Human Resource Manager

Job Title: Human Resource Manager

Reports to: Operations Coordinator

Direct Reports: Human Resource Officer, Human Resource Support Officer

Closely work with: Internally – All staff

Externally – PBO Board, Ministry of Labour, NITA and Human Resource forum

Job Location: Nairobi (Candidates must be legally entitled to work in Kenya at the time of application – National Position)

Contract Details: Fixed term, twelve (12)months contract, renewable subject to availability of funding

Job Purpose:

The job holder will be responsible for all aspects of Human Resources (HR). S/he will lead in the development and implementation of HR policies and best practices and support management in staff management in full compliance with the labour law.

Main Duties and Responsibilities:

Policies, Procedures and Best Practice

• Lead in developing a HR strategy, aligned with the country’s strategic plan, that places staff development and wellbeing at the core of our employee engagement
• Develop and implement strategies to deliver on key organizational objectives such as having better diversity, equality, inclusion, a value-based organizational culture
• Advise management on emerging trends in HR best practices and how these could be adapted to the Concern Kenya context
• Responsible for ensuring that all HR policies and procedures are compliant with Kenya labour law and aligned to HR best practices
• Responsible for the development and implementation of fair and consistent application of legal requirements and HR policies & procedures
• Champion all of Concern’s safeguarding policies including the Code of Conduct and the Associated policies. Initiate and roll out communications to ensure these policies are embedded in Concern’s culture

Recruitment, Selection, Placement and Retention

• Review all job descriptions to ensure that they are appropriate for the grade and consistent across similar roles by sector and location
• Ensure efficient recruitment as per safeguarding employment cycle checklist
• Sit in the interview panel for GB5 and higher
• Review the interview report
• Ensure that a transparent, timely, effective and efficient recruitment process is in place, that attracts, recruits and retains people who are the right fit for the organization
• In line with the Concern Talent Management Strategy, design and initiate retention and succession plans that ensure the continuous availability of internal candidates to have the potential to fill vacancies within the supervisory and management grades
• Oversee staff onboarding and address any concerns raised/identified
• Support managers in developing JDs
• Conduct job evaluation, job analysis and job grading for all positions

HR Administration

• Conduct adhoc file audit to ensure compliance and completeness
• Track Audit (both Internal and External) reports and ensure implementation of the actions related to HR
• Pension management and facilitate the Annual General Meeting
• Serves as a secretary to the pension board of trustee
• Manage all communication to staff as guided by Country Director

Reward and Benefits Administration

• Lead in salary surveys and analyzing data to inform review of salaries and benefits packages to ensure that we are competitive
• Recommend to CMT any changes based on the survey outputs
• Support in getting CMT approval and submitting to Dublin the approval request for step increments and other salary changes e.g. in response to Birches

Learning, Training and Development

• Create and implement learning and development programs and initiatives that support staff and managers in objective setting, institutionalize constructive feedback mechanisms
• Support management in conducting effective performance development reviews, in developing improvements plans for career and professional growth and development
• Train, coach, mentor and appraise direct reports and all staff, as appropriate, to optimize their potential
• Management end to end PDRs Process ( mid-year and annual reviews, timelines)
• Ensure inclusion and equitable access to training and development opportunities
• Develop an annual training and development plan and, with management, prioritise needs from the PDRs
• Evaluate and report on learning and development programs and their effectiveness and submit proposals for their improvement, as necessary.

Contracts Management

• End-to-end employment cycle management
• Oversee management of staff contract processing, monitoring, and renewal

Staff Relations

• Provide support to managers on employee relations and performance management, ensuring that all matters are dealt with in a fair and consistent manner. This may include grievance/conflict handling, conducting investigations, overseeing disciplinary procedures
• Develop coordinated and consistent approaches that strengthen staff representation mechanisms for staff engagement
• Advise on appropriate actions for prevention and response to legal issues and coordinate actions with our legal advisors
• Be the champion for the Concern Kenya Safeguarding agenda

Documentation, Reporting and Representation

• Prepare input for HR, monthly, quarterly and annual reports
• Follow through on the documentation of the lesson learned on the HR process and process reviews
• Represent Concern and serve on committees/teams/task forces, as appropriate
• Respond to employee related queries and prepare staff communications, as needed
• Oversee the management of the HR Information System

Staff Separation

• Review and analysis of exit interviews and making recommendations to CMT for organizational improvements based on common trends
• Ensure staff separation is in compliance to legal requirements and policies & procedures

Line Management

• Ensure efficient management of HRO & HRSO including daily supervision of their tasks & follow up on their tasks
• Conduct the PDR for the HRO and HR Support Officer
• Capacity build the HRO and HRSO on all areas of HR
• Support HRO and HRSO to develop personal development plan
• Support/ guide HRO and HRSO in developing their monthly work plans

Data Analytics / HRIS

• Oversee the HRIS to ensure it is running smoothly

Other Duties & Responsibilities

• Conduct quarterly field visit for HR support for staff capacity building, review HR process, address HR issues, support managers on any HR-related issues
• Ensure data protection is complied with and personnel records are maintained to a high standard.
• Ensure that equality, diversity, and inclusion are on the agenda and that there are proactive initiatives developed and implemented to address the imbalance. Explore reasons and opportunities.
• Lead in and advise on organization’s change process
• Maintain up-to-date knowledge and understanding of regulations, laws, industry trends, practices, and developments regarding HR that may affect Concern and advise management and employees accordingly

Others

• Adhere to and promote the standards outlined in the Concern Code of Conduct and associated policies to their team, beneficiaries, and be committed to providing a safe working environment
• Participating and contributing towards Concern’s emergency response, as and when necessary
• Comply with Concern’s health, safety and security guidelines during emergencies
• Take all possible measure to meet Core Humanitarian Standards (CHS)
• Any other duties as assigned by the Line Manager

Minimum Education, Qualifications & Experience Required

• Degree in Business Administration or other related discipline
• At least five (5) years working experience in the same capacity.
• Previous experience in an international NGO is an added advantage.
• Must be a member of IHRM
• Excellent writing and oral skills in English
• Proficiency in computer applications

Preference will be given to candidates who have:

• Excellent interpersonal and communication skills.
• Ability to manages multiple priorities and strict deadlines
• Ability to identify potential problems and recommend solutions

Competencies required

• Communicating and working with others
• Managing yourself
• Planning and decision-making
• Delivering results

Concern Code of Conduct and associated policies

Concern has an organisational Code of Conduct (CCoC) with three Associated Policies; the Programme Participant Protection Policy (P4), the Child Safeguarding Policy and the Anti-Trafficking in Persons Policy. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organisation, and the standards of behaviour expected of them. In this context, staff have a responsibility to the organisation to strive for, and maintain, the highest standards in the day-to-day conduct in their workplace in accordance with Concern’s core values and mission. Any candidate offered a job with Concern Worldwide will be expected to sign the Concern Staff Code of Conduct and Associated Policies as an appendix to their contract of employment. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies.