Delivery of Strategic Strands (15%)
People Business Processes Management
Talent Management
Performance Management
Compensation & Benefits
Organization Development
Learning & Development
People Strategy Implementation (20%)
Develop HR strategies for Heifer International Kenya in conjunction with the vision, mission, and values of Heifer International.
Influence the development of strategy and support operational implementation.
Develop solutions to diverse and complex problems within organizational policy, anticipating and pre-empting risks to Heifer International Kenya.
Ensure Heifer International Kenya’s policies and procedures are fair and compliant with Kenyan labor law via working with local lawyers where necessary, interpreting legal advice and policy in-country.
Maintain confidentiality in the delivery of the People function, ensuring policies and the employee handbook align with current organizational needs.
Maintain confidential records related to grievances and complaints and coordinate their resolution.
Facilitate employee process compliance with Heifer International’s policies, procedures, and local labor laws.
Strategic Relationship Management (10%)
Administer staffing changes, promotions, transfers, and terminations in consultation with the relevant line managers.
Implement effective safe working practices and procedures.
Ensure high standards for HR “hygiene” factors, consistently checking their relevance and quality.
Manage and monitor expenditure against budgets for people-related strategic and annual plans, ensuring adherence to financial guidelines and value for money.
Ensure the implementation and effective use of business processes such as the Zaddox Star System.
Talent Management (10%)
Provide specialist advice and guidance to managers on employee relations issues (e.g., disciplinary, grievance, capability, bullying, and harassment) in line with policies and statutory legislation.
Implement workforce planning and succession planning strategies, advising the Country Director on future staffing needs.
Coordinate in-country succession planning and employee engagement strategies.
Work with senior management to align goals and rewards across teams and individuals.
Manage Compensation & Benefits implementation, participating in compensation reviews and benchmarking with the Regional People team.
Ensure internal equity in compensation policies and advise management based on internal and external competitiveness analysis.
Provide advice to new staff on benefits entitlements (medical, pension, and group life).
Oversee job creation control, staffing pattern management, and job benchmarking.
Collaborate with the Regional Compensation and Benefits Lead or Africa People Director to ensure relevant change pay proposals align with market competitiveness.
Community of Practice (10%)
Establish and maintain active relationships with government authorities, external parties, and local and international NGOs.
Identify in-country training needs, plan, manage, and coordinate the delivery of learning solutions across the organization.
Coach managers in identifying employee learning and career aspirations, developing effective development plans.
Recommend suitable learning methods and develop an annual learning and development plan aligned with the Regional People Team.
Provide guidance on staff capacity building and formulate the annual Learning and Development plan, including in-house training programs, coaching, and mentoring mechanisms.
Organizational Development (10%)
Design and implement a coherent organizational structure aligned with Heifer International’s practices and program needs.
Ensure frontline delivery hub efficiency and effectiveness for smallholder farmer impact.
Promote the inverted organogram and shared leadership culture.
Provide training and support to managers to promote diversity, inclusion, equity, and belonging.
Champion Heifer International’s staff culture initiatives to enhance collaboration across the organization.
Coordinate change initiatives within Heifer International Kenya to foster a positive work environment.
Promote a coaching and mentoring culture, including secondment opportunities to support staff development and career growth.
Customer Focus & Culture (10%)
Foster an organizational culture that reflects Heifer’s values, promotes accountability and high performance, and encourages learning, creativity, and innovation.
Engage stakeholders to identify improved ways of working.
Ensure HR “hygiene” factors are performed to a high standard and consistently reviewed.
Partner with the Regional People Team to create a positive employee relations climate that enhances business performance.
Advocate for a performance-driven culture underpinned by strong performance management.
Challenge senior leadership to model performance culture through their decisions on performance and rewards.
Enforce performance management processes and policies.
Ensure frontline delivery hub efficiency and effectiveness for smallholder farmer impact.
Implement and maintain a performance management system that drives high performance.
Continuously improve business processes and systems such as Agresso and Corral.
Talent Acquisition (10%)
Coordinate end-to-end recruitment effectively, fairly, and transparently, including job advertising, screening, interviewing, reference checks, and job offers.
Guide hiring managers on job reviews and job description development.
Coordinate onboarding processes to ensure new hires understand Heifer International’s vision, mission, values, policies, and operations.
Provide relevant statistical information and data on recruitment activities, gender analysis, and other applicable recruitment metrics.
Support recruitment efforts and monitor recruitment activities weekly.
Work with the Country Director and stakeholders to assess talent needs for proposals and new projects.
Recruit and develop new skills required for effective programming and delivery.
Administration & Any Other Assigned Function (5%)
Perform other job-related duties as assigned.
Minimum Requirements
A Bachelor’s Degree in Human Resources, Business, or a related field.
Continued HR education/certification is a significant plus.
Minimum of 8-10 years’ experience, with at least 5 years managing HR functions in a dynamic organization.
Previous experience with an International NGO is highly valued.
Experience with HRIS.
Preferred Requirements
Proven ability to implement strategy, meet objectives, and work within a matrix structure.
Strong influence skills, team management, active listening, negotiation, and presentation skills.
Ability to build and effectively manage interpersonal relationships at all levels.
Strong analytical skills and effective negotiation ability to influence cross-departmental work.
In-depth knowledge of Kenya Labor Law.
Local Human Resources Certification.
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