Jobs Kenya

Job Field: Sector in Human Resources / HR  , NGO/Non-Profit

  • HR Manager – Global Humanitarian Team Business Support Manager – Global Humanitarian Team

    HR Manager – Global Humanitarian Team Business Support Manager – Global Humanitarian Team

    Job Description
    This post will be part of the GHT (Global Humanitarian Team).
    The Role
    We are looking for a HR Manager to lead HR services in the GHT and ensure the successful implementation of the Humanitarian strategy and work plans.
    The GHT works across Oxfam, in particular with Oxfam country teams, and others to maximise the quality and impact of Oxfam’s humanitarian programme by

    Delivering rapid, safe and high-quality emergency scale up capacity.
    Supporting programme strategy, operational design, humanitarian preparedness andresponse.
    Capacity building across Oxfam and partner organisations.
    Supporting the gathering of evidence to enable learning, innovation and advocating for change across the sector.
    Working with Campaigns and Policy to influence for greater respect of the basic rights ofcrisis affected men and women.
    Working closely with affiliates in their roles as EAs, PAs, response work in media and policy for the best interests of the humanitarian programme as part of the one-Oxfam programme.

    Fluency in English required and competence in French and/or Spanish is desirable.

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  • Mentorship, Leadership & Culture Manager

    Mentorship, Leadership & Culture Manager

    Job Description
    Role Profile:
    Free the Children is seeking to fill in the position of Mentorship, Leadership & Culture Manager to join the HR team (Mara Based). Main Duties and
    Responsibilities:

    Capacity building, mentorship/leadership and Culture
    Collaboratively to Work with the leadership to identify and develop Talent for the team as well succession planning and career development plans and advise
    Mentorship for our team as well as cultivating a culture that emphasizes quality, continuous improvement, and high performance.
    Help support the recruitment, selection, orientation and training of employees for by adapting best practice.
    Identify training needs and arrange to conduct trainings and mentorship on regular basis.
    Conduct Performance reviews and check ins for the team.
    Proactively identify and recommend to the management HR Programs across the organizations.
    To develop and upgrade effective HR policies and strategies to meet the organizations objectives.
    Communication on matters related to HR to staff; for instance, new policies, key messaging… etc
    To ensure compliance with employment legislation and internal company regulations for all staff.
    Write and review job specifications for each role.

    Key Areas to Success:

    Passion for learning
    Strong written and oral communication skills
    Demonstrated leadership and teamwork skills
    Friendly, outgoing self-starter Powerful work ethic, both as a team member and independently Highly organized, detail oriented, resourceful, and flexible

    Qualifications/ Requirements:

    Bachelor of Arts or Masters in Human Resources or Sociology.
    MINIMUM Seven (7) years in a progressive senior HR Capacity
    The candidate MUST have at least 2 years progress experience working in a rural set up for a minimum of five years.
    Must be a member of IHRM and has complied with all IHRM requirements.
    Higher Diploma in Human Resource Management will be an added advantage.
    Strong willed, Mature with excellent interpersonal skills.
    Excellent Planning, organizing, results and quality oriented analytical thinking.
    The position is based out in Narok 70% and Nairobi 30%.

  • Learning and Development Manager – Global

    Learning and Development Manager – Global

    Job Details
    This is an opportunity to create and promote learning in support of Practical Action’s global ambition to transform the way technology is used to improve the lives of people living in, or vulnerable to, poverty. With a focus on enabling the individual and organisational capabilities essential for the success of our business plans, this is both a strategic and a ‘hands-on’ role that will align, create and demonstrate measurable impact on the ground. As the learning and development expert for our global organisation, this is an exciting opportunity to lead, develop and deliver a programme of creative and impactful learning activities and to partner with technical experts and global teams across a wide range of learning priorities – from induction and people skills through to technical or finance training.
    This is a real opportunity to make a difference and, if you feel you have the talent and passion to help transform lives, then we would like to hear from you!
    In return we offer:

    A contributory pension scheme, where Practical Action contribute
    Generous annual leave in addition to public holidays
    Life Assurance

    This role is full time and offered on a two year fixed term contract. This is a UK team role based in Nairobi, Kenya. There will be significant international travel.
    All applicants must have the pre-existing right to both live and work in Kenya. Local salary and terms and conditions will apply.

