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Under the supervision of the Human Resources Specialist, within their areas of responsibility, the HR Associate is accountable for providing support in the implementation of HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to take initiative and guidance HR-related needs and support the section in implementation these objectives.

The purpose of this assignment is to provide additional support to the ESARO HR team and ensure continuity of quality HR client support to the country offices and designated sections as well as to deliver on other relevant areas under the purview of the role.

Recruitment, Selection and Placement

Provides support in the implementation and administering of effective and timely recruitment processes in the hiring, developing, and retaining the best talents available to support the strategic human resources needs of the office and the organization.

Support HRBPs with a variety of activities related to recruitment and placement, including but not limited to:

• Drafting of vacancy announcements to attract the ideal candidates for the role
• Timely and efficient screening of applications for minimum eligibility, taking into account qualifications, competencies and post requirements.
• Analyze, research verify and compile data which facilitates preparation of workforce planning reports for review against benchmarks i.e. gender and geographical balance and other recruitment related key performance indicators,
• Support in the facilitation of written assessments ensuring efficiency and transparency in the process.
• Liaise with candidates at various stages of the recruitment process.
• Support in the finalization of the recruitment process, including timely notification to candidates of the final outcome of the process.
• Ensuring the approval of HR checklists by the Regional Chief of HR, in addition to uploading into the talent management system.

Learning and Development

Support the regional office in the implementation of the learning and development activities and initiatives in ESARO. Providing guidance and support to staff members in their inquiries related to learning and development. Additional activities include:

• Secretariat to the Staff Development Committee (SDC), ensuring regular meetings to discuss learning and development in ESARO.
• Providing guidance to the SDC on decisions and approval for individual learning. Communicating to staff members on approvals for their individual learning requests.
• Plans and facilitates agreed upon learning sessions, including liaising with internal/external facilitators.
• Monitoring of learning and development taking place within the regional office including SDC planned trainings, individual learning requests, development assignments and completion of orientation programme.
• Management the office orientation programme and update of the orientation site.
• Monitoring of mandatory courses and informing staff of the requirements to complete courses.
• Payment of invoices related to learning and development sessions.

Support in Organizational Design and Job Classification

• Provides support in the review of specific GS job descriptions (JDs), ensuring effective application of ICSC methodology.
• Submits JDs via job classification system to the Regional Chief of HR for review and approval.
• Monitors regional classification to ensure timely and efficient classification and to address any delays that may arise.
• Supports the review and classification of ESARO JDs by supporting HRBPs in the signature process and submission to GSSC via the job classification portal.
• Ensures all JDs are archived in SharePoint for monitoring and ease of access.

Administration of Consultants

• Support sections in the processing of consultancies by providing guidance to sections and Programme Associate and through the review and approval of purchase requisitions.
• Guide staff on the information available on consultants via the Consultancy Standard Operating Procedure (SoP) and work with relevant HRBPs on Terms of References (ToRs).
• Support the other HR Associate in their absence with the creation of contracts and communication with recruited consultants and Kenya CO HR team for seamless processing of contacts. Support contract amendments and extensions of contracts as and when required.

Administration

• Support the HR section in administrative activities including management of the section leave plan, travel, and office related activities such as office supplies and management of HR e-mail lists.

Additional Support

• Provide support to the Regional Chief of HR or other staff in the HR section on ad-hoc activities as needed.

To qualify as an advocate for every child you will have…

• Completion of secondary education, preferably supplemented by technical or university courses related to the work of the organization. 
• Candidates with a Bachelor’s or Master’s degree from a recognized academic institution in a relevant field may replace additional years of related work experience.
• A minimum of 6 years of progressively responsible human resources, administrative or clerical work experience required.
• Developing country work experience and/or familiarity with emergency is considered an asset.
• Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

Must have skills

• Proper time management
• Good planning
• Good communication skills
• Detail oriented
• Ability to work under pressure and in a fast paced environment
• Excellent problem solving skills
• Analytical thinker

Qualifications

• Diploma or Degree in Human Resource Management or equivalent qualification.
• 1 year Experience in a similar role.
• CHRP certificate is an added advantage.
• Registered member of IHRM.
• Familiarity with HRIS software is an added advantage.
• Certificate of good conduct.
• Proficient computer literacy.
• Prior experience in HR related role or office administration is beneficial.

Job Role
HR Administration

• Maintain, update and upload employee records, including personal information, employee history and data.
• Assist in preparations and distribution of HR Documents and form of the department needs. 

Recruitment support

• Assist in communication to candidates regarding interview details and outcomes.
• Assist in collection of references and documentations. 

Onboarding and Offboarding

• Support the onboarding process for new employees, including paperwork, orientation, and regulations/policies training. 
• Assist with exit documentation records and procedures. 

Employee Relations

• Address basic employee inquiries and direct more complex issues to HR Management.
• Maintain confidentiality when handling all HR matters.

Record Keeping

• Maintain organized HR Files and databases.
• Prepare reports and HR Matric as needed.

Compliance

• Assist in minutes writing and tracking of disciplinary committee.
• Assist ensuring HR practices comply with relevant employment laws and regulations. 
• Support HR audits and documentation requests.

