Context: 

• Our partner grew by >1200% (up to approx. 85 - 90 FTE) over the course of 24 months in terms of headcount.

• Maisha Mazuri redesigned the bonus policy and modelled it to allow for efficient & accurate payments.

Approach:

• We worked together with our partner to evaluate how the existing bonus policy satisfied its objectives in this new reality.

• Where we identified room for improvement, these items were incorporated into the revised bonus policy while keeping the strengths of the system in place.

• Maisha Mazuri designed the updated bonus policy, documented it, and built it into a custom yet scalable model through an iterative process working closely with the management team.

Result: 

• Within 2 months, we reworked this SMB’s bonus policy, which has led their bonus payments for years to come.

• Using the new system, while at a much larger scale and with a considerable amount of “unique circumstances”, bonus payments were ready within 2 days as opposed to the 3 weeks it took with the old system.

Context: 

• Our partner was a FinTech firm with ~50 FTEs and was realizing a high level of resignations from staff who were heading to competitors.

Approach:

• Our intake focused on our partner’s history and culture along with its objectives, challenges, and priorities related to compensation.

• Maisha Mazuri’s extensive first-hand experience and comprehensive (anonymous) database of compensation levels over time across roles, seniorities, and several major cities allowed for the evaluation of the priorities identified by our partner against key disparities in competitiveness we identified in their compensation practices.

• Guided by our partner’s objectives, we presented a detailed report with our findings, advisable changes, and suggested prioritization.

• We used two meetings with the in-house team to prepare the implementation project and to address practical challenges throughout.

Result:

• Within 2 weeks, Maisha Mazuri’s compensation benchmarking report was shared and the findings were discussed.

• Our partner adjusted multiple aspects of its compensation structure in the weeks ahead and significantly improved staff retention and its culture as a result. While this was a key step, our partner also acknowledged the role other factors played in reducing employee churn and improving its company culture.

Context:

• Our partner, an organization with ~150 employees, experienced steady growth over the course of several years. As a result, its needs in terms of its internal processes and systems developed accordingly.

• The requirements for the new HRIS focused on efficiency & scalability, user experience/simplicity, and reporting capacities.

• Maisha Mazuri led the vendor selection and implementation of a new HR System. 

Approach:

• Within a few days, we evaluated a short-list of four solutions with the internal HR team according to existing features, (personal) experiences, the product roadmap, and the budget.

• Our familiarity with the products and implementation procedures allowed the vendor selection process to maintain momentum so we could proceed to implementation within 2 weeks of the start of the project.

• We worked closely with the internal HR team to clarify details throughout, which meant the handover sessions covered many already familiar features in the platform for the internal team.

Result:

• Within 6 weeks, a closely compatible HRIS solution was implemented for this SMB.

• Workflows and automations were built to reduce manual work for the internal team.

• Local HR compliance items were implemented to ensure compliance and avoid costly errors.

• Employees required minimal guidance using the new platform due to the intuitive set-up.

• Our partner realized both a greater range of options in their reporting while also ensuring its continuity due to a key focus on data structures during the migration to the new system.

Context: 

• Our partner is an organization with ~50 FTE and was a little late to realize the need for a People Ops/Human Resource function. ;)

• Maisha Mazuri built the foundation to HR for this organization.

Approach:

• After a little under a day, the onboarding had been completed and it was clear the HR fundamentals needed to be set-up quickly (sick leave procedures, days of leave tracking, documentation of special cases, parental leave, etc.).

• Maisha Mazuri set-up temporary processes to tackle the most urgent items while longer term solutions (HRIS, procedures, compliance, HR data monitoring, etc.) were prepared.

• Once the longer term solutions were established, Maisha Mazuri supported the search for a permanent HR Manager.

Result: 

• Within a week, the immediate challenges resulting from the absence of almost any form of HR were relieved.

• Within two months, a strictly functional HRIS was implemented, scattered HR data was imported, processes were established, and HR compliance could be ticked off.

• Within three months, we finished the search for the full time HR Manager who could keep building on the foundation we had made.