  • Human Resource Officer

    Human Resource Officer

    Job Details:
    Essential job responsibilities

    Human resource is Love!
    Organizational development to express new BOH brand and strategic plan
    Supervise and provide consultation to management on strategic staffing plans
    Staff selection, recruitment and staffing management; mentoring & Coaching.
    Budget management through optimization of resources.
    Staff Performance management, & improvement systems; Staff job evaluation; Training and Development
    Policy update, development and documentation
    Employee safety, welfare, wellness and health; staff team building activities
    Compensation and benefits administration System;
    Administration and logistical Support; Has good ICT skills, HR data collection, collation and use for decision making. Biometric use

    Qualifications, skills and experience required

    The successful candidate will have a minimum of Bachelor’s degree in human resources with at least 3 – 5 years work experience with a good grasp of DIVERSE HR roles and a licensed practitioner.
    A mature Christian who is supportive of the beliefs, calling and vision of Beacon of Hope.
    The candidate’s preferred age is 33 years and above. He/She should have strong leadership skills, basic counseling, negotiation and mediation skills.
    He/she will have excellent interpersonal skills and high level of confidentiality and integrity.
    He/She should have exceptional organizational abilities and time management skills; ability to meet deadlines, multitask and prioritize.

  • HR System Associate

    HR System Associate

    Requisition ID: req1537
    Job Description
    Job Overview/Summary:
    The primary focus of this position is:

    Support and maintenance of the Human Resource Management System (Workday) in addition to other systems supported by the HRIS team.
    Handle the Human Resources Information System (Workday) Tier 1 tickets such as creating reports, system account activation, updating basic configuration data, data clean-up efforts of the HR Systems team. This role will require the need to quickly acquire a working knowledge of HR concepts to support HR transactions within Workday.
    Support the other HR System Analysts in Kenya and New York with testing, analysis, and another task to support HRIS initiatives.

    This position requires solid organizational and analytical skills, with a focus on accuracy and attention to detail. Strong proficiency in at least one HRIS system and MS Office, especially Excel, is advantageous.
    The position will work under the direction and supervision of the HR Systems team Lead based in Nairobi.
    Major Responsibilities

    Activation of users account in the various HR systems
    Update basic configuration data, job titles, locations, cost center, etc
    Create or run canned reports
    Working with the HR Systems Lead regarding data entry and cleanup plan for Country HR leads to use
    Accurately perform system support tasks in Workday or other HR systems as directed by the immediate supervisor or HR System Analyst. Such testing is existing or new functionality, data analysis or research.
    Flexibility in daily schedule and ability to understand and react quickly to changing priorities

    Key Working Relationships:
    Position Reports to HR System Lead
    The position directly supervises: n/a
    Indirect Reporting: Dir, HR Systems
    Other Internal and/or external contacts: describe the nature of departments or groups the position influences or requires support from to accomplish objectives.
    Internal: Human Resource, Payroll, Finance, & IT
    External: Workday & 3rd party vendors
    Job Requirements:
    Education: Bachelors Degree
    Work Experience: Human Resources background with some experience with HR systems
    Demonstrated Skills and Competencies:

    Strong proficiency in MS Office (Word, Excel, Outlook, PowerPoint, Access); Excel ability to create macros, pivot tables, vlookups, analytical capabilities and workbooks required
    Strong organizational skills are required, with a focus on accuracy and attention to detail
    Self-motivated with the ability to work both independently and in a team environment
    Excellent analytical, problem-solving and troubleshooting abilities as well as strong data analysis acumen are considered a plus
    Demonstrated ability to work professionally and discreetly with confidential information
    Experience of working in a globally distributed environment a plus
    Experience in working with a helpdesk ticketing system a plus

    Language Skills: French considered a plus
    Certificates or Licenses: n/a
    Working Environment: Standard office work environment

  • Human Resources Manager, Fixed Term, P-4, Nairobi, Kenya, Eastern and Southern Africa Regional Office

    Human Resources Manager, Fixed Term, P-4, Nairobi, Kenya, Eastern and Southern Africa Regional Office

    How can you make a difference?
    Under the supervision of the Regional Chief of Human Resources, this position manages human resource activities in accordance with the HR strategy and work plan, aligned with the Regional Programme Management Plan as well as the goals and strategic needs of the organization. As part of the DHR++ team, contributes to the development of strategies to identify and promote a gender sensitive workplace.
    The key functions and accountabilities for this position are:

    Recruitment, Selection and Placement

    Support, implement and administer the effective and timely recruitment processes in the hiring, developing and retaining the best talents available to support the strategic human resources needs of the office and the organization.
    Support the office’s human resources needs for national professional officers, general service, and temporary employees by implementing proper and expedient recruitment procedures. Ensure organizational human resources targets are met while ensuring the recruitment and retention of a diverse body of staff of the highest caliber. Promote gender equality, equity, transparency, and consistency in the selection and placement of staff.
    Work to establish a targeted approach to recruit specialized talent, with particular focus on SP and RO priorities, to fill posts requiring specialized expertise, at the regional, or local level.
    Establish and implement results-oriented action plans and sound budgets to coordinate targeted recruitment efforts with identified need at UNICEF in the short-term, intermediate-term, and long-term. Monitor and evaluate the measurable results of targeted recruiting efforts and its impact on UNICEF human resources with emphasis on all aspects required to achieve UNICEF’s objectives for gender parity, diversity, and a supportive work environment for men and women.

    Policy Implementation and HR Administration

    Establish and maintain equity, transparency and consistency in the interpretation, determination, implementation, and administration of HR policy, procedures and guidelines on all HR related matters applicable to the staff.
    In collaboration with GSSC and KCO Common Services, ensure timely, equitable, transparent and systematic administration of all HR benefits, entitlements, contracts renewal and termination, performance management, promotions and other HR activities.
    Identify opportunities for the regional office to support UNICEF’s global HR priorities, campaigns and partnerships, and lead, advise or recommend new initiatives to adopt in the office.
    In close coordination with the Regional Office and DHR, administer the equitable, transparent and efficient GS job classification system in compliance with the established job classification policy, guidelines, procedures and related requirements.

    Capacity Building and Career Development

    Opportunities to develop and support capacity among regional HR staff, other colleagues and other relevant partners are regularly identified and addressed as appropriate.
    In coordination with the relevant partners, the Regional HR Development Committee and DHR, implement timely and effective staff learning and development programmes and briefing on career management to all staff in the office in order to strengthen their capacity building and advance career development planning.
    Support and utilize a database on staff development activities and training contracts and take follow-up actions for processing of external collaborator contracts and implementation of planned training activities.
    Determines training and learning needs in consultation with organizational units at HQ and in the field in order to identify organizational competency gaps and gender imbalances. Plans and arranges regional operations workshops/learning programmes for organizational competency building. Advises on staff learning/development, career development, coaching and counselling in operations area that is gender-sensitive.

    Strategic HR Planning and Management

    Provide ongoing strategy guidance, interpretation and technical support to management of the country offices in the area of HR management. Provides accurate and sound technical analysis and timely support to the management and planning process in the office as it relates to budget planning, staffing, organization design, change management and other HR strategy planning and development deliberations.
    Liaise with the HQ Divisions to support and contribute to corporate HR strategy formulation and local implementation; advise on the applicability of new strategy and guidelines to country office HR plans and activities. Provide feedback and make recommendations from a field perspective on the establishment and improvement of systems and internal controls, planning and change management and resolution of HR issues and problems.
    Participate in or support Country Programme Strategy Review and Regional Management Team Meetings to identify new trends, priorities and requirements. Participate in Global workshops and meetings for the strategic planning of Operations/Human Resources/Information Technology/Supply.

    Management Excellence in the Office

    Promote management excellence in the office by ensuring accountability in all areas of HR and by demonstrating a high level of skills in the management of staff resources including staff selection based on merit and the needs of the organization, staff aspiration and counselling, systematic and equitable performance management, and staff development and learning activities.
    Effectively manage the human and financial resources (budget planning, management and monitoring) of the office and ensure both are optimally utilized.

    Monitor compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; ensure the implementation of agreed audit recommendations; advise on corrective measures to be taken and establish relevant internal controls.
    Staff and Management Relationship Management

    Monitor staff/management issues and support/advise management and staff as appropriate to improve the relations and resolve the issues. Provide administrative support to the staff-management bodies in the capacity of HR focal point in the office.