General Administrative Support

• Assist scheduling meetings with internal and external individuals.
• Attend phone inquiries and direct calls to appropriate personnel.

Other Duties

• Perform other HR-related duties and projects as assigned.

• The Student Recruitment Coordinator will facilitate the admissions function for Navitas North America, by assisting and working closely with our US and Canada colleges, and the broader Admissions and Compliance teams.
• The responsibilities of the Student Recruitment Coordinator include processing international student applications via a defined series of processes and systems, and establishing strong links with college-based colleagues and regional teams throughout the world.

Key Responsibilities: 

• Management and monitoring of the college pipeline alongside the in-market sales staff.
• Follow up on leads generated from event participation – in person or virtual.
• Stakeholders’ management by regular and accurate updates on programs and options availability.
• Maintain records of activities and preparations of reports.
• Regular updates to agents, students, and regional teams to ensure they are well informed and kept abreast of market developments, events, campaigns, and programs.
• Salesforce records and email communications are updated with accuracy.
• Establish excellent work relationships with the regional teams, Colleges, University Partners, and agents.
• Individual and team targets are achieved.

Essential Skills, Knowledge, and Experience: 

• Bachelor’s degree.
• Experience in a process-driven customer-focused environment, and ability to manage own work under pressure and timelines.
• Strong written and verbal English, Computer literacy along with Outlook, and effective interpersonal skills
• Proven track record of strong sales performance
• Flexible attitude to work including a willingness to work weekends and evenings in support of recruitment activities both locally and internationally.
• Ability to meet targets within defined timelines among changing priorities.

Desirable Skills:

• Success in a sales role within the Higher Education sector
• Proven ability to monitor and evaluate the success of activities and report appropriately.
• Familiarity with Salesforce or similar CRM systems.

Job Brief

The Senior HR Officer is responsible for strategic business support on the people agenda and acts as the primary Human Resource interface with the Centum Real Estate Leadership. In addition, he/she will be required to provide long-term strategic guidance.

Principal Accountabilities

• Support the business in formulating and implementing value adding HR Functional plans that deliver business results.
• Talent Management routines in planning and talent acquisition, performance management, reward management, employee engagement, HR compliance and operations, and succession planning.
• Provide professional and timely employee relations advice and guidance to managers and colleagues.
• Provide coaching and support as required and be comfortable influencing and challenging where appropriate.
• Implementation of a performance management system with a clear line the business’ strategic objective and ensure that every staff member can clearly understand the link between the individual’s efforts and the business performance as well the measurement of the same.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, employee engagement, build morale, and increase productivity and retention.
• Interpret and provide advice on HR policy and variations across the Business unit, supporting managers in the practical implementation of HR policies, employment legislation and best practice.
• Provide advice and guidance for disciplinary hearings and other types of hearings and where appropriate offer advice and guidance to the panel.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Contract management: Develops contract terms for new hires, promotions, and transfers.
• Learning & Development: Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• In liaison with the various vendors, ensure timely delivery of HR services in line with the agreed SLAs.
• Ensures that all payroll instructions are prepared, logged, and submitted to the service provider in a timely manner and meet the Group’s monthly payroll run.
• Reward and Benefits Management- including pensions, Medical, GPA/WIBA, Group Life and ensuring timely renewal of the insurance benefits.
• HR Reporting- Prepare HR Reports as required eg Board Papers
• Records Management:
• Preparing employee documentation including but not limited to employment contracts, offers of employment and letters of reference.
• Ensuring the collection, storage, and management of important relevant Human Resources documentation in both electronic and hard copy format through a clear and concise reference system.
• Ensuring that the human resources database consistently and accurately reflects the current staff details and conditions.

Minimum Qualifications:

• Bachelor’s Degree in Human Resource Management or related field.
• Holder of a Post graduate diploma in Human Resource.
• Registered and certified member of Institute of Human Resource Management (IHRM) with a valid practising certificate.
• At least Five years and of work experience within the Human Resource function directly in, or closely supporting, executive and /or line operations with HR Generalist experience.

• Job Description: Based at our Meru and Ongata Rongai branches and reporting to the Hospital Manager, this position is responsible for ensuring efficient and effective HR service delivery and compliance with approved policies, processes and procedures. The job holder will be responsible for being the first point of contact at the Hospital unit providing guidance and ensuring implementation of HR policies and processes at the hospital level including talent acquisition, performance management, talent development.
• Qualifications: Bachelors Degree with professional qualification in HR (CHRP or equivalent). Membership with IHRM will also be required. the position requires active knowledge and experience in people management and employee relations. performance management and customer care. The successful candidate must have a minimum of 2 years experience in a busy environment.
• Key Competencies: Customer Focus, Teamwork, Managing performance, Results Oriented, Reliability with demonstrated interpersonal skills and a high degree of professionalism and ethics

• The Kenya-Somalia program of LWF WS is seeking a qualified, experienced, and highly motivated HR and Operations Manager who will manage Human Resources (HR) and supervise operational functions including logistics, procurement, administration, security and Information and Communication Technology (ICT). Reporting to the Country Representative, the position is part of the Country Program’s Country Management Team and the position holder will promote stewardship of resources, help ensure principled compliance, proactively identify risks, and work toward continual operational improvements.

