Deadline of this Job: 26 August 2022
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
• 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;
Deadline of this Job: 26 August 2022
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
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
Deadline of this Job: 29 August 2022
What are we looking for?
• Bachelor's Degree (or international equivalent) in a related field preferred.
• At least 1 years of related experience. Equivalent combination of relevant education and experience may be substituted (e.g., Higher National Diploma and 2 years of related experience).
• Excellent customer service skills.
• Proficient in MS Office Suite (Word, Excel, PowerPoint).
• Basic knowledge of HRIS-based software and SharePoint preferred. Able to pick up new technologies and systems quickly.
• Able to proactively identify departmental needs.
• Able to multi-task, prioritize and meet deadlines in ambiguous and rapidly changing environments.
• Excellent communication skills, both verbal and written.
• Excellent organizational and administrative skills, and attention to detail.
• Able to maintain complete confidentiality for sensitive issues and information.
What are we looking for?
• Bachelor's Degree (or international equivalent) in a related field preferred.
• At least 1 years of related experience. Equivalent combination of relevant education and experience may be substituted (e.g., Higher National Diploma and 2 years of related experience).
• Excellent customer service skills.
• Proficient in MS Office Suite (Word, Excel, PowerPoint).
• Basic knowledge of HRIS-based software and SharePoint preferred. Able to pick up new technologies and systems quickly.
• Able to proactively identify departmental needs.
• Able to multi-task, prioritize and meet deadlines in ambiguous and rapidly changing environments.
• Excellent communication skills, both verbal and written.
• Excellent organizational and administrative skills, and attention to detail.
• Able to maintain complete confidentiality for sensitive issues and information.
Senior Human Resource Assistant job at International Organization for Migration (IOM)
Deadline of this Job: 28 August 2022
Under the overall supervision of Human Resources Officer/Head of Unit and under the direct supervision of the Human Resources Officer for IOM Somalia, the incumbent will take leading role in planning, organizing and coordinating the activities of the human resource unit and administrative functions of the Mission and its sub-offices. In particular, he/she will:
Core Functions / Responsibilities:
• In coordination with HR Officer, coordinate the Human Resources Management function in the Mission including its sub offices in accordance with the Organization's policies, procedures, and practices. Assist HR Officer and the COM on interpreting and implementing IOM's HR policies, rules, and regulations, as well as standards and techniques taking into account the Mission’s activities.
• Participate in evaluation of staffing needs in the Mission for IOM positions, non-staff and Third Party Contracts/TPC, and assist in coordination of recruitment processes, including but not limited to, providing guidance to hiring managers on preparation of Post Description, drafting and posting Vacancy Notice/Special Vacancy Notice/Call for Applications, screening and shortlisting applications, drafting interview protocols, preparing and administering written tests, taking part in interview panels as assigned, drafting candidates assessment forms, conducting reference checks, preparing job offers, administering recruitment mailbox, etc.
• Carry-out and coordinate pre-employment activities such as preparation of Entry on Duty (EOD) documentation and collection of supporting documentation, coordination of EOD medical exams and follow-up with Health Insurance Medical Service in Panama on medical clearance, coordinate enrollment in insurance plans as appropriate, coordination and delivery of induction sessions, arrangement for security briefing, etc.
• Perform assigned role(s) in PRISM HR paying special attention to data consistency and accuracy; input, maintain and verify data based on approvals and supporting documentation; verify eligibility for allowances and other benefits, monitor and follow up on contractual situation and entitlements, and initiate and coordinate prompt actions; generate, edit and review reports, contract extensions, personnel actions and other related documentation.
• Supervise and prepare the monthly payroll for IOM national staff and TPC staff and related administrative actions.
• In coordination with HR team, monitor timely preparation and renewal of all types of contracts and the administration of entitlements, including for non-staff such as consultants, interns, hourly contracts and TPC.
• In coordination with HR team, monitor attendance and leave administration; generate, edit and analyse leave-related reports; respond to questions concerning leave administration; guide staff on request and approval procedure in PRISM.
• In coordination with HR Officer, carry-out and monitor a wide range of Human Resource actions including but not limited to preparation of documentation for separation, classification, reclassification, promotion, disciplinary cases and coordinate with the Regional Office, Administrative Centers and Human Resource Management in Geneva as appropriate.
