ROLE PURPOSE:
ROLE PURPOSE: The Human Resources Officer with focus on employee lifecycle to support the recruitment and hiring processes and procedures. This position reports to the head of HR, Admin, and IT. In the event of a major humanitarian emergency, the role holder will be expected to work outside the normal role profile and be able to vary working hours accordingly
Contract Duration: 1 year
Reports to: Head of HR, Admin, and IT
KEY AREAS OF ACCOUNTABILITY:
Recruitment Support
Implementing all aspects of staff recruitment, as directed by the Head of Human Resources Admin, and IT. Supporting and participating in all recruitment processes, and ensure procedures is followed in a fair and transparent manner.
Support on organization-wide internal and external recruitment including, but not limited to, job ads, candidate identification, candidate screening, interviews, references, and background checks.
Collaborates with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
Work closely with the Senior HR/Admin Coordinator, HR Coordinator(Effort Reporting & HRIS) and assist with the new employee orientation and onboarding.
Assist with off boarding, including conducting exit interviews.
Training the staff on recruitment, onboarding, and off boarding procedures.
Ensure the creation of requisition in Oracle and submitting for approval.
Post approved requisitions to both internal and external websites.
Support recruitment managers by ensuring laid down policies as pertains to recruitment are followed.
Monitor advertisement-closing dates; send long lists in consultation with respective hiring managers.
Schedule & invite shortlisted candidates for interviews in timely manner.
Supervise written test in consultation with the hiring managers.
Participate in the interview selection process as required.
Prepare summary of interview results & panel recommendations for review and approval by the relevant approvers.
Give feedback to unsuccessful external candidates including sending if sending regrets timely.
On boarding of new staff
Ensuring that welcome package and induction checklist of new staff is prepared on time.
Support in offering induction to new staff on HR policies and procedures.
Ensure all the logistics for new employee is well done in Nairobi and field office for those based there.
Process relocation benefit to new employees.
Follow-up on staff exit.
Support the Head of HR and HR Officer on exit process when needed:
Ensure exiting staff complete the required documentations.
Review and summaries the exit debrief and share report with the head of HR, Admin, and IT.
Gather information on the staff exit from the and/or staff him/herself and launch the exit process.
Submission of the clearance form with finance and follow up for timely payment of dues within 30 days.
Staff Welfare
Facilitate and administer staff medical insurance, ensuring employee insurance eligibility list is kept current.
Be the focal point person for identified benefits providers and liaise with them to address issues arising from the SC Staff medical & life insurance schemes.
Track contracts for medical insurance and other staff benefits contracts and inform the HHRA are due for renewal/expiry.
Work closely with Finance Department to ensure value-for-money services from benefits providers, including, but not limited to, ensuring credit notes are issued promptly, informing the HHRA and Finance Department of any anomalies/concerns in service provider reports.
As a key member of the Staff Welfare Committee, the job holder will take the lead in staff welfare activities, including staff end-year party and other welfare initiatives,
Work closely with the finance team to manage and track the welfare monthly contributions and expenses.
Support the Head of HR, Admin & IT in managing the in-house staff resilience programme and collaborating with the security team on duty of care for staff.
Support the Head of HR with the Employee satisfaction surveys.
Management of the WIBA cover.
Work closely with the Senior HR/Administration Coordinator and ensure all the staff who have completed the probation are included in the pension scheme and manage the scheme.
Organize member education talks with the service providers for the medical scheme, WIBA and Pension scheme.
Track the medical expenses and ensure the staff are given usage statements on quarterly basis.
Track and ensure staff are given their updated pension statements twice a year.
Support the Head of Department with the management of medical evacuation and the Fly doctors’ account renewals.
Child Safeguarding:
Ensure all the HRIS system and data is safeguarded from unauthorized users.
Ensure all the recruitment process and steps have safeguarding components from drafting of the JD, advertising, and interview the assessment form.
Ensure all the training undertaken have component of creating awareness on CS policies and practices.
All staff have an obligation to ensure they fully understand the provisions of the Child Safeguarding Policy, the Code of Conduct, and related policies. They must conduct themselves in accordance with the rules of the Child Safeguarding Policy, in their personal and professional lives – which includes reporting suspicions of child abuse.
All staff must ensure the way they are carrying out their work is not putting children at risk (or further risk)
BEHAVIOURS (Values in Practice)
Accountability:
Holds self-accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children values
Holds the team and partners accountable to deliver on their responsibilities – giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved
Ambition:
Sets ambitious and challenging goals for themselves (and their team), takes responsibility for their own personal development and encourages others to do the same
Widely shares their personal vision for Save the Children, engages and motivates others
Future orientated, thinks strategically
Collaboration:
Builds and maintains effective relationships, with their team, colleagues, members and external partners and supporters.
Values diversity, sees it as a source of competitive strength
Approachable, good listener, easy to talk to
Creativity:
Develops and encourages new and innovative solutions
Willing to take disciplined risks
Integrity:
Honest, encourages openness and transparency
EXPERIENCE AND SKILLS
Essential
A bachelor’s degree in human resources, Business Administration, or a related field (essential) • Member of IHRM • CHRP Qualification
A minimum of 5 years of work experience in Human Resources
Previous 3+ year experience in HR, specifically in recruitment for an international non[1]profit/non-governmental organization.
Experience working in a fast-paced and multicultural office (preferred)
Extensive knowledge of Microsoft Excel
Good judgment and extremely high attention to detail
Strong problem-solving skills • Excellent interpersonal skills, collaborative style and approach, and ability to work effectively across cultures.
Experience of working under high pressure, fast-paced environments and able to deal with ambiguity and change in those contexts.
Ability to plan and organize a substantial workload that includes complex, diverse tasks.
Quality orientation and attention to detail
Fluency in English (essential)
A commitment to the mission, vision, and values of Save the Children.
Commitment to Save the Children International values.
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