The position is based in Nairobi but will involve travels within Kenya and to Somalia.

Overall Responsibilities

• Manage HR and coordinate operations functions that meet LWF’s policies, guidelines and standards, donor requirements, and local regulations.
• Coordinate and monitor day-to-day operations to ensure support services are delivered with highquality and in an efficient manner.
• Provide coaching, tailored individual development plans, and complete performance management for direct reports.
• Foster a teamwork environment in the Kenya and Somalia Program that truly reflects LWF’s Values and principles and the organization’s Code of Conduct.
• Coordinate response to issues that emerge from internal and external audits and provide guidance to implement improvements in the areas of HR and operations.
• Continuously assess and improve processes in HR and operations to enhance efficiency and effectiveness.
• Support HR and operations staff in Nairobi and in the program areas both in Kenya and Somalia to address challenges timely and to build their capacity.
• Represent LWF through participating in relevant professional and related networks and coordination forums.
• Track HR and operations related contracts to ensure timely renewal where appropriate or a smooth ending of them.
• Contribute to the monthly management report of the Country Program.
• In communication with LWF’s legal advisers and through staying up to date on laws and regulations, ensure LWF remains compliant with all relevant governmental regulations and introduce to the relevant
• Country Program units and staff any such relevant legislative and public policy changes that have implications on the work of LWF in the countries of operation.
• Actively contribute to the achievement of the organization’s objectives as a member of the Country Management Team.

Specific Responsibilities
Human Resource

• Manage the staffing process, including recruiting, interviewing, hiring and on-boarding (including new staff completing the mandatory LWF trainings upon joining the organization)
• Prepare monthly reports and presentations on HR-related metrics
• Develop appropriate staff training and on-boarding materials
• Respond to employees’ questions on salaries, benefits and other staff related matters.
• Help the organization’s HR related processes remain legally compliant
• Ensure physical and digital personnel records are properly kept
• Ensure job descriptions are up to date and compliant with all relevant laws and LWF policies and guidelines
• Ensure updated staff structures/organograms are maintained at all times
• Ensure monthly payrolls for all management units are prepared, reviewed and submitted timely
• Coordinate performance appraisals
• Analyse trends in compensation and benefits and recommend necessary changes for consideration
• Ensure all relevant LWF HR policies are applied consistently
• Handle implementation of disciplinary procedures and related communications.
• Work as the MDS (Misconduct Disclosure Scheme) focal point for the Kenya and Somalia Program.
• Engage with the LWF HQ on HR and operations related matters as and when needed.

Administration

• Oversee the daily operations of the CP office, including maintenance, security, and supplies.
• Assist in developing and managing budgets for administrative expenses, ensuring cost-effectiveness.
• Oversee and ensure effective engagements with governmental stakeholders, service providers and related institutions to ensure smooth and timely acquisition of related services and documentation.
• Manage effective and efficient processes are in place for visitors to the Country Program.
• Ensure safety and security protocols are adhered to in the Nairobi office and in the program offices and sites.
• Follow up and ensure effective and timely handling of the Country Program’s legal cases.

Procurement and Logistics

• Work with the procurement staff to develop and implement procurement strategies to ensure costeffective and timely acquisition of goods, services, and supplies.
• Ensure the provisions of LWF’s Procurement Manual and relevant donor guidelines are consistently adhered to on matters procurement
• Oversee effective coordination of the transportation and distribution of goods to various locations within Kenya and Somalia.
• Though support to the Logistics and other relevant staff, ensure efficient inventory and asset management and control.
• Review regular reports on procurement and logistics performance before they are shared with the relevant units.
• In collaboration with staff in the respective units, identify and mitigate risks related to procurement and logistics operations.
• Work with procurement staff to identify cost-saving opportunities and improve supply chain efficiency.

ICT

• Develop and implement an ICT strategy aligned with the organization's goals and mission.
• Oversee the maintenance and upgrade of ICT infrastructure, including servers, networks, and communication systems.
• Oversee the security of ICT systems and data through the implementation of security measures and policies.
• Support IT staff and follow up actions to ensure timely and adequate technical support is provided to staff at times of need and training is offered as necessary to ensure the effective use of technology.
• Ensure data storage, backup, and recovery procedures are followed by the CP’s IT staff to safeguard critical organizational data.
• Coordinate the review and updating of the Country Program’s ICT policy to ensure it is up to date with current ICT policies and practices of LWF as an organization.

Position Requirements

• Master's degree in Human Resources Management, Business Administration, or a closely related field.
• Minimum seven years of proven experience in human resources and operations management, preferably in an international NGO context.
• Excellent oral and written communication and interpersonal skills
• Familiarity with the specific challenges and context of working in Kenya and Somalia.
• Deep understanding of the local contexts in Kenya and Somalia.
• Knowledge of donor regulations and familiarity with humanitarian and development projects.
• In depth knowledge of labour laws and other relevant regulations in Kenya (and Somalia).
• Strong leadership, team management, negotiation, and communication skills are also essential
• Proficiency in computer applications and HRIS (Human Resource Information Systems).