• In coordination with HR team, prepare, coordinate and monitor all reports on personnel matters and submit timely to concerned parties; draft and review routine correspondence, letters, certifications, etc.
• Monitor compliance with the Staff Evaluation System within Mission and advocate for timely completion of the performance management process in line with organizational deadlines. Facilitate and follow-up with staff and supervisor as needed; facilitate compliance by providing technical guidance on the use of the system.
• In coordination with HR team, liaise with Finance Section on delivery of benefits/privileges to international staff in the field such as DSA, Danger Pay, rest and recuperation travel, settling grant etc.
• In coordination with HR team, plan and coordinate the organization of Human Resources events including staff development and training activities in coordination with the Staff Development and Learning Unit and maintain updated records. Participate in assessments of staff training and development needs.
• Provide information to staff on their entitlements and responsibilities in line with IOM regulations, instructions and procedures. Respond to standard and more complex inquiries and refer the most sensitive ones as appropriate.
• Identify areas for improvement and highlight them to the supervisor; provide inputs for new procedures to complement or to adapt existing ones taking into consideration the specific needs of the office. Assist in analyzing and resolving sensitive cases by collating background information, preparing summaries and sharing best practices. Provides comments on interpretation
• Provide guidance and training to and coordinate and monitor work of new/junior staff in the unit.
• Perform such other related duties as assigned.
Required Qualifications and Experience
Education
• Bachelor’s degree in Human Resources, Business Administration, Psychology or related field from an accredited institution with minimum four years of relevant professional experience; or
• High School diploma from an accredited institution with minimum six years of relevant experience.
Experience
• Prior work experience with international humanitarian organizations, non-government or government institutions/organization in a multi-cultural setting is an advantage.
• Professional and management experience in Human Resources covering: Recruitment, Salary and Benefits Administration, Training and Development, HR Information Systems, preferably in an international organization.
• Familiarity with UN common system or similar systems.
Skills
• High level of computer literacy. Good knowledge of MS Office specifically EXCEL.
• Knowledge of PRISM (SAP) a distinct advantage.
• Attention to detail, ability to organize paperwork in a methodical way, and meet deadlines.
• Discreet, details and clients-oriented, patient and willingness to learn new things.
• Mature individual, able to work independently; ability to work under pressure and with minimum supervision.
• Demonstrated ability to maintain accuracy and confidentiality in performing responsibilities.
• Must have excellent communication skill (written and spoken).
• Strong interpersonal skill, ability to work in a diverse team, flexible and quickly adapt to new/different environment.
Required Competencies
The incumbent is expected to demonstrate the following values and competencies:
Values-all IOM staff members must abide by and demonstrate these three values:
• Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
• Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
Core Competencies – behavioral indicators level 2
• Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.
• Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.
Under the overall supervision of Human Resources Officer/Head of Unit and under the direct supervision of the Human Resources Officer for IOM Somalia, the incumbent will take leading role in planning, organizing and coordinating the activities of the human resource unit and administrative functions of the Mission and its sub-offices. In particular, he/she will:
Core Functions / Responsibilities:
• In coordination with HR Officer, coordinate the Human Resources Management function in the Mission including its sub offices in accordance with the Organization's policies, procedures, and practices. Assist HR Officer and the COM on interpreting and implementing IOM's HR policies, rules, and regulations, as well as standards and techniques taking into account the Mission’s activities.
• Participate in evaluation of staffing needs in the Mission for IOM positions, non-staff and Third Party Contracts/TPC, and assist in coordination of recruitment processes, including but not limited to, providing guidance to hiring managers on preparation of Post Description, drafting and posting Vacancy Notice/Special Vacancy Notice/Call for Applications, screening and shortlisting applications, drafting interview protocols, preparing and administering written tests, taking part in interview panels as assigned, drafting candidates assessment forms, conducting reference checks, preparing job offers, administering recruitment mailbox, etc.