    Inter-agency Cooperation, Networking and Partnerships

    Ensure active coordination of HR initiatives with other agencies. Maintain effective and steady communication or working relations with UN agencies to seek harmonization as well as new ways to enhance effective HR management and development in UNICEF. Support common strategies and approaches for enhancement of the HR reform within the Common system.
    Co-ordinate HR activities with UNICEF offices in the region and other UN agencies and cooperate with partners in the locality, including Government and NGOs. Identify and explore the “best practices” in HR area. Participate in the inter-agency coordination, conferences and other forums to improve HR planning, implementation, staff learning and development, recruitment, etc.

    Emergency and Staff Security

    In coordination with management and the staff, plan and ensure effective emergency preparedness and rapid responses in case of emergency.
    Properly and promptly investigate and respond to emergencies affecting staff, including immediate actions, and if necessary, coordination with UN agencies and other parties concerned, in accordance with the UN and UNICEF emergency and security policy and guidelines.

    Emergency Preparedness and Response
    Assists in monitoring and assessing the emergency preparedness plan including its validity for the current crisis, i.e., the security situation and immediate actions needed, the ability of the office to function, the funds that have been reallocated from existing sources, etc. Advises on adapting the emergency preparedness and response plan as necessary, with particular attention to gender issues that may be expected to intensify during emergencies.

    To qualify as a champion for every child you will have…
    Advanced university degree or equivalent backgrounds, in Human Resources, Business Administration, International Relations, Social Sciences, Psychology or related areas.Eight years of relevant professional work experience. Developing country work experience (for IP) or field work experience (for NO). Background/familiarity with emergency and security.Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.
    For every Child, you demonstrate…
    UNICEF’s core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results.
    The technical competencies required for this post are:

    Communication
    Analyzing
    Applying Technical Expertise
    Planning and Organizing
    Formulating Strategies and Concepts
    Leading and Supervising

    UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.
    Remarks:
    Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.
    Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

  • Human Resources Head Of Department

    Human Resources Head Of Department

    The Positions and responsibilities:
    AAH Somalia is looking for a suitable candidate to fill the position of Human Resources-Head of Department (HR HOD), based in Nairobi. The role reports hierarchically & technically to the Country Director.
    Goal:
    To define Human Resources policy for the mission and coordinate its implementation and deployment throughout all missions in order to provide optimum support to programs. The HR HOD’s core responsibilities will include but not limited to the following:

    Mission 1 : Contribute to defining mission strategy

    Developing a Human Resources strategy for the mission.
    Making Human Resources data available to other departments to facilitate the establishment of the country strategy.
    Producing high quality and timely Human Resources contributions to “proposals” and reports for funding bodies.

    Mission 2 : Supervising the staff administration and payroll

    Defining and putting in place administrative and payroll procedures which conform to social legislation and with AAH and its funding bodies’ guidelines.
    The quality of the tools used in staff administration and payroll, and the reliability and transparency of the data.
    Conformity with the contractual obligations of AAH vis-à-vis its employees.

    Mission 3 : Provide for the recruitment and training of all employees and promote career development

    Putting in place fair and transparent procedures for recruitment, access to training, promotion and internal mobility, in accordance with legal requirements and AAH guidelines.
    Using all necessary means in the search for appropriate candidates for vacant posts.
    Providing employees with the means to acquire the skills necessary for the proper exercise of their functions.
    Ensuring that all employees have access to a formal annual appraisal meeting (or meetings), that such meetings are of high quality and that they take place on the planned date.

    Mission 4 : Ensure a coherent organisation of work and establish a policy of compensation and benefits

    Ensuring that organisational charts are coherent and are conform to AAH classification grid.
    Ensuring that remuneration systems are fair and consistent with the cost of living for local employees.
    Ensuring that all local employees are covered by health care.

    Mission 5 : Implement collective rules and communicate internally

    Implementing AAH regulations (internal regulations and convention on social benefits) adapted to the local context of the mission and local legislation.
    Consulting and informing local employees through the medium of staff representatives, in conformity with the relevant social legislation.
    Providing accurate information to all employees regarding the AAH charter and its organisational regulations (internal regulations and convention on social benefits).
    Stimulating internal communications on both general and Human Resources issues.
    Anticipating risks associated with national Human Resources.

