Job Description Summary / Objective: This position is responsible for performing Human Resource and Gender-related duties on a professional level and will work closely with senior management in supporting staff within Kenya and the region.
It carries out responsibilities in the following functional areas: employee relations, training, performance management, onboarding, policy implementation, recruitment/employment, affirmative action, gender mainstreaming and integration, labour law compliance and benefits administration.
Responsibilities Human Resource
Administers various human resource plans and procedures for all organization personnel; assists in the development and implementation of personnel policies and procedures; prepares and maintains the employee handbook and the policies and procedures manual.
Participates in developing department goals, objectives, strategies, policies, procedures and systems.
Administers various aspects of the welfare/benefits program;
Manages the staff medical scheme;
Manages the performance evaluation program and revises as necessary.
Performs benefits administration, including claims resolution, change reporting, approving invoices for payment and communicating benefits information to employees.
Conducts and coordinates the recruitment for all staff, interns and temporary employees; conducts new-employee orientations; monitors career-pathing program;
Develops staff job descriptions and continuously updates the organizational structure;
Handles employee relations, grievance handling, counseling, and exit interviewing;
Participates in administrative staff meetings and attends other meetings and seminars.
Assists in evaluation of reports, decisions and results of department in relation to established goals. Recommends new approaches, policies and procedures to continually improve efficiency of the department and services performed.
Maintains human resource information system records and compiles reports from the database.
Maintains compliance with statutory requirements.
Coordination and organizing of company events.
Gender
Participates in developing gender related goals, objectives, strategies, policies, procedures and systems and lead in their implementation.
Ensures the integration of gender approaches in all programs, projects, activities and capacity development throughout project design, implementation, monitoring and evaluation;
Manages development of key program materials and curricula as well as technical tools and ensure that staff training needs are met in terms of gender;
Manages external relations by representing the project and the organization and ensuring the dissemination of information about project gender achievements and lessons learned;
Manages the capacity building of staff, relevant partners and community mobilizers, defining capacity needs and leading the development and implementation of training curricula;
Oversees technical sub-grant implementation by reviewing grantee scopes of work, closely monitoring the implementation of subgrant activities, and ensuring timely submission of financial and narrative reports to donors (in coordination with relevant parties);
Forges and maintains solid cooperation with partner organizations and government officials;
Conducts frequent field visits to project sites to monitor activities and engage local stakeholders in fulfilling the gender mandate.
Qualifications:
Bachelors’ Degree in Management or Social Sciences from a recognized institution
Masters’ Degree in Human Resource Management from a recognized institution
A valid Practicing Certificate from the Institute of Human Resource Management
A training and/or experience on gender will be an added advantage
At least 3 (three) years’ working experience in a similar level.
Computer literate
Knowledge of industrial and labour laws
Knowledge of industrial/employment relations
Additional Skills / Requirements
Communication skills
Organizational skills
Leadership skills
Team building skills
Analytical skills
Resilient and compassionate
Ability to work under pressure
Self-drive and ability to work with minimum supervision
Passion and awareness for gender equality.
Job Field: Sector in Human Resources / HR , NGO/Non-Profit
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Human Resource & Gender Manager Job
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Team Lead – Business and Program Development Senior Communications and Advocacy Officer
Reporting To: Director of Strategic Partnerships
Working With (Remotely): Country Programme Teams, Finance/Human Resources/Logistics, Communications and Advocacy Manager
Program / Duty Station: London, UK
Starting Date: As Soon As Possible – Applications will be accepted on a rolling basis until position is filled.
Gross Salary Range: GBP 40,000 – 45,000 Annually.
Position Summary: The Team Lead – Business and Program Development will provide leadership to the agency’s positioning for and pursuit of institutional and private sector donor resources, with an emphasis on various competitive funding mechanisms.
S/he will provide business development expertise to cross-discipline and cross functional teams in the development of proposals to ensure the highest quality standards and competitiveness.
S/he will contribute to and support internal learning processes that improve business development practices to ensure funding opportunities align with organization’s mission and objectives, enhance the agency’s value propositions, and leverage innovative, evidence-based results into new revenue and programming.
S/he will research and track upcoming opportunities through the capture planning stages and into final proposal production and negotiation.
