Human Resource Manager Job at Concern Worldwide

Job Title: Human Resource Manager

Reports to: Operations Director

Direct Reports: Human Resource Officer, Human Resource Support Officer

Closely Work With: Internally – All staff

Externally – PBO Board, Ministry of Labour, NITA, Human Resource Forum, etc

Job Location: Nairobi (Candidates must be legally entitled to work in Kenya at the time of application – National Position)

Contract Details: Fixed term – 12 months renewable subject to performance and funding availability

Salary Range: Base Salary: Kes 260,809 per month

Housing Allowance: 15% of the base

The incumbent will be responsible for all aspects of Human Resources (HR). S/he will lead in the development and implementation of HR policies and best practices and support management in staff management in full compliance with the labour law.

Main Duties and Responsibilities

Policies, Procedures and Best Practice:

• Provide strategic direction and guidance to the HR team.
• Lead in developing a HR strategy, aligned with the country’s strategic plan, that places staff development and wellbeing at the core of employee engagement
• Align human resources initiatives with organizational goals and objectives
• Champion diversity and inclusion initiatives, promoting a diverse workforce and an inclusive work culture
• Advise management on organizational changes and policies, emerging trends in HR best practices and how these could be adapted to the Concern Kenya context, and labour laws and legal and regulatory requirements.
• Develop, implement, and update HR policies and procedures to ensure legal compliance and consistency. Stay updated on labour laws and regulations to minimize risks.
• Lead HR-related change management initiatives, ensuring smooth transitions during organizational changes.
• Champion all of Concern’s safeguarding policies including the Code of Conduct and the Associated policies. Initiate and roll out communications to ensure these policies are embedded in Concern’s culture.

Recruitment, Selection, Placement and Retention:

• Develop and review all job descriptions to ensure that they are appropriate for the grade and consistent across similar roles by sector and location
• Ensure efficient recruitment as per safeguarding employment cycle checklist
• Ensure that a transparent, timely, effective and efficient recruitment process is in place that attracts, recruits and retains people who are the right fit for the organization
• In line with the Concern Talent Management Strategy, design and initiate talent succession plans
• Oversee staff onboarding and address any concerns raised/identified
• Implement job structures and maintain job profiles
• Conduct job evaluation, job analysis and job grading for all positions
• Review and advise on recruitment and staffing requirements, ensuring EDI commitments.
• Advise management on optimal talent management strategies, including performance management, professional development, recruitment, and promotions

HR Administration:

• Conduct adhoc file audit to ensure compliance and completeness
• Track Audit (both Internal and External) reports and ensure implementation of the actions related to HR
• Manage all communication to staff as guided by Country Director
• Implement the health & safety workplace policies and perform employee satisfaction surveys
• Build awareness and advise management on health and safety, including those required by local laws and regulations
• Analyze staff composition and costing levels and advise management on organizational design including strategic staff forecasting
• Implement the human resources staff handbook for national staff, ensuring alignment to global frameworks and local labour laws.
• Track all local labour law and policy amendments and ensure that the organization complies accordingly.

Reward and Benefits Administration:

• Ensure timely payroll and pension administration
• Manage staff insurance policies e.g. Medical Cover, GLA, WIBA, AMREF
• Lead in salary surveys and analyzing data to inform review of salaries and benefits packages to ensure the organization is competitive
• Collaborate with HR – Dublin to design and manage competitive compensation and benefits programs that attract and retain talent.
• Recommend to CMT any changes based on the survey’s output
• Support in getting CMT approval and submitting to Dublin the approval request for step increments and other salary changes e.g. in response to the Birches Survey
• Provide solutions for complex HR questions including compensation and benefits.
• Pay attention to details to ensure flawless execution of HR process.

Learning, Training and Development:

• Create and implement learning and development programs and initiatives that support staff and managers in objective setting, institutionalize constructive feedback mechanisms
• Oversee performance management processes, including setting goals, performance evaluations, and development plans. Support managers in developing improvement plans and addressing performance-related matters.
• Identify training needs and facilitate learning opportunities to enhance employee skills and career growth.
• Train, coach, mentor and appraise direct reports and all staff, as appropriate, to optimize their potential
• Manage end-to-end PDRs Process (mid-year and annual reviews, timelines)
• Ensure inclusion and equitable access to training and development opportunities
• Evaluate and report on learning and development programs and their effectiveness and submit proposals for their improvement, as necessary.

