Duties & Responsibilities

• Design all Training Programs in the University.
• In collaboration with the Human Resource Business Partners create and design training programs in-line with the University’s business objectives deliver and evaluate training sessions within the University’s Learning and Development framework and design training profiles for all roles in the organization and identify essential and non-essential training and development programs that support the University’s business needs.
• Identification of Training Needs in the University.
• Working closely with Departmental Heads and HRBPs in the University to identify training needs and gaps in the various departments and recommend training programs to equip the staff with the necessary skills to deliver the business objectives.
• Prioritization of Training Needs.
• Set priorities of training needs that are essential to the achievement of the University’s goals and targets for the set year.
• Map out and Implement Training plans
• Source, identify and arrange internal and external training to address competency gaps, establish review dates to identify further training needs in line with the employees’ role requirements from both internal and external regulations and map out training plans for new employees and allocate required training including induction programs.
• Ensure quality of training & development programs
• Evaluate all training programs in the University and ensure they meet both organizational and individual needs and the programs are cost effective.
• Review learning and development interventions to ensure technical competence, leadership development and personal effectiveness.
• Monitor and evaluate feedback and effectiveness of all training and development programs undertaken by staff.
• Support Succession Planning
• Through communicating data metrics that inform managers of the teams ‘progress and support individual staff development through programmes that enhance individual staff skills and performance.
• Ensure continuous development of staff through provision of programs that include short courses that can be easily accessible by staff.
• Identify potential new learning activities for the University’s staff.
• Conduct continuous review of training programmes offered by the University to ensure fit-for purpose and suitability to the organizational goals.
• Liaise with various e-learning vendors to identify courses that may be beneficial to the university’s staff.
• Identify new ways of enhancing the competencies and skills of the staff in line with the University’s strategy and goals.
• Oversee the training budget.
• Monitor training KPI’s and prepare reports including training costs, venue costs, budget and cost of delivery of courses/qualifications
• Monitor the University training budget and ensure training Programs identified are within the allocated budget.
• Support performance improvement in the University through provision of relevant training for employees on Performance Improvement Program (PIP) to equip them with the necessary skills to excel in their various roles.

Minimum Academic Qualifications

• Bachelor’s degree in Human Resource Management or Business related field;
• A master’s in Business Administration will be an added advantage;
• Higher Diploma in Human Resource Management;
• A minimum of five (5) years’ experience in Human Resources with at least three (3) as a Senior Learning & Development Officer;
• A member of the Institute of Human Resource Management (IHRM);
• Relevant professional qualifications are an added advantage;
• Proven ability to effectively design, develop and facilitate Learning & Development Programs.
• Well-versed in adult learning / Learning and Development best practices, research and trends
• Experience with leadership coaching and development;

 Competencies & Attributes

• People Management Skills;
• Problem Solving & Decision Making Skills;
• Analytical Skills;
• Relationship Management & Networking Skills;
• Communication Skills;

Duties & Responsibilities

Talent Management

• In collaboration with the Head of Departments, develop and review the manpower planning strategy;
• Coordinating manpower planning in collaboration with Team leads, to ensure smooth transitions and continuity in service delivery;
• Maintaining a good Employer Brand Proposition and Employee Value Proposition;
• Building a talent pool to provide the University with the right candidates when required;
• Updating the recruitment policies, procedures and tools, to ensure that they are efficient and in line with the Commission for University Education and University Statutes;
• Coordinate interventions that provide knowledge and skills to those involved in the recruitment process.

On boarding, Integration & Re-boarding

• Developing, reviewing and updating the policies, procedures and tools for all onboarding scenarios.

Succession Planning

• Designing succession and contingency frameworks in collaboration with the Head of Department and Executive Director People and Culture (P&C);
• Periodically updating the SU succession plan in collaboration with the Executive Director P&C.

Contracts Management

• In collaboration with Executive Director P&C, Develop, review and update contract management policy and procedure;
• Reviewing and making recommendations on the requisite staff documentation for different types of contracts.

Salary Administration

• Design competitive rewards and compensation strategy through robust benchmarking in the industry and implement pragmatically to enable the University to remain competitive and enable it to attract and retain the right calibre of employees;
• Implementing the approved recommendations of the Job Evaluation process in collaboration with the Executive Director, P&C.

Reporting

• Generate quality, timely and error free reports of the respective Talent Management functions;

Other

• Carry out any other duties as are within the scope, spirit and purpose of the job as requested by the Head of Department.

 Minimum Academic Qualifications

• Master’s Degree in Social Sciences, Human Resources, or any other related field from a recognised institution
• At least 5 years’ experience in implementing change in organizations with at least 2 years in a managerial
• Professional qualification in HR and be a member of IHRM
• Have a sound understanding of the Kenyan Labour Laws and related policy framework.
• Experience in an academic institution will be an added advantage

Competencies & Attributes

• Ability to create a learning environment by securing resources required supporting development efforts; availing opportunities to help individuals overcome obstacles in learning
• Continuously seek change and improvement by initiating efforts to explore alternative solutions
• Support the improvement of organizational culture and processes
• Drive for results
• Developed relationship building skills
• Good Interpersonal and Communication Skills
• High level of integrity