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  • Posted: Jan 14, 2025
    Deadline: Jan 27, 2025
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    The Save the Children Fund, commonly known as Save the Children, is an international non-governmental organization that promotes children's rights, provides relief and helps support children in developing countries
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    Human Resources Officer-THUB

    ROLE PURPOSE: 

    The role holder will act as a liaison between HR and the different Hub teams. Their primary role is to drive and implement HR initiatives aligned with business objectives, ensuring a high-performance culture. The post holder is responsible for planning and implementing recruitment and staffing strategies, with a special emphasis on creating and maintaining a well-qualified and diverse pool of candidates in a timely and cost-effective manner for the Tech hub team and Kenya Country Office. They will also be responsible for the recruitment and selection process of staff for the Tech hub team, ensuring that all employment and consultancy service contracts are managed in accordance with Save the Children’s standing policies and procedures. Additionally, they will maintain proper documentation of the selection process, prepare periodic reports, and perform other related tasks as required.

    SCOPE OF ROLE: 

    Reports to: Senior HR Coordinator

    Dotted line: Director of HR, Admin, and IT

    Staff directly reporting to this post: None.

    Functional relationship- All the function Heads at the Tec hub (Nairobi and UK).

    Job specific Roles and Responsibilities 

    Talent Acquisition:

    • Support with Tech Hub and Kenya Country office recruitments.
    • Partner with hiring managers across the business functions to fully understand their recruitment needs and ensure a recruitment campaign and selection process that enables appropriate, successful, recruitments. 
    • Manage complex recruitment campaigns through the full life cycle from an initial intake session through to offer and on-boarding.
    • Focus on, and promote, a direct sourcing approach.  Ensure recruitment advertisements effectively articulate our mission and values, and candidates are pre-qualified as necessary.
    • Utilize LinkedIn and CV databases to headhunt. 
    • Create long lists of suitable applicants in Oracle Recruitment Cloud (ORC) e-recruitment system for hiring managers and ensure timely shortlisting and interviews.
    • Ensure the application of competency-based interview questions and offer guidance and assistance to hiring managers around technical assessments and best practice selection.
    • Provide interview support to hiring managers (when required) ensuring good practice is promoted and adopted throughout.
    • Ensure timely communication and follow up and with all candidates, ensuring all applicants receive notification and/or feedback on the outcomes of their application and interviews.
    • Be accountable for data protection compliance for all recruitment documentation. 
    • Be responsible for ensuring all based recruitment procedures are in line with audit and donor requirements. 
    • Support the delivery of Hiring Manager Recruitment trainings and provide day to day support to build hiring manager capacity. 
    • Ensuring out recruitment process is line with the key performance indicator for the Tech Hub team.

    Performance Appraisal 

    • Assist the Head of HR with performance management process for the Tech Hub Team to ensure that staff performances are managed based on SCI guideline and requirements.
    • Ensure that new staffs prepare their performance plan for probation period and annual objective.
    • Ensure all the Tech Hub team Develop yearly objective using the standard SCI template in Oracle.
    • Report on progress of the objectives of all the Tec Hub team.

    Annual Leave Management

    • Ensure that all Tec Hub staff comply with the Leave Management Policy and Procedures.
    • Ensure that Line managers at Tec Hub understand their responsibilities in managing leave within their teams or work area and helping their employees achieve a positive work-life balance.
    • Ensure that managers are making every effort to enable their employees to take their full contractual Annual Leave entitlement during the year for which it is given.
    • Ensure all the Tec Hub staff use the Oracle System to ensure vacation carryover into the following cannot exceed 5 calendar days unless there is an approval of the Country Director and the Line Manager.
    • Ensure that staff at the end of the project use the accrued leave days, interact with line managers to ensure that this is happening.
    • Track all leave balance and advise supervisors on the status of their staff’s annual leave, before any leave is granted,
    • In close Coordination with Payroll Coordinator, the administrator must conduct on monthly basis the clean-up, and the leave reconciliation.

    Staff Welfare

    • Participate in Staff Welfare Committee with Tech Hub team 
    • Act as Focal Point for all the Welfare related matters for the Tech Hub Team.
    • Engage with staff on a periodic basis to confirm their welfare whilst remote working.

    Child Safeguarding: 

    Ensure all the recruitment process and steps have safeguarding components from drafting of the JD, advertising, and interview the assessment form.