    Mission 6 : Promote and ensure collaboration and coordination in Human Resources with the mission’s partners

    Participating in the process of selecting partners and validating the Human Resources risk analysis provided by the bases.
    Defining with partners the modes of Human Resources management in the framework of joint projects.
    Validating the Human Resources aspects of partnership conventions and agreements.
    Taking full advantage at mission level of all innovative Human Resources practices in the framework of partnerships.

    Mission 7 : Prevent and manage cases of fraud and corruption

    Identifying the risks of fraud and corruption in his/her field of competence and putting in place preventative and monitoring mechanisms.
    Making his/her team aware of the risks of fraud and corruption.
    Alerting the country director to cases of fraud and corruption and undertaking corrective action.
    Putting in place and monitoring recommendations arising from the day-to-day control and audit.

    Mission 8 : Manage the Human Resources team and the home staff

    Day-to-day management of the team (guidance, follow-up, motivation).
    Evaluating the performance and developing the skills of his/her team members.
    Management of the teams for which s/he is support/technical manager.

    Requirements:

    Diploma in Human Resource Management
    5 years of experience in humanitarian human resource management, out of which at least 3 years in a senior management / coordination role
    Excellent English and Somali language skills (oral, written)
    Excellent Team manager and strong team worker with outstanding motivation/training skills.
    Organized, structured and Diplomatic with excellent influencing, mediation and negotiation skills
    Excellent communication skills & networking skills
    Good reporting skills
    Readiness for frequent travel to Somalia
    Coping with high workload, irregular working hours and sometimes challenging working environments.
    Able to set own deadlines and meet them consistently.
    Able to work autonomously and arrive at decisions and conclusions with minimal guidance
    Knowledge and adherence to Humanitarian Code of Conduct
    Member of IHRM

    Desirable

    AAH experience.
    Masters in Human Resource Management.
    Actively involved in Human Resource network in Kenya and Somalia.
    Knowledge and experience of the humanitarian environment in Somalia.

  • Human Resources Manager Transactional Attorney

    Human Resources Manager Transactional Attorney

    Job Desciption

    Build strong relationships with client teams and serve as strategic advisor on recruiting matters.
    Advise hiring managers on networking and recruiting strategies and provide recommendations for attracting diverse applicants.
    Recruit and hire talent for Eastern Africa region, including Kenya, Uganda, Tanzania and Ethiopia.
    Source candidates utilizing cutting edge technology, social media, targeted outreach and networking.
    Take initiative to provide innovative solutions to challenges and ensure timeliness and efficiency throughout search.
    Review resumes, interview candidates, lead post interview discussions, and manage candidate communications and expectations.
    Partner with the Regional HRBP in developing recruiting and talent management strategies to ensure critical projects are appropriately staffed.
    Guide hiring managers to identify a balanced interview team, design an efficient and professional interview process, and prepare interviewer.
    Negotiate job offer, coordinate reference and background checks, and ensure candidate records are accurate and complete.
    Guide hiring managers to make fair hiring decisions.
    Develop competitive offers following PATH practices.
    Ensure compliance with PATH policies and practices and applicable local labor laws.
    Participate in the development and optimization of recruiting processes and best practices.
    Contribute to the larger Africa HR and Global HR teams, bringing regional perspective and best practices to the global team.

    Qualifications

    Bachelor’s degree. A higher national diploma in HR would be an added advantage
    A minimum of five years’ HR experience with experience in life-cycle recruiting.
    Experience recruiting senior level professionals in the Eastern Africa Region.
    Proven effectiveness leading talent searches while demonstrating professionalism, discretion, fairness, and confidentiality.
    Demonstrated success driving recruitment efforts and influencing clients to adopt best practices in all aspects of recruiting.
    Track record of working well in a team environment with highly technical staff.
    Demonstrated effectiveness working efficiently, productively, and with urgency in a fast-paced, high-volume work environment.
    Proven ability to prioritize competing demands and keep others apprised of progress.
    Demonstrated success exercising sound judgment, applying effective analytical, problem-solving and decision-making skills, and acting and thinking independently.
    Proven success using online recruiting tools and strategies to identify talent.
    Excellent written and verbal communication skills.
    Proficiency in MS Office and working knowledge of applicant tracking systems and online sourcing techniques.
    Membership in a professional HR body is an added advantage

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  • Regional Chief of Human Resources

    Regional Chief of Human Resources

    Job Description
    How can you make a difference?
    Within the delegated authority and under the given organizational set-up, the incumbent may be assigned the primarily, shared, or contributory accountabilities for all or part of the following areas of major duties and key end-results.