• Carry-out and coordinate pre-employment activities such as preparation of Entry on Duty (EOD) documentation and collection of supporting documentation, coordination of EOD medical exams and follow-up with Health Insurance Medical Service in Panama on medical clearance, coordinate enrollment in insurance plans as appropriate, coordination and delivery of induction sessions, arrangement for security briefing, etc.
• Perform assigned role(s) in PRISM HR paying special attention to data consistency and accuracy; input, maintain and verify data based on approvals and supporting documentation; verify eligibility for allowances and other benefits, monitor and follow up on contractual situation and entitlements, and initiate and coordinate prompt actions; generate, edit and review reports, contract extensions, personnel actions and other related documentation.
• Supervise and prepare the monthly payroll for IOM national staff and TPC staff and related administrative actions.
• In coordination with HR team, monitor timely preparation and renewal of all types of contracts and the administration of entitlements, including for non-staff such as consultants, interns, hourly contracts and TPC.
• In coordination with HR team, monitor attendance and leave administration; generate, edit and analyse leave-related reports; respond to questions concerning leave administration; guide staff on request and approval procedure in PRISM.
• In coordination with HR Officer, carry-out and monitor a wide range of Human Resource actions including but not limited to preparation of documentation for separation, classification, reclassification, promotion, disciplinary cases and coordinate with the Regional Office, Administrative Centers and Human Resource Management in Geneva as appropriate.
• In coordination with HR team, prepare, coordinate and monitor all reports on personnel matters and submit timely to concerned parties; draft and review routine correspondence, letters, certifications, etc.
• Monitor compliance with the Staff Evaluation System within Mission and advocate for timely completion of the performance management process in line with organizational deadlines. Facilitate and follow-up with staff and supervisor as needed; facilitate compliance by providing technical guidance on the use of the system.
• In coordination with HR team, liaise with Finance Section on delivery of benefits/privileges to international staff in the field such as DSA, Danger Pay, rest and recuperation travel, settling grant etc.
• In coordination with HR team, plan and coordinate the organization of Human Resources events including staff development and training activities in coordination with the Staff Development and Learning Unit and maintain updated records. Participate in assessments of staff training and development needs.
• Provide information to staff on their entitlements and responsibilities in line with IOM regulations, instructions and procedures. Respond to standard and more complex inquiries and refer the most sensitive ones as appropriate.
• Identify areas for improvement and highlight them to the supervisor; provide inputs for new procedures to complement or to adapt existing ones taking into consideration the specific needs of the office. Assist in analyzing and resolving sensitive cases by collating background information, preparing summaries and sharing best practices. Provides comments on interpretation
• Provide guidance and training to and coordinate and monitor work of new/junior staff in the unit.
• Perform such other related duties as assigned.
Required Qualifications and Experience
Education
• Bachelor’s degree in Human Resources, Business Administration, Psychology or related field from an accredited institution with minimum four years of relevant professional experience; or
• High School diploma from an accredited institution with minimum six years of relevant experience.
Experience
• Prior work experience with international humanitarian organizations, non-government or government institutions/organization in a multi-cultural setting is an advantage.
• Professional and management experience in Human Resources covering: Recruitment, Salary and Benefits Administration, Training and Development, HR Information Systems, preferably in an international organization.
• Familiarity with UN common system or similar systems.
Skills
• High level of computer literacy. Good knowledge of MS Office specifically EXCEL.
• Knowledge of PRISM (SAP) a distinct advantage.
• Attention to detail, ability to organize paperwork in a methodical way, and meet deadlines.
• Discreet, details and clients-oriented, patient and willingness to learn new things.
• Mature individual, able to work independently; ability to work under pressure and with minimum supervision.
• Demonstrated ability to maintain accuracy and confidentiality in performing responsibilities.
• Must have excellent communication skill (written and spoken).
• Strong interpersonal skill, ability to work in a diverse team, flexible and quickly adapt to new/different environment.
Required Competencies
The incumbent is expected to demonstrate the following values and competencies:
Values-all IOM staff members must abide by and demonstrate these three values:
• Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
• Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
Core Competencies – behavioral indicators level 2
• Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.
• Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.
Deadline of this Job: 22 August 2022
(Kshs60,000 – Kshs80,000)
Our client is seeking to employ a human resource manager.
