Profile picture of MARTIN KIPRONO®️™️
MARTIN KIPRONO®️™️
Strategic Human Resource & Administration Professional || HR & Technology Integration || People Operations and Analytics ||Performance & Talent Mgt || HRIS || HRBP || Training & Development || Compensation & Benefits
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August 19, 2025
🚨 We’re Hiring: Financial Inclusion Training Consultant – Fisheries Sector (East Africa)  📍 Kenya | Uganda | Tanzania | Zambia  🕒 Part-time   Are you passionate about empowering women and youth through financial inclusion, business development, and inclusive trade? This could be your next opportunity! MSC Global (MicroSave Consulting) is implementing the Women and Youth Economic Empowerment in Fisheries program. This initiative supports the AfCFTA Protocol on Women and Youth in Trade by strengthening financial access, digital adoption, and market linkages for fisheries-sector actors across East Africa. We’re seeking a dynamic consultant to lead training, facilitate access to finance, and support stakeholder engagement in select country programmes. 🔍 Your Role  Develop and deliver inclusive, culturally relevant financial literacy training for youth and women in fisheries  Conduct Training of Trainers (ToT) and equip local partners to deliver community-based training  Design and apply pre/post assessments to measure learning and behaviour change  Facilitate linkages with financial institutions – banks, MFIs, SACCOs, and insurers  Support country-specific activities in Kenya, Uganda, Tanzania, and Zambia in collaboration with program teams  Lead or support stakeholder engagements – including with government agencies, financial providers, and implementing partners  Provide regular updates, document learnings, and contribute to training reports and strategic insights  🌍 Where You’ll Work  Program activities will take place across:  🇰🇪 Kenya – Busia, Kisumu, Turkana  🇺🇬 Uganda – Jinja, Mpigi, Mukono  🇹🇿 Tanzania – Mwanza, Zanzibar  🇿🇲 Zambia – Kasumbalesa, Lusaka  ✅ You Should Have  A degree in Finance, Business, Development Studies, or a related field  5+ years’ experience delivering financial literacy or economic empowerment training  Experience in agriculture or fisheries finance, with a strong grasp of digital financial services and informal savings models  Demonstrated ability to engage women, youth, and low-literacy groups using participatory methods  Familiarity with East Africa’s financial sector, especially pro-poor institutions  Excellent facilitation, stakeholder management, and documentation skills  Willingness to travel to rural/semi-urban areas as needed  Bonus: ToT certification and experience with donor-funded projects  📨 Interested?  Apply or inquire via https: https://lnkd.in/dVSs9vtR. Be part of a bold effort to reshape access to finance and economic opportunity in East Africa’s fisheries value chain. #Hiring #CareerOpportunities #EmploymentOpportunities #JobOpening #JobSearch #WeAreHiring #JobOpportunity #NowHiring #TrainingConsultant #Fisheries #FinancialInclusion #YouthEmpowerment #WomenEmpowerment #EastAfricaJobs #DevelopmentJobs
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August 19, 2025
Your title doesn't make you a leader. How you choose to treat your team does. Your actions will determine a supportive culture where time off is a source of strength. What to do as a leader: ✅ Be a role model for taking time off: ↳ Lead by example. ↳ Share when you're taking time off and, if appropriate, share photos from your vacations to normalize rest. ✅ Recognize efforts: ↳ Acknowledge team achievements and individual efforts in ways that promote well-being rather than appreciating health sacrifices. ✅ Encourage flexibility: ↳ Support diverse personal and professional needs with flexible work arrangements. ↳ Trust your team to deliver in ways that work for them. ✅ Prevent post-vacation overload: ↳ Implement task delegation and workload management strategies to ensure team members return to a manageable workload. ✅ Conduct meaningful check-ins: ↳ Ensure one-on-one meetings are safe spaces for honest discussions about well-being and workload. What to avoid as a leader: ❌ Praising work while sick: ↳ Don't say: "Thank you for working even though you don't feel well." ↳ This sends the wrong message about your company's values. ❌ Neglecting feedback: ↳ Don't ignore employee feedback about workload and stress. ❌ Discouraging time off: ↳ Don't make employees feel guilty for taking breaks. ↳ Time-off is a right, not a privilege. ❌ Setting unrealistic goals: ↳ Don't set targets that will require overwork and sacrificing well-being. ❌ Promoting an "Always On" culture: ↳ Don't expect employees to be constantly available, especially during the late evenings, weekends and vacations. Be the leader you wish you had. ♻️ Repost to promote healthier work cultures. 