    SKILLS AND BEHAVIOURS (our 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

    MINIMUM QUALFICATION, EXPERIENCE, COMPETENCIES

    QUALIFICATION 

    • B.A. degree in Management, Business Administration and/or Human Resources Management.
    • Must be registered with the IHRM as a member.
    • Certification in CHRP desirable.

    EXPERIENCE

    • Minimum of 5 years progressive experience in HR.
    • Experience working in a fast-paced, high-growth tech environment.
    • Experience in strategic HR management, including talent acquisition, employee relations, performance management, and organizational development.

    KNOWLEDGE, SKILLS, AND ABILITIES

    • A highly organized and proactive with a record of pushing through deliverables. 
    • Prior experience within Talent Management
    • Excellent interpersonal & communication skills
    • Ability to multi-task effectively
    • Detail oriented and can exercise sound judgment.  
    • Able to work independently but enjoys collaborating and working in a team environment. 
    • Strong negotiation and contract management skills.  
    • Ability to manage and prioritize a high volume of requisitions.
    • Ability to maintain confidential information.
    • Excellent interpersonal, communication, and presentation skills 
    • Strong analytical, written, and verbal skills 
    • Ability to work under pressure in a high-volume recruiting environment. 
    • Ability to work with all levels of employees/management. 
    • Ability to organize and prioritize work. 
    • Demonstrate success in initiating organizational directives and bringing recruitment process to successful completion. 
    • Proficiency with Microsoft Office 

    go to method of application »

    Senior Human Resources Coordinator

    ROLE PURPOSE: 

    Under the supervision of the Director of HR, Admin, and IT, the Senior HR Coordinator provides high-quality HR services to the Country Office. These services include, but are not limited to, managing contracts, payroll, benefits, staff welfare, training and development, and high-level recruitments. The Senior HR Coordinator also provides technical support to the Global team hosted in Kenya, builds organizational capability to support business needs, and offers high-level operational support to managers and staff.

    SCOPE OF ROLE: 

    Reports to: Director of HR, Administration and IT

    Staff directly reporting to this post: HR Officer (I) HR Assistants (2) HR/Admin Intern (1)

    KEY AREAS OF ACCOUNTABILITY:

    Talent Acquisition - Onboarding:

    • Work closely with HR Officer to contribute to the development and regular review of CO induction package and ensure that this is shared with all new staff before joining and available to all staff in a shared folder.
    • Prepare induction schedules in liaison with heads of functions/Area managers, organise for induction of new staff during their first week, including online training course employees join processes for all on boarding staff occur and documents filed in the employees’ files. 
    • Compiling mandatory training tracker and sharing quarterly updates with the Director of HR, Admin and IT.
    • Support the Director of HR with the HR staff plans.
    • Partner with hiring managers across the business functions to fully understand their recruitment needs and ensure a recruitment campaign and selection process that enables appropriate, successful, recruitments.
    • Manage complex recruitment campaigns through the full life cycle from an initial intake session through to offer and on-boarding. Utilize LinkedIn and CV databases to headhunt.
    • Be accountable for data protection compliance for all recruitment documentation managed.

    HR & Records Management:

    • Contribute to preparing monthly HR reporting and ensure HR Reports are received for Payroll, and SMT reporting.
    • Work with the HR Assistant to ensure an up-to-date filing system that is compliant for ease of retrieval, reference and reporting: Personnel, Medical, Insurance and Recruitment files.
    • Work closely with HR Officer to ensure exit interviews are carried out and through this and other means bring recommendation and key issues to the Director of HR, Admin and IT.
    • Contribute to the development and review of HR policies, procedures, guidelines and business processes, to ensure that everything we do is efficient, cost effective and legally compliant.
    • Responsible for updating and maintaining Kenya Country Office staff lists and organizational charts.
    • Facilitate training of staff on HR Policies, including Code of Conduct, Anti-Sexual Harassment Policy, Diversity and Inclusion Policy and other relevant policies.
    • Support the Director of HR, Admin and IT in developing HR Plans and relevant learning and development initiatives.
    • Ensure that employees are aware of policies and best practices relating to their employment. 

