Associate Director - People & Culture (Human Resource)

13538-15N22104
Nairobi
23-May-19
International Role - No - Only National applicants will be considered.
1-2 Years

Purpose of Position

The Associate Director - People & Culture (P & C) will provide support to the P & C Director in staff management, implementation of Human Resource Strategies and effective delivery of HR services ensuring high quality, accuracy and consistency of work.

Major Responsibilities

Team management, 20%

  • Ensure strong and positive leadership is provided to People & Culture Team including P & C Regional Business Partners.

  • Develop a system to ensure that quality of work done by the People & Culture Team is regularly reviewed, appraised and corrective action taken when necessary.

  • Ensure effective performance management for direct report and provide input in the performance management of indirect reports.

  • Ensure continuous professional development for the People & Culture Team.

End Results Expected

  • Increased integration and rapport of the team

  • Regular updates provided on key output for each function

  • Periodic feedback and support actions on staff performance

  • Coordinated and networked team with regular sharing of knowledge, advice and feedback

People and Culture Policy Development and Implementation, 15%

  • Contribute to the development of People and Culture Policies, Systems, Procedures and Processes.

  • Support P & C Director in the contextualization of key Partnership policies to ensure they are aligned with the local labour laws and best practices.

  • Advise and provide support to all staff on P & C policies and procedures for better understanding and clarity.

End Results Expected

  • Policies aligned with Labour Legislations and Partnership Standards

  • Updated and approved P & C Manual.

  • Dissemination of updated Polices/ P & C Manual through Deep Dive Sessions, one to one enquiries, occasional updates on email, staff meetings and WVK M-Drive

People & Culture Reports, Metrics and Innovation, 15%

  • Design, create, implement and maintain People and Culture Dashboards and reports.

  • Analyze trends and statistics of P & C data and provide recommendations to management.

  • Work closely with the finance team to determine and manage annual department budget.

  • Ensure alignment of organizational data management and record keeping strategies with technology.

  • Ensure WVK gets best value for the money with all HR service providers.

End Results Expected

  • Timely and credible reports on key Metrics

  • Approved Budget

  • Zero error in Our People reports

  • Optimization of Our People System by the P & C Function

  • Market Surveys and recommendations on HR Service Providers

Manpower Planning & Staff Development, 15%

  • Co - create plans that ensure the organization has the right resource, capability and talent to achieve immediate and strategic ambitions.

  • Support P & C Director on initiatives including capacity development and knowledge building.

  • Promote and advocate for Coaching for Performance (CFP) within the context of the extended Senior Management Team (SMT).

  • Partner with Regional Managers and Unit managers to build capacity of people managers in coaching and mentoring of staff.

  • Facilitate training to people managers and staff on P & C policies and process.

  • Advise, coach and provide first line support to line managers in the implementation of staff development initiatives

  • Proactively support performance counselling, employee grievances and disciplinary issues as required

End Results Expected

  • Dedicated updated pipeline for core mission critical roles

  • Reliable Talent Pool

  • Deep Dive Sessions on CFP

  • People Managers with knowledge, skills and ability to manage and lead teams well.

  • Effective and well socialized disciplinary processes and procedures and conflict resolution

Employee Relations & Staff care, 10%

  • Develop and ensure implementation of effective reward management and remuneration strategies that promote talent acquisition, retention, motivation and improved productivity.

  • Advocate for and challenge People managers to create a work environment that promotes work-life balance.

  • Support managers to maintain positive staff relations, coaching and practical support to staff.

  • Proactively identify and handle employee relations issues with a focus on conflict resolution while ensuring fair and consistent treatment of employees.

  • Ensure disciplinary procedures are administered in an equitable and fair manner and meets all legal and labor regulations and requirements.

End Results Expected

  • Updated periodic reports on P & C functions for management decisions

  • Improved staff care and staff engagement score in ‘Our Voice Survey’

  • Enhanced supervisor and supervisee relations

  • Minimal Litigation of disciplinary cases.

Risk and Liability Mitigation, 15%

  • Review organizational activities for potential and existing areas of risk exposure and advise P & C Director; make recommendations and appropriate risk transfer mechanisms to minimize liabilities.

  • Collaborate with external and internal auditors regarding audit findings/recommendations and implementation.

  • Manage all aspects of high-risk cases, including termination (i.e. Investigations, Case Management, and Risk Assessment )

  • Track the Audit reports and advise P & C Director on how to address the issues arising.

  • Participate in the investigations of staff grievances and disciplinary issues including whistleblower protection.

End Results Expected

  • Updated Risk Register

  • Compliance with minimal standards

  • Updated Case Management Registers

  • Resolved outstanding Audit findings

  • Timely processing of investigation reports

Collaborations and networking, 5%

  • Engagement with strategic partners, linkages and networks & partnership development.

  • Participation in committees/taskforces inter-agency work groups and other networks as assigned.

End Results Expected

  • WVK visibility and authority within the Inter-agency working groups

  • P & C recognized as a credible strategic partner

Any other duty as assigned 5%

Knowledge, Skills and Abilities

  • Masters degree in Human Resource Management/Development, Business Administration (Human Resource Management), Organizational Management, Public Administration or equivalent qualification from a recognized University

  • Minimum ten years’ experience in human capital management of which five must be in a senior management position: Prior experience in a management/supervisory role required.

  • Full membership to the Institute of Human Resource Management (IHRM) with a current practicing certificate is a must; Active membership of other relevant professional bodies is an added advantage.

  • Excellent verbal and written communication skills.

  • Good interpersonal relation skills.

  • Good knowledge & understanding of the labour laws in Kenya.

  • Proven broad – based experience in leadership, strategic management and results based management in human resources matters.

  • Complete compatibility with WV's Mission, ethos, policies and core values.

  • Possess cross-cultural sensitivity, knowledge and ability to work with people of diverse backgrounds and cultures.

  • Experience in INGO.

  • Skills in Conflict Management and Dispute Resolution.

  • Knowledge and understanding of how to conduct investigations into employee conduct.

  • Knowledge of best and current HR practices and approaches.

  • Ability to develop and manage the HR department’s annual budget.

  • Change management capabilities and experience.