Specifications:
• 3 years’ experience in agriculture
• Degree or Diploma in Human resource management
• IHRM Membership is mandatory
• WhatsApp and Text.
Recruitment, Onboarding & Off boarding
• Develop strategic direction, policies, processes and plans with regard to all aspects of recruitment, onboarding & off boarding.
• Develop and implement a Recruitment and Compensation Policy & system ensuring that a
ll aspects of employment including the decision to hire, promote, reward, discipline, or discharge, are based on merit, competence, performance, and business needs.
• Create and maintain a consistent and positive image on all company developed employee and recruitment related content.
• Oversee the provision of recruitment reporting and information to management.
• Identify and build opportunities to better attract talent, including through the Company’s presence on social media, outsourcing arrangements or partnerships with relevant institutions.
• Guide and support the recruitment, training, appraisal, supervision, development, promotion and termination of all staff. Ensure clear leave cover, succession planning and handover processes are developed and adhered to.
Performance Management & Reward
• Develop strategic direction, policies, processes and plans with regard to all aspects of performance management, reward & recognition, performance improvement, career progression and promotions.
• Ensure that corporate objectives and goals are effectively cascaded within the context of a widely understood strategy & vision.
• Ensure all positions have JDs and annual work plans that accurately reflect roles, responsibilities, performance targets, indicators and expectations are used as the basis for quarterly and annual performance reviews.
Organizational Structure & Design, Values & Culture
• Work with each department as well as the Finance team to determine the most appropriate size and structure of each team, based on their departmental objectives and KPIs.
• Ensure that HR policies and practices reinforce the company values and a culture that attracts, retains and motivates top quality personnel.
Information flow & Communication
• Improve staff engagement levels through ensuring regular and transparent flow communication throughout the organization, embracing feedback & ensuring timely and transparent action is taken.
• Improve the tone, frequency and clarity of communication including through monthly newsletters, quarterly town halls, HR check ins and informal coffee chats.
Staff Motivation & Development
• Monitor and develop ways to improve overall levels of employee satisfaction & motivation. Establish and maintain an effective employee recognition programme.
• Develop and implement training strategy and plan, including leadership and on-the-job training.
• Design and implement or support team building efforts at various levels across the organization. Establish Staff Welfare Association.
HR Policies & Procedures
• Maintain an up to date Employee Handbook and ensure all HR policies comply with the relevant National Law.
• Ensure accurate and up to date employee contracts, personnel files and records (including leave, attendance, performance) at all times. Ensure all departments submit annual leave plans.
• Ensure payroll is accurately processed and e-payslips shared within agreed timelines each month.
• Ensure staff health and safety are prioritized including through the development and implementation of a clear OSH Policy and the best possible medical benefits the company can provide within the agreed budget.
• Take lead role in the Identification and procurement of an HRIS.
Report generation/data analysis
• Track and analyze all activity related to human resource management based on realistic and meaningful KPIs.
• Regularly generate and review HR data and reports, including on the progress of talent acquisition, retention, performance management and human resource activities.
CSR
• Identify CSR Projects that the organization can participate in.
• Coordinate CSR activities ensuring employee involvement.
• Ensure CSR activities are well documented for future reference.
Develop a High Performing HR Team
• Provide positive leadership to the HR team and the company as a whole.
• Develops skills of the HR team – identifying individual training needs as well as encouraging effective teamwork, with a focus on succession planning.
• Motivate the team – giving recognition and praise wherever possible.
• Deal with team performance issues promptly and appropriately.
• Pre-empt the need for and manage change where necessary within the team.
• Provides individual support to new HR team members – ensuring a full induction is provided for and adequate support is given during their learning curve.
Professional / Academic Background
• Bachelor’s degree in Human Resource Management, social sciences, business Administration, or its equivalent from a recognized university. Post graduate study is highly preferable.
• At least 10 years’ experience in Human Resource Management / Administration in recognised organizations, of which 5+ years include senior roles.
• Sound knowledge of Labour Laws and employment, Act 2007.
• Active member of a relevant professional body with a confirmed good standing record.
• Tech Savvy.
(Kshs60,000 – Kshs80,000)
Our client is seeking to employ a human resource manager.