Personal Skills

• Good strategic, analytical, systems thinking, and problem-solving skills and ability to make sound judgment and decisions
• Strong relationship management skills and the ability to work closely with local partners
• Proactive, results-oriented, and service-oriented
• Attention to details, accuracy, and timeliness in executing assigned responsibilities
• Ethical conduct in alignment with LWF’s Values and Principles (dignity and justice, compassion and commitment, respect for diversity, inclusion and participation, and transparency and accountability) and its Code of Conduct

Overall purpose of the job

The Manager, People and Organisation Development (MPOD) reports to the Director of Finance and Administration (DFA). The MPOD leads in the provision of HR services and other applicable services to all the Centre’s staff, applicable hosted staff, visiting scientists, students and consultants. The MPOD implements employee attraction, retention, development and performance management policies and processes. S/he develops and implements programmes and supporting systems foremployee relations, staff wellbeing, workforce planning and workload management and ensures equity and diversity. S/he should be an excellent leader, people person, strategic communicator, and relationship builder.

Specific Duties:

•  Supervise leadership of the teams providing HR services.
•  Foster Business Partnerships with functions directly engaged in research for development and those in support thereof.
•  Recruiting international and national staff with the capabilities and competences required for the present and future. Work with research leaders to anticipate future needs and lead the talent pooling, attraction, and selection of staff in research roles, and ensure alignment and improvement of attraction and selection processes.
•  Implement organisation design plans, including preparation and review of job classifications, job descriptions and associated systems. Implement talent management and succession planning initiatives.
•  Lead the learning and development programmes, developing the capabilities and competences of research leaders, as well as research and research support staff, encompassing amongst others, management/supervisory skills and soft skills. Implement skills capacity development programmes, aligned with the Centre’s plans and strategic goals.
•  Develop and implement performance management policies, systems, and tools. Implement recognition and rewards policies.
•  Administer and undertake reviews of salaries, and staff related insurances and other staff benefits, in accordance with policies and guidelines and to ensure equity and value for money.
•  Contribute to the development of policies and guidelines and provide advice on their impact on the Centre. Ensure equitable and consistent interpretation and implementation of staff policies and ensure compliance with relevant requirements while being alive to precedents and approval exceptions.
•  Develop and implement HR information systems to support service delivery and decision making, specifically HR within ERP, staff attraction, staff recruitment, learning & development systems, staff performance management system, and management of consultants’ contracts and other supporting systems.
•  Be the Head of Safeguarding (HoS) and be responsible for overall management of compliance, reporting and training of Safeguarding Focal Persons (SFP) deployed on needs basis at regional offices and/or programmes.
•  Act as a link and offer communication and coordination that facilitates a close working relationship between the Centre and its hosted organizations. Handle various matters of the Centre, by participating in joint arrangements with hosted organizations.
• Additional responsibilities
• Be an authorised signatory of the Centre, and in this regard, authorise transactions as per delegated authority and the sourcing and evaluation of appropriate providers (e.g. for medical & life insurances and training consultants).
• Expand, develop, and maintain relationships with key stakeholders and represent the Centre at various meetings. Attend joint meetings of collaborating institutions and participate in HR related joint processes.
• Chair the Occupational, Health and Safety Committee (OHSC) and Training Committee (TC) of the Centre and oversee implementation of necessary procedures arising from the two committees. Membership to various Centre committees as designated from time to time.
• Undertake additional duties requested by supervisor for areas that require her/his support within the Centre’s overall business.

Requirements/Qualifications

• Advanced University degree (Masters) in relevant field.
• At least 10 years of experience in the areas of general management, including human resources at international and multicultural setups.
• Comprehensive knowledge of organizational policies and practices in research organizations is highly desirable.
• Tact, diplomacy and discretion in dealing with sensitive issues.
• Capacity to manage, supervise and evaluate the performance of staff.

Job Specification

Duties and responsibilities at this level will entail and not limited to;

• Providing guidance in the development, interpretation, implementation and review of human resource management and administration strategies, policies, programmes and workplans;
• Ensuring implementation of Terms and Conditions of service for Kenya Roads Board, coordinating organizational development and job reviews;
• Establishing and monitoring staff recruitment, promotion, discipline and capacity building; developing, reviewing and coordinating implementation of welfare and other incentive schemes for Kenya Roads Board;
• Managing the staff establishment and analyzing the staffing levels within Kenya Roads Board and recommending proposals for succession planning and proper deployment;
• Managing Transport Services for Kenya Roads Board;
• Coordinating the development and implementation of grievance handling mechanisms;
• Initiating best practices in the management of human resource function;
• Championing change management programmes in Kenya Roads Board;
• Oversee the monitoring and evaluating the effectiveness of training and development programmes;
• Overseeing the implementation of administration policies, rules, standards and regulations;
• Managing and maintaining Kenya Roads Board Assets;
• Monitoring adherence and implementation of the departmental work plans;
• Oversee the Management of Cross Cutting Issues
• Oversee the Administration and Records Management functions of Kenya Roads Board;
• Overseeing the provision of security for premises and staff;
• Overseeing the design, implementation, and periodic review of security systems;
• Overseeing the preparation and submission of quarterly reports on performance, and appraisals for staff within the Department;
• Leading Kenya Roads Board in formulating and implementing efficient Performance Appraisals;
• Coordinating outsourced services including office management services, office accommodation, transport and logistics;
• Coordinating Investigation of incidences of security lapse in Kenya Roads Board in liaison with the Police and other security agencies; and
• Ensuring the acquisition of legal documents such as motor vehicle and assets insurances and licenses in liaison with the Legal unit and other relevant agencies.