S/he will strengthen the capacity of country program staff and the technical units as appropriate, in capture planning and proposal development and the introduction of new tools and best practices in coordination with agency-wide efforts from the Business Development community of practice.
Position Purpose
Pre-Positioning (focus on Capture Planning)
Pursuit of Opportunities
Award Administration
Agency Learning
Specific Roles and Responsibilities
1. Pre-Positioning (Focus on Capture Planning)
1.1. Stay abreast of trends in new business development in priority Adeso sectors and share those with country program teams. Strengthen intelligence and market research to identify opportunities for diversified funding and inform positioning efforts.
1.2. Actively gather intelligence about new funding opportunities, analyze them, and share with headquarters, regional, and country program staff as appropriate.
1.3. Champion the use of Adeso’s online relationship management system (Salesforce) by staff and ensure the accuracy and completeness of all opportunity records in the system.
1.4. Support country programs to improve capture planning capacities and practices, including identification of proposal development teams and expected proposal development support needs.
2. Pursuit of Opportunities
2.1. Support country management to perform due diligence in go/no-go analyses and decisions.
2.2. As determined with the Director of Partnership and Strategy, deploy to provide hands-on proposal development support to country programs. As appropriate, serve in lead or support role in proposal teams. Write or edit technical narratives, produce budgets and other proposal pieces as required depending on capacities of proposal development team.
2.3. Assist proposal development teams to improve proposal competitiveness through cross-sector engagement and integration of industry tools and best practices.
2.4. Provide BD strategic oversight and input for proposal teams; review proposals from a growth perspective as needed, including overall responsiveness to donor requirements, incorporation of cost-effectiveness considerations, and other aspects that may affect Adeso’ competitiveness.
2.5. Ensure accurate, complete and timely submission of proposals to donors, including compliance review of all proposal components, upload into donor systems as required. Follow through with negotiations including support to oral defense, issues letter response and proposal revision through to award signature and award modification as appropriate.
2.6. Assist teams to conduct after-action reviews for key funding opportunities to promote continuous learning and improvement in capture planning and proposal development.
3. Award Administration
3.1. Ensure effective award management for a select portfolio of centrally-issued awards such that: high risk issues are quickly surfaced and handled effectively with donors; reports meet deadlines and quality expectations; agreement terms and compliance requirements are commonly understood and respected; and problems and trends are fed back to project management.
3.2. Work with colleagues across the agency to track, document and build upon donor hot buttons, trends in implementation issues, successes and challenges, and related understanding of donor expectations. Build award implementation experience into proposal development.
4. Agency Learning
4.1. Share relevant learning with the BD community of practice.
4.2. Build country program capacity in BD-related skills through training and ongoing accompaniment.
4.3. Support development and roll-out of BD-related competencies and training programs.
4.4. Work with Country Program teams to develop and maintain capacity statements, past performance tables, and evidence-based results for priority areas; work with HQ to maintain global past performance and corporate capacity statements.
Skills and Qualifications
Master’s Degree in Development, International Relations, or relevant field preferred; equivalent experience acceptable
7-8 years of international development experience, including at least 3 years working with an NGO in a developing country
Demonstrated experience leading and producing competitive proposals in programming contexts similar to Adeso required. Comprehensive familiarity with technical and cost application requirements of main institutional donors required
Demonstrated experience managing people and processes; leading teams to produce deliverables under tight deadlines and at exceptional quality
Familiarity with relevant regulations and with the institutional agency-specific policies, procedures and priorities
Experience with staff and local partner capacity development and mentoring
Experience with implementation and management of awards
Must be eligible to work in the UK
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Human Resource Director
Job Overview / Summary (What and Why): The Regional HR Director will lead and facilitate the development of a highly effective, strategic HR function in the Horn and East Africa and Yemen (HEAZ/Y) that ensures the organization has the structure, culture and talent needed to deliver on program goals and effectively serve its beneficiaries.
This individual will direct and facilitate the delivery of key HR services and infrastructure in line with the IRC’s Human Capital Strategy for efficient and effective services at multi-levels.
They will drive the implementation and adaptation of HR global initiatives and practices across the region.
The regional HR Director serve as advisor and counsel to maximize staffing resources and performance, ensures economy and efficiency of work processes, and contains institutional risk.
