCM) Cloud across the organization, including support for Group HR Shared Services.
Collaborate with IT and Oracle support teams to ensure the stability, performance, and scalability of Oracle HCM Cloud and related HR systems.
Lead the implementation and lifecycle management of Oracle Cloud HCM modules, including configuration, testing, deployment, and post-go-live support.
Ensure system security, data integrity, and compliance through regular reviews of access controls, audit logs, and backup procedures.
Coordinate quarterly system governance meetings with IT and relevant stakeholders to review system performance, discuss enhancement opportunities, and track resolution of issues.
Champion the adoption of Oracle Cloud innovations and quarterly updates, ensuring new features are evaluated, tested, and deployed in alignment with business needs.
Explore and lead the integration of HR self-service functionality into the organization’s Employee Super App, ensuring seamless user experience, role-based access, and alignment with digital HR strategy.
Provide expert-level support and guidance to HR teams and Group HR Shared Services on Oracle HCM functionality, integrations, and best practices.
Oversee all Oracle-related projects and improvement initiatives, ensuring alignment with enterprise architecture and HR digital transformation goals.
Core Competencies, Knowledge And Experience
Customer Obsession
Deepen the connection between HR technology and the needs of employees, managers, and HR teams across the group.
Foster authentic, trust-based relationships with internal customers and partners by delivering intuitive, reliable, and accessible HRIS solutions.
Champion a user-centric approach by enabling self-service capabilities and seamless digital experiences through platforms like Oracle HCM Cloud and the Employee Super App.
Collaborate closely with stakeholders to understand evolving needs and translate them into scalable, data-driven HR technology solutions.
Take ownership of outcomes by proactively identifying and resolving pain points in the HRIS user journey.
Promote a digital-first mindset by simplifying processes, reducing manual interventions, and empowering users with real-time access to relevant HR data.
Stay focused on strategic priorities while balancing short-term needs and long-term transformation goals, ensuring brilliant execution at every stage.
Purpose
Create and communicate an inspiring vision for how HR technology enables strategic business and people outcomes across the organization.
Empower teams and stakeholders to think beyond operational tasks and embrace digital transformation in HR.
Demonstrate bold leadership by challenging the status quo and reimagining how HR services are delivered through technology.
Encourage curiosity and innovation by asking “what if” and “how might we” questions to unlock new possibilities.
Use deep knowledge of the external environment—including customer expectations, technology trends, and industry benchmarks—to identify and act on opportunities for growth and improvement.
Align HRIS initiatives with the broader organizational purpose, ensuring that technology investments support long-term value creation for employees and the business.
Innovation
Foster a culture of experimentation and continuous improvement within the HR technology space.
Encourage team members and stakeholders to share bold ideas and test new approaches that enhance the employee experience and operational efficiency.
Explore both successes and failures with curiosity and resilience, using lessons learned to inform future innovations.
Promote the use of emerging technologies—such as AI, automation, and mobile-first platforms—to simplify and scale HR services.
Lead the adoption of digital tools and platforms that enable self-service, personalization, and proactive HR support.
Share personal learning and insights to inspire others and build a culture of innovation across the HR and IT communities.
Continuously evaluate the external HR tech landscape to identify opportunities for strategic differentiation and value creation.
Collaboration
Clearly articulate the HRIS function’s role in delivering the organization’s people and digital strategy, ensuring alignment with both local and Group HR Shared Services priorities.
Actively collaborate across HR, IT, Data & Analytics, and business units to break down silos and deliver integrated, user-centric solutions.
Hold yourself and others accountable for shared outcomes, fostering a culture of ownership and mutual support.
Develop and coach team members and stakeholders to maximize their capabilities in using HR technology and data effectively.
Create an inclusive and psychologically safe environment where diverse perspectives are valued and innovation can thrive.
Promote wellbeing, ethical behavior, and integrity in all interactions and decisions, setting a high standard for others to follow.
Functional Competencies
Exceptional Organizational Skills
Demonstrates strong planning and coordination abilities to manage multiple HRIS initiatives across the group.
Ensures timely delivery of system enhancements, training, and reporting solutions while maintaining high standards of quality and user satisfaction.
HR Technology and Integration Expertise
Deep expertise in Oracle HCM Cloud and related technologies, including system configuration, deployment, and support.
Strong understanding of system integration principles, open APIs, and middleware platforms to enable seamless data flow across HR and business systems.
Experience integrating HR functionality into enterprise platforms such as Employee Super Apps. Data-Driven Decision Making.
Skilled in designing and enabling self-service dashboards and reports that support data-informed decision-making across HR and business functions.
Collaborates effectively with data and analytics teams to ensure accuracy, accessibility, and relevance of HR metrics.
Digital Transformation Leadership
Leads change management efforts to drive adoption of new technologies and ways of working across the organization.
Champions the adoption of digital tools and practices that simplify HR processes and enhance the employee experience.
Integrity and Confidentiality
Maintains the highest standards of integrity and discretion in handling sensitive employee and organizational data.
Ensures compliance with data privacy regulations and internal governance policies.
Commitment to Excellence
Demonstrates a proactive, solutions-oriented mindset with a strong commitment to continuous improvement.
Takes ownership of outcomes and drives initiatives that deliver measurable value to the business and employees.
Qualifications
Minimum of 5 years of progressive experience in HRIS environment, HR technology implementation, or enterprise HR systems management.
Proven expertise in Oracle Human Capital Management (HCM) Cloud, including configuration, deployment, and support of core modules (e.g., Core HR, Talent, Payroll, Absence, etc.).
Strong experience in integrating Oracle HCM with other enterprise systems using open APIs, middleware platforms (e.g., Oracle Integration Cloud), and secure data exchange protocols.
Demonstrated ability to lead HRIS projects across a group or multi-entity environment, ensuring alignment with both local and group-wide HR strategies.
Solid understanding of cloud-based HRIS architecture, data governance, and compliance with data privacy and security standards.
Familiarity with Agile methodologies and DevOps practices in the context of HR technology delivery.
Experience collaborating with data and analytics teams to deliver scalable, role-based reporting and dashboard solutions.
Excellent problem-solving, stakeholder engagement, and communication skills, with the ability to translate technical concepts into business value.
Experience working with mobile-first platforms or integrating HR functionality into employee-facing apps (e.g., Super Apps) is an added advantage.
How to Apply.
If you feel that you are up to the challenge and possess the necessary qualification and experience, kindly proceed to create/ update your candidate profile on the recruitment porta
Remember to attach your resume.
About Us
We are the leading telecommunication company in East Africa. Our purpose is to transform lives by connecting people to people, people to opportunities and people to information. We keep over 42 million customers connected and play a critical role in the society, supporting over one million jobs both directly and indirectly while our total economic value was estimated at KES 362 Billion ($ 3.2 billion) for the 12 months through March 2021. We are listed on the Nairobi Securities Exchange (NSE) and with annual revenues of close to KES 298 Billion ($2.5 billion) as at March 2022. We were founded in 1997 as a fully owned subsidiary of Telkom Kenya before a 40 percent acquisition by Vodafone Group PLC in May 2000, and a public offering of 25 percent shares through the NSE in 2008. Under the management of Vodafone Group PLC, we welcomed Michael Joseph, as our first CEO, a few months later in July of 2000. He led the company’s growth to accommodate 16.71 million subscribers from the previous 20,000, largely owing to innovative products like M-PESA in 2007.