Person Specifications

For appointment to this grade, a candidate must have: –

• A minimum period of twelve (12) years relevant work experience and at least four (4) years in a management role in comparable and relevant position;
• Bachelor’s degree in any of the following disciplines: – Human Resource Management, Social Sciences or equivalent qualifications from a recognized institution;
• Master’s degree in any of the following disciplines: – Human Resource Management, Public/Business Administration, or equivalent qualification from recognized institution;
• Certified Human Resource Professional, CHRP(K);
• Leadership Course or its equivalent lasting not less than four (4) weeks;
• Membership of the Institute of Human Resource Management in good standing;
• Proficiency in computer applications;
• Demonstrated results in work performance;
• Meet the provision of Chapter six of the Constitution.

Key Competencies and skills

• Analytical skills
• Communication and reporting skills
• Mentoring, coaching and leadership skills

Terms of Service:

The positions are for a 3 – year contract period, renewable upon satisfactory performance. Successful candidates will be offered a competitive remuneration package, including house allowance, medical benefits, gratuity and other benefits in accordance with State Corporations Advisory Committee and Salaries Remuneration Commission guidelines.

Applications shall be accompanied by detailed curriculum vitae, copies of academic and professional certificates, National Identity Card or Passport, testimonials, or other supporting documents. The application should also indicate the names and contact of three referees.

Scanned copies of these documents must be included in the online applications.

All applications should be clearly marked “Application for the Position of Deputy Director Urban & Park Roads” or “Application for the Position of Deputy Director Human Resource & Administration” and submitted not later than 5.00pm on 11th October, 2023 in any of the following ways:

Hand delivered application in sealed envelope addressed to:

The Director Corporate Services

Kenya Roads Board

to be dropped at the reception of

Kenya Roads Board Offices, 6th Floor, Kenya Re Towers,

off Ragati Road in Upper Hill, NAIROBI

Online applications should be through the Recruitment Portal

Note: The candidates who will be successful shall be required to present the following clearance certificates:

Kenya Revenue Authority

Higher Education Loans Board

Ethics and Anti-Corruption Commission and

Criminal Investigation Department (Certificate of Good Conduct)

Credit Reference Bureau.

Persons living with disability are encouraged to apply. 

• Interpersonal and negotiation skills
• Team player

Duties and Responsibilities

• Delivers high-standard customer service and support for the regional staff.
• Provides day-to-day HR guidance to line management (e.g., compensation, counseling, career development, disciplinary actions).
• Provides HR policy guidance and interpretation.
• Serves as a resource to managers and employees to address performance issues and organizational and structural changes.
• Maintains in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Works closely with management and employees to improve work environment, build morale, and increase productivity and retention.
• Analyzes trends and metrics in partnership with the GHRM to develop solutions, programs, and policies.
• Identifies opportunities for improvement in processes, training, and procedures-- devises a plan, and implements necessary actions.
• Conducts New Employee Orientation and ensures required training is completed for all staff.
• Facilitates regional HR training for managers and staff regarding various topics.
• Actively promotes and participates in DEI activities.
• Performs other related duties as assigned

Required Skills

• 7-10 years of experience as an HR Generalist
• Knowledge of HR labor laws within East African countries
• Excellent communication skills
• Membership with HR practitioner body
• Candidate should be willing to travel across the region

Required Experience

• Master's degree with seven (7) years of work experience or bachelor's degree with at least seven (10+) years of work experience as an HR Generalist/ HR Business Partner
• English fluency is required, French and/or Portuguese is a plus.
• Excellent written and verbal professional communication skills in English and local language(s). Viewed as a trusted advisor who is objective, fair, and consistent in decision-making.
• Knowledge of HR best practices; some insight into all functional areas of HR to include, comp & benefits, talent acquisition, employee training & development, employee relations, performance management, record keeping compliance.
• Knowledge and experience with compliance related to local and regional labor laws.
• Autonomous with the ability to identify challenges and take initiative, prioritize, and organize work efficiently.
• Customer service approach to work; A natural collaborator who solves problems in a logical manner.
• Excellent interpersonal communication skills. Ability to build relationships at all levels of the organization.
• Knowledgeable about risk management as it relates to HR.
• Strong understanding of confidentiality as it relates to HR activities.