Major Responsibilities:
Direct and oversee the collaborative identification and development of annual and multi-year human resource strategies such as workforce planning, job performance improvement, HR capacity development, etc. to ensure the right talent at the right time and in the right place. Identify and facilitate development of standards, tools, and resources. Devise and implement metrics.
Evaluate and facilitate HR functional capacity and service delivery for HEAZ/Y. Implement collaborative actions to facilitate the evaluation and development of HR services and infrastructure. Build knowledge, expertise, and capacity leveraging internal and external resources. Ensure effective HR service systems and delivery at multi-levels as confirmed by key stakeholders. Measure and evaluate.
Oversee global delivery and implementation of IRC HR global systems, standards, and initiatives. Ensure effective adaptation at all levels and compliance with the spirit and intent of labor regulations and donor requirements. Secure feedback and suggested improvements. Measure and evaluate.
Direct development and delivery of training and other capacity building efforts. Identify and access internal and external resources to provide timely and effective technical assistance.
Serve as a strategic partner providing advice and counsel to maximize staffing resources and performance, ensure economy and efficiency of work processes, and contain institutional risk. As needed, serve as primary liaison for all HR matters.
Perform other duties as assigned and contribute to the success of the HR department and function at IRC.
Key Working Relationships:
Position Reports to: Chief Human Resources Officer based in New York City with a critical matrixed relationship to the Regional Director HEAZ/Y
Indirect Resources :
Country HR Coordinators
National HR Practitioners
Designated HR Focal Points
Other Internal and/or external contacts (describe the nature of departments or groups the position influences or requires support from to accomplish objectives):
Regional Director, Deputy Directors, Country Directors
HQ leadership across multiple departments
Functional HR Teams (C&B, Talent Management, Talent Acquisition, and HRIS)
Finance, General Counsel Global Supply Chain, and IT colleagues
Job Qualifications:
Master’s degree preferred, minimum 10 to 15 years of progressive HR professional experience with a minimum of 5 years as a regional manager or director or equivalent education and experience.
Demonstrated success as an HR generalist supporting employee groups of 500+ employees in multiple locations within the region or global environment required. Experience within the NGO sector will be an added advantage.
Demonstrated success in supporting key senior management and building relationships.
Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, and training and development
Strong collaborator with effective interpersonal and analytical skills who is able to work seamlessly across countries, cultures, and organizational units required
Demonstrated ability to work, manage, and meet competing deadlines in a fast-paced, high volume environment and on deadline; aptitude for problem solving and decision making needed
Superb written and verbal communication skills required.
Capable of managing conflict and conflicting views.
English fluency required (French proficiency a plus)
Ability to regularly travel to countries within the region
Strong knowledge of HRIS systems preferred
SPHR, GPHR, CIPD or other HR professional certification are highly valued -
Consortium Lead
Responsibilities for the Consortium lead Job:
Reporting to the Oxfam Kenya Country Director, the post holder will lead the Consortium to ensure delivery of plans and accountability to donors.
He/she will be responsible overseeing project progression towards agreed objectives by appropriating correct M & E tools, coordinating and keeping strong networking relationships with partners and other Oxfam affiliates and taking lead on fundraising efforts.
Management of complex donor relations and representation in coordination meetings will form part of the key responsibilities.
The post holder will play a key role in influencing responsibility holders in conjunction with the policy team.
Qualifications for the Consortium Lead Job:
The successful candidate will have a broad set of management skills including financial, fundraising and donor management expertise.
A University Degree in the relevant field (humanitarian action, international development, food security or any other related field) will be required.
Good insight on key cross cutting issues in resilience and humanitarian work as well as the ability to link these issues to regional and global context and the wider organization will be essential for the role.
We will be looking for a person who is innovative, models good practice and has repute for high level interpersonal, communications and representational skills.
Travel within Kenya and other parts of the region is inevitable, flexibility will therefore be required.
It will be important that the post holder be given to work well under limited direct supervision.
Experience in managing ECHO contracts and large consortia is desirable -
Communications Specialist Partnership & Business Development Specialist Business Development Advisor
Salary Scale: AH5 Reports to: Partnership and Busniess Development Adviser Liaises with: Partnership and Business Development team; Country Offices; HR
Job Purpose:
To strategically use media and communications to improve the health and wellbeing of lively-hood challenged communities in Africa.
Job summary:
Under the direction of the Partnership and Business Development Adviser, manage the planning, coordination and completion of regional plans, processes and projects in the execution of AAH-I’s Communications Strategy.