    Strategic HR Planning and Management

    Provide ongoing strategy guidance, interpretation and technical support to management of the regional and country offices in the all area of HR management. Provide accurate and sound technical analysis, and effectively support HR management and planning process in the Region as it relates to budget planning, staffing, organization design, change management and other HR strategy planning and development deliberations. Assisting in identifying, addressing and monitoring gender disparities and gender inequities in Human Resources across all UNICEF country offices of the region is a key duty of the post.
    Liaise with the HQ Divisions to support and contribute to corporate HR strategy formulation and local implementation; advise on the applicability of new strategy and guidelines to country office HR plans and activities. Provide feedback and make recommendations from a field perspective on the establishment and improvement of systems and internal controls, planning and change management and resolution of HR issues and problems.
    Participate in or support Programme Strategy Reviews and Regional Management Team Meetings to identify new trends, priorities and requirements.
    Participate in global workshops and meetings for the strategic planning of Operations/Human Resources/Information Technology/Supply.

    Recruitment, Selection and Placement

    Advise on effective and timely recruitment processes in the hiring, developing and retaining the best talents available to support the strategic human
    recourses needs of the office, the region and the organization.
    Support the human resources needs for national professional officers, general service, and temporary employees by implementing proper and expedient recruitment procedures. Ensure organizational human capital targets are met through the recruitment and retention of a diverse body of staff of the highest calibre. Promote equity, transparency, and consistency in the selection and placement of staff.
    Ensure to establish a targeted approach to recruit specialized talent, with particular focus on MTSP areas, to fill posts requiring specialized expertise, at the global, regional, or local level.
    Support to establish and implement results-oriented action plans and sound budgets to coordinate specialized recruitment efforts with identified need at UNICEF in the short-term, intermediate-term, and long-term.
    Advise on and promote to implement systematic approach to monitor and evaluate the measurable results of targeted recruiting efforts and its impact on UNICEF human resources with emphasis on all aspects required to achieve UNICEF’s objectives for gender parity, diversity, and a supportive work environment.

    Policy Implementation and HR Administration

    Promote equity, transparency and consistency in the interpretation, determination, implementation, and administration of HR policy, procedures and guidelines on all HR related matters applicable to the staff.
    Ensure timely, equitable, transparent and systematic administration of all HR benefits, entitlements, contracts renewal and termination, performance management, promotions and other HR activities.
    Identify opportunities for the Region to support UNICEF’s global HR priorities, campaigns and partnerships, and lead, advise or recommend new initiatives to adopt in the Region.
    In close coordination with the Country Offices and DHR, oversee to implement and administer the equitable, transparent and efficient GS job classification system throughout the region in compliance with the established job classification policy, guidelines, procedures and related requirements.

    Capacity Building and HR Development

    As a technical adviser to RMT, provide advice and guidance on human capital development, especially to meet UNICEF’s goals of gender equality, equity and diversity. Enhance HR management capacity in the Region and strengthen staff competencies to meet the organization’s present and future requirements.
    Support the Regional HR Development Committee in establishing staff learning and development priorities for the region. In close coordination with the relevant partners in the Regional Office, Country offices and DHR, conduct training needs analyses and review Country Office training/Learning plans and budgetary allocation. Support regional training programmes, and monitor and evaluate Country Office and Regional training and learning acclivities.
    Determines training and learning needs in consultation with organizational units at HQ and in the field in order to identify organizational competency gaps and gender imbalances. Plans and arranges regional operations workshops/learning programmes for organizational competency building. Advises on staff learning/development, career development, coaching and counselling in operations area that is gender sensitive.

    Management Excellence

    Promote management excellence in the office by ensuring accountability in all areas of HR and by demonstrating a high level of skills in the management of staff resources including staff selection based on merit and the needs of the organization, staff aspiration and counselling, systematic and equitable performance management, and staff development and learning activities.
    Effectively manage the human and financial resources (budget planning, management and monitoring) of the office and ensure both are optimally utilized.
    Monitor compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; ensure the implementation of agreed audit recommendations; advise on corrective measures to be taken and establish relevant internal controls.

