Job Description

Key Duties and Responsibilities

HR Policy Development

• Review human resources management practices on a continuous basis and execute policies that enhance the long-term commitment of employees.


• Support the Director of Human Resources to prepare, review and monitor HR policies and create the mechanisms for internal checks to ensure that they are aligned and fully understood by employees.


• Implement consistent HR policies, and procedures.


• Develop reporting mechanisms that demonstrate employee feedback on the relevance of policies and develop new policies as appropriate.

Recruitment

• Develop and implement an employee centred approach that will enable the Foundation to attract, develop and retain a strong brand with the aim of positioning the organisation as an employer of choice


• Collaborate with line managers in the development of staffing plans and recruitment plans, ensuring that each team is staffed appropriately according to the need and budget availability in an efficient and timely manner.


• Develop a competitive recruitment strategy to attract and retain the best talent, both local and diaspora ensuring diversity in all new hires.


• Develop HR metrics that demonstrate how the organisation is performing against its hiring goals and ensure that the management team is kept regularly informed about appropriate recruitment plans.

Learning and Development

• Identify the training needs of employees and ensure processes are in place to support and encourage appropriate personal and professional development of staff within the context of stated objectives.


• Collaborate with line managers in establishing the skills gaps within the relevant departments and facilitate the analysis of training needs and execution of mitigation initiatives.


• Oversee the delivery of training programs, ensuring that training records are documented appropriately and stored.

Performance Management

• In collaboration with line managers, review, develop and implement efficient performance measurement processes.


• Ensure all employees have regular performance appraisals and work with line managers to ensure that the outcome of these processes is robust and well documented.


• Implement a performance driven culture that rewards exceptional performance.


• Communicate the positive benefits of performance management to employees, as well as provide consistent, data-driven updates to management.

Employee Engagement

• Develop HR organisational culture support initiatives that will help infuse the vision, mission and values of the organisation and create a culture that derives from these principles.


• Execute employee engagement strategies to ensure employees are passionate, invested and motivated by their work.


• Develop employee engagement and retention strategies that promote employee satisfaction, and team harmony.

Compensation Management

• Ensure a competitive market related compensation and benefits framework is maintained; develop specific programmes to attract and retain high performing talent.


• Ensure periodic market salary reviews and analyses are conducted, and make appropriate recommendations for annual reviews.


• Develop, review and implement employee wellness programs in consultation with the management team.

Requirements

Qualification 

• HR related Bachelors’ degree (preferably in Social Sciences) with a postgraduate HR qualification and/or membership of a professional HR association- IHRM, CIPD, CHRA, SHRM.


• A minimum of six (6) years of professional experience.


• Prior experience in working with multinational organisations or subsidiaries is a distinct advantage but as a minimum, each candidate must be able to demonstrate strong HR acumen in fast-growing organisations.


• Must be an excellent communicator in written and spoken English.


• Good understanding of Kenyan labour laws, standards and legal requirements.

Behavioural Competencies

• Able to manage and motivate a wide variety of employees from diverse backgrounds in a professional compelling manner.


• Problem solving and creative thinking skills: the ability to get results in unstructured environments, a solid record of accomplishment for growing businesses and implementing best practice policies and processes.


• Self-assured, internally motivated and passionate individual with outstanding communication skills driven to succeed and make a difference.


• Must possess high levels of integrity, resilience, accountability, commitment and determination. o Good understanding of HR data metrics and the ability to present these to the senior management to aid in decision-making.