• The Regional Human Resources (HR) Generalist is responsible for completing a range of HR duties that provide support to members of the IREX global team, balancing the day-to-day needs of team members and consultative support to managers, in a timely and accurate manner with a spirit of teamwork and service. The Regional HR Generalist acts as a trusted advisor and consultant to regional employees and regional management on human resources-related issues. They facilitate effective, proactive problem solving with IREX leadership and cross-team colleagues through developing partnerships and discovering innovative solutions. This position collaborates with partners from other groups and units to ensure the “people needs” of IREX team members align with and are accounted for within the organization’s strategic initiatives.
• The Regional HR Generalist manages and closely coordinates on key aspects of HR from a country and regional perspective, this includes onboarding of new hires; benefits administration; performance management; professional development; and employee relations. The Regional HR Generalist provides all HR services in all assigned IREX country and regional offices.
• The incumbent ensures that country staff (local, Expats and TCNS) receive the HR support needed to effectively do their work. The Regional HR Generalist is also responsible for partnering with local contacts, country management staff, project, and program staff to drive consistency and effectiveness in global and country HR policies and   practices and ensure an effective, strategic, and efficient delivery of local HR services for all country offices, staff and field-based leadership.
• Incumbent must be able to carry-out key aspects of their responsibilities with limited to no supervision, and perform additional duties and tasks to meet the needs of the organization, team, or as assigned by supervisor.

We are doers. Our decades of on-the-ground experience help us create greater impact, practical recommendations, and lasting partnerships.

Are you the next member of our team?

Your Background & Skills

• Bachelor’s degree in Human Resources Management, Business, or directly related field required
• 6+ years of demonstrated regional HR experience
• Minimum of 3 years of experience in a Human Resources role in positions of increasing responsibility
• Demonstrated experience effectively working with a large group of individuals from diverse cultural, ethnic, and national backgrounds
• Ability to deal with ambiguity and work collaboratively in a team environment
• Strong creative problem-solving skills with the ability to develop and implement practical solutions
• Must have strong influencing skills, and excellent written and verbal communication skills
• Internationally recognized professional certification such as GPHR, PHRi, etc.
• Experience delivering effective presentations and training material to a variety of audiences
• Must be able to research and learn employment law for various countries within the regions supported by this position
• Experience conducting and managing sensitive investigations
• Experience compiling and presenting accurate and timely periodic reports
• Ability to work in a fast-paced environment and juggle multiple priorities with a positive attitude
• Experience working and living in the region
• Proficient language skills in English
• Proficient skills in major regional languages
• Must have strong influencing skills, and excellent written and verbal communication skills
• Ability to research and learn employment law for various countries within the regions supported
• Strong creative problem-solving skills with the ability to develop and implement practical solutions
• Strong ability to deal with ambiguity and work collaboratively in a team environment
• Must demonstrate valid proof of unrestricted authorization to work in the country and region

Your Daily Tasks

• Collaborates effectively with members of the HR headquarters team to provide comprehensive, timely, and equitable HR support to IREX’ country and regional staff
• Meets regularly with local managers to ensure that they are carried along in the implementation of IREX policies and procedures
• Provides training to managers and staff on IREX policies, procedures and processes
• Maintains in-depth knowledge of country and regional legal requirements related to management of employees, reducing legal risks, and ensuring regulatory compliance
• Acts as the primary point of contact for recruiting, onboarding and orientation; performance management; learning and development, and off- boarding related exit surveys
• Coordinates collection and analysis of global/country/regional HR data, metrics, and trends to provide insights to regional and country leadership, contributing to positive, program-focused outcomes
• Acts as point of contact for employee relations for IREX country and regional staff and collaborates and/or escalates issues as needed to ensure resolution
• Provides IREX country leaders with consultative HR support relating to the people and issues that impact their programs, in a manner consistent with global/country/regional HR best practice
• Participates within the larger HR team to share ideas, develop standard practices and implement best practices across IREX programs
• Designs and streamlines processes in collaboration with others on the HR team to develop an improved HR experience across the global IREX team
• Tracks performance review dates and generates reminders; coordinates timely and accurate completion of personnel transactions for all changes and end of service activity.
• Manages and coordinates the implementation of the HCMS, UltiPro, across country and regional offices
• Maintains country and regional staff records appropriately and with appropriate approval
• Ensures all country staff records are properly uploaded in IKFO, UltiPro and global HR drives
• Reviews and maintains all internal documents, notices, and templates; makes necessary adjustments after seeking feedback from key stakeholders
• Responsible for providing technical support to country offices upon request and, when necessary, update and review of country Handbook and Addendum submissions, and develop local salary scales, and local benefit summaries, etc.
• Assists with all internal and external audit requests relating to HR files and benefits; and ensures that HR assessment findings identified during reviews and audits are appropriately resolved
• Works with project staff to provide guidance and support in the areas of performance management, employee relations issues, local compensation planning, onboarding, off- boarding, professional development, and HR policies to improve work relationships, build morale, and increase productivity and retention
• Creates, updates, and manages standardized tools to provide holistic approaches to employment life cycle for local staff, Expats and TCNs for all IREX projects
• Maintains a reliable and centrally accessible reference system for country and regional HR. Ensures country office HR manuals, employment letters, country supplements, employee handbooks, HR policies and procedures are   developed, continuously monitored and are compliant with local laws, HQ standards and HR best practices. For country offices that are non-compliant, ensures a plan exists in each field office to achieve full compliance; supports and monitors this plan until full compliance is achieved.
• Reviews employee agreements/templates and project policy manuals to ensure compliance with applicable policies and local law.
• Works to ensure transparent and legally compliant full-cycle recruitment process is in place for each project and is line with IREX’s hiring guidelines
• Develops materials for country staff onboarding and orientation and adapts materials used by HQ recruitment team for use in country hire orientations, including translations, where appropriate
• Conducts new hire onboarding session for all newly hired local staff
• Ensures quality new hire orientations to integrate new hires successfully into IREX
• Works with colleagues to develop targeted professional development for country staff; and ensures that local staff take advantage of existing professional development opportunities
• Reviews job descriptions, prepares job postings, posts jobs, screens resumes, interviews candidates and conducts comprehensive employment reference and background screens.
• Ensures country personnel actions are filed appropriately in the country database system
• Creates, distributes, and tracks country-based staff surveys and training evaluations
• Conducts in-person and desk audit of country HR personnel files as needed
• Develops and implements a systematic approach to organizing, tracking, and documenting all HR compliance-related activities in the field offices
• Maintains database that contains HR country profiles that include country specific mandatory and statutory benefits, country profiles for benefits, compensation, and labor codes
• Supports audit process by conducting regional and country HR desk audits, when required, in-person country HR audits to ensure compliance with local labor law and IREX standards and procedures, and follows up on corrective action where required with relevant local staff
• Works directly with supervisor to develop country and regional portion of HR budget
• Reviews country budget with Director of HR periodically to analyze trends affecting budget needs.
• Identifies and trains interns or designated staff in each country office to enable them to serve as the HR point of contact (PoC) for their office and appropriately support adherence to IREX policies and procedures
• Works with other teams to provide guidance for all phases of the country office lifecycle including project start-ups, project maintenance, and project closeout
• Partners with program staff and local PoC to understand the areas of greatest HR needs in the country offices and develop a plan and initiatives to support these needs
• Manages and resolves basic employee relations issues, consulting supervisor as always
• Supports investigation of sensitive employee relation matters, under supervision of supervisor
• Ensures that all exiting country staff (local staff, expats and TCNs) receive and complete exit interview surveys and where appropriate in-person exit interviews
• Provides support to employees and managers on country and regional HR issues, including answering questions, researching, and resolving issues, and processing related paperwork
• Conducts compensation survey and aligns ranges appropriately, at least every two years
• May supervise the work of interns and other junior staff on an ongoing basis as appropriate
• Provide HR services to other countries or regions as assigned
• All other duties as assigned.