Contracts Management

• End-to-end employment cycle management
• Oversee management of staff contract processing and monitoring

Staff Relations:

• Manage employee relations ensuring a fair and respectful work environment. Address conflicts, grievances, conducting investigations, and disciplinary procedures in compliance with Concerns policies and regulations.
• Effectively build working relationships across a spectrum of Concern managers and employees for support and coaching, external HR (health institutions, insurance companies, legal representatives, labour organisations and INGO networks)
• Develop coordinated and consistent approaches that strengthen staff representation mechanisms for staff engagement
• Advise on appropriate actions for prevention and response to legal issues and coordinate actions with our legal advisors

Documentation, Reporting and Representation:

• Provide regular reports to management on HR key performance indicators
• Prepare input for HR, monthly, quarterly and annual reports
• Follow through on the documentation of the lesson learned on the HR process and process reviews
• Represent Concern and serve on committees/teams/task forces, as appropriate

Staff Separation:

• Review and analysis of exit interviews and making recommendations to CMT for organizational improvements based on common trends
• Ensure staff separation complies with legal requirements and policies & procedures

Line Management:

• Ensure efficient management of HRO & HRSO including daily supervision of their tasks & follow up on their tasks
• Capacity build the HRO and HRSO on all areas of HR
• Support HRO and HRSO to develop personal development plans

Data Analytics / HRIS:

• Oversee the HRIS to ensure it is running smoothly
• Utilize HR data and metrics to derive insights and inform decision-making.
• Analyze data on HR indicators, including trends and metrics, and provide regular information to management for informed decision-making and planning

Administration

• Oversee office activities and operations
• Oversee security docket

Other Duties & Responsibilities:

• Conduct field visits for HR support for staff capacity building, review HR processes, address HR issues, support managers on any HR-related issues
• Ensure data protection is complied with, and personnel records are maintained to a high standard.
• Ensure that equality, diversity, and inclusion are on the agenda and that there are proactive initiatives developed and implemented to address the imbalance. Explore reasons and opportunities.
• Lead in and advise on organization’s change process
• Maintain up-to-date knowledge and understanding of regulations, laws, industry trends, practices, and developments regarding HR that may affect Concern and advise management and employees accordingly

Other Duties

• Adhere to and promote the standards outlined in the Concern Code of Conduct and associated policies to their team, beneficiaries, and be committed to providing a safe working environment
• Participating and contributing towards Concern’s emergency response, as and when necessary
• Comply with Concern’s health, safety and security guidelines during emergencies
• Take all possible measure to meet Core Humanitarian Standards (CHS)
• Any other duties as assigned by the Line Manager

Person Specification

Minimum Education, Qualifications & Experience Required:

• Degree in Human Resources, Business Administration, Organizational Development or other related disciplines. Master’s Degree or Post-Graduate Diploma in Human Resources Management will be an added advantage
• Must be a member of IHRM
• At least 8 years relevant experience in the same capacity with at least 3years management or advisory experience.
• Previous experience in an international NGO is an added advantage.
• Remote management experience
• Excellent writing and oral skills in English
• Proficiency in computer applications, HR software, tools and systems for data analysis, reporting and talent management.
• Experience in change management
• Well versed in relevant Kenya laws and regulations including data protection to inform decisions
• Strong interpersonal skills and emotional intelligence to handle sensitive employee matters.

How to Apply

Interested candidates who meet the above requirements, should send a detailed CV with three professional referees and Cover Letter Only to nairobi.hr@concern.net with the subject of the email as ‘Human Resource Manager’ on or before Wednesday, 30th April 2025**. Only short-listed candidates will be contacted for interview.

Concern Worldwide is an equal opportunity employer and does not charge a fee at any stage of the recruitment process (for application, written test, interview, training, medical examination etc.) nor act through recruitment agents. This is applicable for all opportunities including staff and interns.