    Contracts & Benefits Administration:

    • Prepare employment contracts upon appointment of staff and maintain an effective contract tracking system, work with line managers to ensure end-of-probation forms are filled and staff are issued with probation confirmation letters when they fall due or issued with other appropriate communication before probation period lapses.
    • Track contracts for medical insurance and other staff benefits contracts and inform the HHRA are due for renewal/expiry, probation reviews and issue staff notices or renewals as appropriate in a timely manner
    • Work closely with HR Officers to facilitate and administer staff medical insurances, WIBA and Pensior ensuring employee insurance eligibility list is kept current.
    • 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 Director of HR, Admin and IT and Finance Department of any anomalies/concerns in service provider reports.
    • Support Madagascar team with regards to contract processing/signing and disciplinary processes.
    • Manage HR issues related to National staff payroll. Directly effecting changes affecting staffs into perpay (payroll system).
    • Compliance to statutory Regulations-Submit returns to NITA, FKE, Kenya Employment Authority and Institute of HR Management as required by Law.

    Learning and Development:

    As the focal point for Learning and Development (L&D), the Senior HR Coordinator will:

    • Partner with line managers to identify training and development needs within the organisation through a gap analysis of strategy and the current skills set, job analysis, performance appraisal, and regular consultation with the HRD.
    • Lead in the development of an annual L&D Plan for the Country Office to address L&D needs as identified in performance conversations.
    • Design and deliver quality training programmes in consultation with the cross functional team as guided by the staff L&D Plan and SCI “How to” Guides.
    • Track and report on the Learning and Development budget.
    • Work with HR team and line managers to track, evaluate and report on training outcomes.
    • Keeping up to date with developments in training through networking with the Learning and Development focal persons in the region, reading relevant journals, going to meetings and attending relevant courses.
    • Promote E- learning in the Country Programme and ensure registration of candidates onto the platform.
    • Researching new technologies and methodologies in workplace learning and presenting this research.
    • Support Line managers and trainers by actively addressing learning gaps and recommending possible solutions

    HR Reporting:

    • Prepare month HR reports and metrics for decision making by Senior Management
    • Support the Director of HR, Admin and IT in preparing quarterly reports for HR Global reporting.
    • Prepare info graphics on the HRIS data for decision making.

    Support to Global Team based in Country Office: 

    • Business Partnering Alignment: Collaborate closely with the global hub functional leaders and executives to understand their department's goals and challenges.
    • Compensation and Benefits: Support with the management of compensation and benefits programs, ensuring they remain competitive within the tech industry to attract and retain top talent for the hub. As part of Kenya Country programme ensure the monthly payroll for the Global Teams is processed.
    • Employee Development: Support the Global leadership in designing and executing talent development programs, including training, mentoring and leadership development, to enhance employees' skills and capabilities within the team.
    • Employee Engagement: Drive and foster a positive and engaging work environment by supporting the implementation and development of initiatives that boost employee morale, satisfaction, and retention. Conduct surveys and feedback sessions to gather employee insights to support the leadership.
    • Employee Relations: Handle employee relations issues, including conflict resolution, disciplinary actions, and grievances. Ensure compliance with employment laws and regulations.
    • Employee Wellness: Promote employee well-being and work-life balance through wellness programs, activities, and initiatives.
    • Performance Management: Assist with driving and implementation of proper performance management processes, including goal setting, performance reviews and feedback mechanisms. Working with the Hub's leadership to improve employee performance and development.
    • Workforce Planning: Anticipate future talent needs based on hub forecasts and industry trends. Develop strategies to address skills gaps and succession planning.

    Staff Leadership, Mentorship, and Development:

    • Ensure appropriate staffing and efficient & effective organisation design within the HR Function.
    • Ensure that all staff understand and are empowered to perform their role.
    • Manage team; define expectations, provide leadership and technical support as needed, and evaluate direct reports regularly.
    • Recruitment, training, and professional development of team as part of the wider staff development strategy. 
    • Performance Management: 
      • Effective use of the Performance Management System including the establishment of clear, measurable objectives; ongoing feedback; periodic reviews; and fair and unbiased evaluations.
      • Coaching, mentoring and other developmental opportunities.
      • Recognition for outstanding performance.
      • Documentation of performance that is less than satisfactory, with appropriate performance improvements/ work plans 

    Other duties:

    Cover up for the Director of HR, Admin and IT when on official duty outside the office or leave.

    SKILLS AND BEHAVIOURS (our 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

    QUALIFICATIONS AND EXPERIENCE

    • A Degree in Human Resources Management or Social Sciences from a recognized University.
    • Minimum of 7 years management experience in a corporate or an NGO environment, of which five at a middle management level within HR department.
    • Must be registered with the IHRM as an Associate member.

     

    Method of Application

    Use the link(s) below to apply on company website.

     

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