Deputy Director, Human Resource at Judiciary of Kenya

Requirements

For appointment to the position of Deputy Director, Human Resource, an applicant must be in possession of the following minimum qualifications:-

• A Masters Degree in Human Resource Management or a related filed from any recognized University;
• A Bachelors degree in Human Resource Management, Social Sciences, or related field;
• A Diploma or Higher National Diploma in Human Resource Management,
• Proficiency in computer applications;
• Must be an active member of the IHRM;
• Twelve (12) years previous working experience in Human Resources Management, with at least five (5) years at the level of senior Management level;
• Must possess the qualifications set out in Chapter Six of the Constitution of Kenya.
• Strategic Leadership Management Course of six (6) weeks or equivalent will be and added advantage

Duties and Responsibilities

Job Purpose:

The successful candidate will be responsible for coordinating efficient and effective acquisition and management of Judiciary Staff

Key Responsibilities of the Job:

• Coordinate recruitment, promotion, transfer, placement and discipline for judicial staff.
• Ensure compliance with HR procedures
• Salaries and Benefits Administration.
• Liaise with Court stations and other administrative units for necessary staff reports;
• Plan, coordinate and implement JSC and HRMAC MSB resolutions
• Ensure proper management and maintenance of the Human Resource Information systems.
• Implement Human Resource and Succession Plans.
• Analyze, advise and make recommendations on the approved establishments.
• Recommend reviews of Human Resource policies, rules and regulations;
• Advise and sensitize staff on career advancement in line with the existing career guidelines policy;
• Initiate development and review of schemes of service career guidelines.
• Advise and interpret Judiciary Human Resource policy and procedures.
• Manage and supervise the staff within the section.
• Analyse and make recommendations on staffing levels within the section
• Analyze staff engagement metrics, like retention and turnover rates