Role Profile:

• We are building our internal People team to focus intentionally on continuously improving the engagement, development, and retention of people at Kyosk. We are focused on aligning the people strategy to the overall business strategy and objectives to ensure we build programs, support and services for the business and individuals achieving their goals.
• People Business Partners are the connective tissue between our centers of excellence on the core People team and the business. The role is critical to ensuring we are not building in a silo but rather building with a purpose we can articulate back to the business and see the future of work at Kyosk, then help to build a plan to get there.
• We are looking for an experienced individual who has successfully operated as a People Manager or People Business Partner, leading significant change initiatives, internal communication strategies, performance management, team member relations, and connecting business strategy to people team programs and operations. Strong business acumen and business interest, ability to take raw data and build stories and analysis for the business are critical for the role. Individuals comfortable working in ambiguity, mentoring and coaching junior people team members and educating the business on how to leverage and expect will be vital.

Key Responsibilities:

• Advise and influence the leadership and senior executives in the Tech team through relationship building, delivering impact, and leveraging your experience, as well as the core people team, to solve critical business problems and complex challenges.
• Partnering with other People Business Partners to bring learnings, feedback and solutions to implement positive change across the business unit..
• Leveraging your deep subject matter expertise in the people domain to proactively work in the business to ensure we are seeing the future of work at Kyosk and building programs to engage, retain and develop our people throughout their careers with us while also ensuring we are developing people for the future jobs of tomorrow at Kyosk.
• Coaching and developing our Tech team leaders and managers in change management, building high performance teams, understanding and improving engagement, best practices in communication, and navigating difficult team member relations and terminations.
• Partnering across people development, total rewards, talent acquisition and the business to ensure we are setting people up for success through a deep understanding and mapping of our team member journeys.
• Leading through strategic workforce planning while balancing international organizational design with hyper growth headcount plans and constant change. Designing the future of our organization in partnership with the business and mapping the current to future state will be critical to partnerships with total rewards, talent acquisition, and financial planning and analysis.
• Effectively managing change across the business is guaranteed to be almost constant through communication, advocacy, collaboration, and planning. Thoughtful and intentional approaches to change management involve and educate the business as we build a stronger muscle for managing change.
• Advising total rewards and compensation design by partnering directly with our compensation & benefits and talent acquisition team to understand our philosophy, strategies and data that will drive culture, engagement, understanding, ensuring we maintain internal pay parity and transparency.
• Deploying, implementing and maintaining initiatives such as performance, compensation, development, and other initiatives into the business unit successfully through leveraging change champions, gaining leadership buy-in and understanding, and internal communication plans.
• Getting your hands dirty with everything from the foundational building of our system and processes to mapping the experiences to data entry and operations improvements while balancing strategic planning and execution within the business.
• Project managing complex and scaling programs is the critical connector between the business unit and the People team.