    Staff and Management Relationship Management

    Monitor staff/management issues and support/advise management and staff as appropriate to improve the relations and resolve the HR issues. Provide administrative support to the staff-management bodies in the capacity of HR focal point in the office.

    Inter-agency Cooperation, Networking and Partnerships

    Ensure active coordination of HR initiatives with other agencies. Maintain effective and steady communication or working relations with UN agencies to seek harmonization as well as new ways to enhance effective HR management and development in UNICEF. Support common strategies and approaches for enhancement of the HR reform within the Common system.
    Co-ordinate HR activities with UNICEF offices in the region and other UN agencies and cooperate with partners in the locality, including Government and NGOs .Identify and explore the “best practices” in HR area. Participate in the inter-agency coordination, conferences and other forums to improve HR planning, implementation, staff learning and development, recruitment, etc.

    Emergency and Staff Security

    In coordination with management and the staff, plan and ensure effective emergency preparedness and rapid responses in case of emergency.
    Properly and promptly investigate and respond to emergencies affecting staff, including immediate actions, and if necessary, coordination with UN agencies and other parties concerned, in accordance with the UN and UNICEF emergency and security policy and guidelines.

    Emergency Preparedness and Response

    Assists in monitoring and assessing the emergency preparedness plan including its validity for the current crisis, i.e., the security situation and immediate actions needed, the ability of the office to function, the funds that have been reallocated from existing sources, etc. Advises on adapting the emergency preparedness and response plan as necessary, with particular attention to gender issues that may be expected to intensify during emergencies.

    To qualify as a champion for every child you will have…

    Advanced university degree or equivalent backgrounds, in Human Resources, Business Administration, International Relations, Social Sciences, Psychology or related areas.
    A minimum of twelve years of relevant professional work experience.
    Developing country work experience and/or familiarity with emergency is considered an asset.
    Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) is an asset.

    For every Child, you demonstrate…
    Our core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results.
    This position is classified as “rotational” which means the incumbent is expected to rotate to another duty station upon completion of their tour of duty,
    UNICEF is committed to diversity and inclusion within its workforce, and encourages qualified candidates from all backgrounds to apply.

  • HRH Management Senior Advisor Quality Advisor

    HRH Management Senior Advisor Quality Advisor

    The ideal candidate will have technical expertise and prior experience in HRH program implementation, and more specifically HRM, and experience networking with Ministry of Health and other key stakeholders. Previous USAID experience is a plus.
    HRH Management Advisor Job Responsibilities
    Planning and project development, implementation and delivery of technical results:
    Conduct HRH assessments and employee satisfaction surveys.
    Strengthen the staff training needs assessment system, enhancing staff management and leadership development and strengthening the link to external pre-service training.
    Design and implement long- and short-term retention schemes that are relevant to the Nakuru and Baringo County contexts, including strategies specifically focused on retention of health workers in hard-to-staff sub-counties.
    Support the overall change management process related to improving HRH management in the context of devolution.
    Strengthen HRH coordination forums.
    Develop leadership and management skills of frontline health workers and managers based on MSH’s Leadership Development
    Program (LDP) to improve service delivery.
    Ensure the alignment of daily HRH activities with project goals, approved workplans and standards for high quality, within-budget, and on-time product delivery.
    Contribute to the development and on-going use of a project monitoring and evaluation plan, including indicators linked to results that meet all MSH and USAID reporting requirements.
    Contribute to and provide appropriate, timely, and accurate monitoring and evaluation of project activities and outcomes, and complete and submit project reports to meet all USAID requirements.
    Contribute to documentation of HRH results, evidence, and lessons learned from this Project and the dissemination of this information within, and beyond, the Project and USAID/Kenya.
    Qualifications for the HRH Management Advisor
    Graduate degree in human resource management, public administration, management, social sciences or a related discipline.
    A minimum of 7 years experience in the following areas:
    Designing and implementing HRH quality improvement programs.
    Providing technical leadership to district health offices on HRH quality improvement activities.
    Guiding and providing technical assistance to Project/host country government staff working on HRH.
    Interacting with donors, implementing partners, and host country government in HRH quality improvement issues.
    Excellent communication and interpersonal skills, demonstrated leadership, ability to build synergies across technical disciplines and nurture innovative alliances.
    Fluency in written and spoken English required and fluency in Kiswahili, a plus.
    Willingness to relocate to Baringo and to travel within Kenya required.
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