Work in close liaison with others to identify, develop and communicate the impact of AAH-I’s work.
Communication Job Duties & Responsibilities
Work with country teams, programme staff and partners to ensure high quality communications products – such as stories, photos, annual reports, newsletters, blogs, website, video and exploring new ways to get messages across using social media, online platforms and mobile technology – for a wide range of audiences at various levels.
Support AAH-I’s internal communications by working closely with IT; HR to increase staff understanding of AAH-I’s vision and mission and capture and share learning through a variety of channels such as newsletters, videos, talks, calendars and so on
Build media and communications capacity by delivering training and advice to AAH-I’s staff, partners and communities on media, documentation and communications skills.
Manage the organisation’s knowledge management system to support documentation and sharing of best practices and success stories and ensure accessibility through various tools – intranet, portals etc.
Manage organizational events and launches for publications, projects, PR activities and donor visits.
Provide communications advice including crafting of relevant messages, use of the right media channels by critically developing strategic solutions to given communications challenges.
Update and maintenance of social media channels within the regional office (Twitter, Facebook, You tube).
Support in corporate branding through
Train and advise (as needed) Country communicators in providing and managing content for these sites.
Expected Outcomes
AAH-I’s work at country, regional and global levels is furthered through effective execution of the Communications strategy and budget
AAH-I’s audiences and supporters are effectively influenced to support our core development and humanitarian issues through the creative and strategic use of both traditional and new media
AAH-I is effectively represented in the media and other external audiences and delivery of messages and reputational risks and opportunities is enhanced
Staff and partners are empowered through enhanced capacity in communications
Innovation and finding creative new ways to communicate messages to new audiences
Professional qualifications
A Bachelor’s degree in communications or its equivalent Over 5 years’ experience working with media, delivering communications strategies, managing internal communications, knowledge of digital media, and building capacity and creating networks.
Skills and competences for Communication Job
Minimum requirement: Bachelor’s Degree in Journalism, public relations or related field.
Good understanding of East Africa region.
At least five years’ experience in communications in the development sector.
Advanced understanding of internet and latest communication trends/ technologies.
Extensive background in communications, journalism and web-based information management.
Extensive background in coordinating; producing written content for donor/ sponsor engagement, public advocacy and media relations purposes.
Excellent written and verbal communication skills and the ability to communicate complicated and technical issues in a concise and clear way, to a wide range of target audiences.
Excellent inter-personal skills and ability to work in multi-national, multi-cultural teams
Contacts with media and other key external relationships in the region and AAH-I’s countries of operations
Knowledge of professional and ethical issues relating to the Profession.
Commitment and knowledge of AAH-I’s vision and values
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Humanitarian Affairs Officer (TJO)
Job Opening number: 16-HRA-OCHA-67497-J-NAIROBI (X)
Staffing Exercise ID: N/A
United Nations Core Values: Integrity, Professionalism, Respect for Diversity
Special Notice
This Temporary Job Opening (TJO) is opened to internal, as well as, external candidates. The duration of the temporary appointment/assignment is for six (6) months, with possibility of extension (subject to extension of the mandate and/or availability of funds), and the selected candidate is expected to be deployed as soon as possible.
A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further ‘stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…’ Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified.
Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.
While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.
The expression ‘Internal candidates’, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.
Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.
The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English.
Candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the At-a-Glance on ‘The Application Process’ and the Instructional Manual for the Applicants, which can be accessed by clicking on ‘Manuals’ hyper-link on the upper right side of inspira account-holder homepage.
Applications are pre-screened by the system according to the published requirements of the job opening on the basis of the information provided in the application. In relation to the requirements of the job opening, applicants must provide complete and accurate information pertaining to their qualifications, including their education, work experience, and language skills. Each applicant must bear in mind that submission of incomplete or inaccurate applications may render that applicant ineligible for consideration for the job opening. Initial screening and evaluation of applications will be conducted on the basis of the information submitted. Applications cannot be amended following submission. Candidates under serious consideration for selection will be subject to a reference-checking process to verify the information provided in the application.
Job openings advertised on the Careers Portal will be removed at midnight (New York time) on the deadline date -
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 byDelivering 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
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 flexibleQualifications/ 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
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 AssuranceThis 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.