Specifications:
• 3 years’ experience in agriculture
• Degree or Diploma in Human resource management
• IHRM Membership is mandatory
• WhatsApp and Text.
Deadline of this Job: 26 August 2022
Key ResponsibilitiesRecruitment, Onboarding & Off boarding
• Develop strategic direction, policies, processes and plans with regard to all aspects of recruitment, onboarding & off boarding.
• Develop and implement a Recruitment and Compensation Policy & system ensuring that a
ll aspects of employment including the decision to hire, promote, reward, discipline, or discharge, are based on merit, competence, performance, and business needs.
• Create and maintain a consistent and positive image on all company developed employee and recruitment related content.
• Oversee the provision of recruitment reporting and information to management.
• Identify and build opportunities to better attract talent, including through the Company’s presence on social media, outsourcing arrangements or partnerships with relevant institutions.
• Guide and support the recruitment, training, appraisal, supervision, development, promotion and termination of all staff. Ensure clear leave cover, succession planning and handover processes are developed and adhered to.
Performance Management & Reward
• Develop strategic direction, policies, processes and plans with regard to all aspects of performance management, reward & recognition, performance improvement, career progression and promotions.
• Ensure that corporate objectives and goals are effectively cascaded within the context of a widely understood strategy & vision.
• Ensure all positions have JDs and annual work plans that accurately reflect roles, responsibilities, performance targets, indicators and expectations are used as the basis for quarterly and annual performance reviews.
Organizational Structure & Design, Values & Culture
• Work with each department as well as the Finance team to determine the most appropriate size and structure of each team, based on their departmental objectives and KPIs.
• Ensure that HR policies and practices reinforce the company values and a culture that attracts, retains and motivates top quality personnel.
Information flow & Communication
• Improve staff engagement levels through ensuring regular and transparent flow communication throughout the organization, embracing feedback & ensuring timely and transparent action is taken.
• Improve the tone, frequency and clarity of communication including through monthly newsletters, quarterly town halls, HR check ins and informal coffee chats.
Staff Motivation & Development
• Monitor and develop ways to improve overall levels of employee satisfaction & motivation. Establish and maintain an effective employee recognition programme.
• Develop and implement training strategy and plan, including leadership and on-the-job training.
• Design and implement or support team building efforts at various levels across the organization. Establish Staff Welfare Association.
HR Policies & Procedures
• Maintain an up to date Employee Handbook and ensure all HR policies comply with the relevant National Law.
• Ensure accurate and up to date employee contracts, personnel files and records (including leave, attendance, performance) at all times. Ensure all departments submit annual leave plans.
• Ensure payroll is accurately processed and e-payslips shared within agreed timelines each month.
• Ensure staff health and safety are prioritized including through the development and implementation of a clear OSH Policy and the best possible medical benefits the company can provide within the agreed budget.
• Take lead role in the Identification and procurement of an HRIS.
Report generation/data analysis
• Track and analyze all activity related to human resource management based on realistic and meaningful KPIs.
• Regularly generate and review HR data and reports, including on the progress of talent acquisition, retention, performance management and human resource activities.
CSR
• Identify CSR Projects that the organization can participate in.
• Coordinate CSR activities ensuring employee involvement.
• Ensure CSR activities are well documented for future reference.
Develop a High Performing HR Team
• Provide positive leadership to the HR team and the company as a whole.
• Develops skills of the HR team – identifying individual training needs as well as encouraging effective teamwork, with a focus on succession planning.
• Motivate the team – giving recognition and praise wherever possible.
• Deal with team performance issues promptly and appropriately.
• Pre-empt the need for and manage change where necessary within the team.
• Provides individual support to new HR team members – ensuring a full induction is provided for and adequate support is given during their learning curve.
Professional / Academic Background
• Bachelor’s degree in Human Resource Management, social sciences, business Administration, or its equivalent from a recognized university. Post graduate study is highly preferable.
• At least 10 years’ experience in Human Resource Management / Administration in recognised organizations, of which 5+ years include senior roles.
• Sound knowledge of Labour Laws and employment, Act 2007.
• Active member of a relevant professional body with a confirmed good standing record.
• Tech Savvy.