🔔 Follow MARTIN K CHERUIYOT (AIHRM)for more. Purity WaruiNancy MwecheCHRP (K) Agatha Kibai (MIHRM) CHRP-K Sharon KiplangatSharon KotutDR. MATHIAS KIILU (PHD) #LeadershipDevelopment #PeopleFirst #HRLeadership #WorkplaceWellbeing #MentalHealthAtWork #EmployeeExperience #FutureOfWork #WorkCulture #TimeOffMatters #HealthyWorkplace #CompassionateLeadership #EmpatheticLeadership #WorkLifeBalance #FlexibleWork #HRStrategy #LeadByExample #HumanCenteredLeadership #WellbeingAtWork #SustainableWorkplace #RestIsProductive Image credit: Adam Grant
178 comments
April 24, 2025
💭Diversity shapes how modern organisations solve problems. It is not limited to appearance. It is the range of thinking styles that unlocks better decisions and sharper performance. 🧠 I witnessed something recently that completely reframed how I view talent in the workplace. Picture this: a recruiter with Down syndrome leading an interview and outperforming seasoned professionals with unmatched clarity and emotional intelligence. 🖼️ 🧩A few observations stood out. 1. JPMorganChase offers a proven case study. Their Autism at Work program began with four employees in 2015. Today the organisation has more than three hundred Neuro divergent professionals thriving in technology, operations, and analytics. Their cyber security team, strengthened by autistic analysts, has identified sophisticated threat patterns that traditional teams often miss. 🔍 2. The interviewer with Down syndrome approached the assessment differently. The questions were thoughtful. The analysis was instinctive. The ability to read human behaviour was precise. This was not a scripted interview. It was a master class in intuition and perspective. 3. Cognitive diversity impacts performance. Research shows that diverse thinking styles accelerate problem solving by up to forty percent. The value comes from how differently teams interpret data, process information, and challenge assumptions. 🔥 🧠DXC Technology has recorded productivity gains of more than ninety percent in selected roles through Neuro divergent talent. These individuals bring strengths that reshape how teams deliver results. Hiring for culture fit can limit innovation. It often removes candidates who challenge the status quo and bring new thinking into the room. 💡 What example have you seen where someone broke stereotypes and delivered exceptional results? Write-up: MARTIN KIPRONO®️™️ #InnovativeTalent #DiverseMinds #FutureOfWork #NeurodiversityAtWork #TalentRevolution #InclusionMatters #HRLeadership #HiringStrategy #WorkplaceInnovation #PeopleAndCulture #IkoKaziKE
45 comments
November 26, 2025
Culture is not an HR problem—it’s a leadership responsibility. Before pointing fingers, take a moment to look up, not down. Because here’s the truth: HR isn’t here to clean up after leadership failures. Blaming HR for a toxic culture? That’s like blaming the mirror for your reflection. 🪞 ✅ What HR truly does: We are strategic partners shaping the organisation's heartbeat by: Designing effective and inclusive hiring systems Ensuring fair and competitive compensation structures Developing clear career paths and growth frameworks Measuring and improving employee engagement Equipping managers to lead with clarity and empathy Safeguarding fairness in performance management 🚫 But what HR can’t do: We are not miracle workers. We cannot: Force leaders to listen or engage Make absent executives present Undo deep-rooted toxic behaviors. Rebuild trust where leadership has broken it Make leadership *care* if they genuinely don’t No matter how skilled your HR team is, we can’t compensate for: Executive silence Leadership hypocrisy Broken promises Disregarded feedback Poor role modelling from the top 🧭 Culture flows from leadership it doesn’t trickle up from HR. If leaders aren’t committed, no HR initiative will thrive. Let’s be honest: HR can support, guide, and advise. But it’s leadership that sets the tone, walks the talk, and ultimately drives the culture. 📣 To all leaders: If you care about culture, step up. Don’t delegate the soul of your organisation. #LeadershipMatters #WorkplaceCulture #HRLeadership #ToxicWorkplace #PeopleStrategy #CorporateCulture #LeadershipResponsibility
33 comments
June 21, 2025