Minimum Qualifications & Desired Skills:

• A Bachelor’s Degree in Human Resource or related field.
• An MBA in HR, management, business or experience in management consulting or similar will be an added advantage.
• Relevant Post-Graduate and/or Professional Body Qualifications;
• 10 years inter-functional experience in Human Resource / People Management with at least 5 years in senior management.
• Experience in FMCG or retail is preferred. Direct experience working closely with and supporting engineering, product and data client groups include teams and leaders across Tech teams.
• Demonstrated success in Human Resource Management Information Systems deployment.
• Excitement for and deep expertise in change management and internal communication strategies as wella s high comfort levels in every changing environment.
• Proven ability to articulate the company’s vision and rally the team to achievement.
• Deep experience and understanding of Human Nature and Talent Management in Culture Deployment.
• Demonstrated Coaching and Mentoring successes.
• A calm and insightful disposition in VUCA and high-pressure environments.

Competencies & Key Skills:

• Strategic Leadership;
• Vision Articulation;
• Entrepreneurial Thinking;
• Stakeholder Management;
• Attention to Detail;
• Learning Agility;
• Culture Leader;
• Project and time management;
• Budget management;
• Tech Savvy.

Role Profile:

• We are building our internal People team to focus intentionally on continuously improving the engagement, development, and retention of people at Kyosk. We are focused on aligning the people strategy to the overall business strategy and objectives to ensure we build programs, support and services for the business and individuals achieving their goals.
• People Business Partners are the connective tissue between our centers of excellence on the core People team and the business. The role is critical to ensuring we are not building in a silo but rather building with a purpose we can articulate back to the business and see the future of work at Kyosk, then help to build a plan to get there.
• We are looking for an experienced individual who has successfully operated as a People Manager or People Business Partner, leading significant change initiatives, internal communication strategies, performance management, team member relations, and connecting business strategy to people team programs and operations. Strong business acumen and business interest, ability to take raw data and build stories and analysis for the business are critical for the role. Individuals comfortable working in ambiguity, mentoring and coaching junior people team members and educating the business on how to leverage and expect will be vital.

Key Responsibilities:

• Advise and influence the leadership and senior executives in the Tech team through relationship building, delivering impact, and leveraging your experience, as well as the core people team, to solve critical business problems and complex challenges.
• Partnering with other People Business Partners to bring learnings, feedback and solutions to implement positive change across the business unit..
• Leveraging your deep subject matter expertise in the people domain to proactively work in the business to ensure we are seeing the future of work at Kyosk and building programs to engage, retain and develop our people throughout their careers with us while also ensuring we are developing people for the future jobs of tomorrow at Kyosk.
• Coaching and developing our Tech team leaders and managers in change management, building high performance teams, understanding and improving engagement, best practices in communication, and navigating difficult team member relations and terminations.
• Partnering across people development, total rewards, talent acquisition and the business to ensure we are setting people up for success through a deep understanding and mapping of our team member journeys.
• Leading through strategic workforce planning while balancing international organizational design with hyper growth headcount plans and constant change. Designing the future of our organization in partnership with the business and mapping the current to future state will be critical to partnerships with total rewards, talent acquisition, and financial planning and analysis.
• Effectively managing change across the business is guaranteed to be almost constant through communication, advocacy, collaboration, and planning. Thoughtful and intentional approaches to change management involve and educate the business as we build a stronger muscle for managing change.
• Advising total rewards and compensation design by partnering directly with our compensation & benefits and talent acquisition team to understand our philosophy, strategies and data that will drive culture, engagement, understanding, ensuring we maintain internal pay parity and transparency.
• Deploying, implementing and maintaining initiatives such as performance, compensation, development, and other initiatives into the business unit successfully through leveraging change champions, gaining leadership buy-in and understanding, and internal communication plans.
• Getting your hands dirty with everything from the foundational building of our system and processes to mapping the experiences to data entry and operations improvements while balancing strategic planning and execution within the business.
• Project managing complex and scaling programs is the critical connector between the business unit and the People team.

Minimum Qualifications & Desired Skills:

• A Bachelor’s Degree in Human Resource or related field.
• An MBA in HR, management, business or experience in management consulting or similar will be an added advantage.
• Relevant Post-Graduate and/or Professional Body Qualifications;
• 10 years inter-functional experience in Human Resource / People Management with at least 5 years in senior management.
• Experience in FMCG or retail is preferred. Direct experience working closely with and supporting engineering, product and data client groups include teams and leaders across Tech teams.
• Demonstrated success in Human Resource Management Information Systems deployment.
• Excitement for and deep expertise in change management and internal communication strategies as wella s high comfort levels in every changing environment.
• Proven ability to articulate the company’s vision and rally the team to achievement.
• Deep experience and understanding of Human Nature and Talent Management in Culture Deployment.
• Demonstrated Coaching and Mentoring successes.
• A calm and insightful disposition in VUCA and high-pressure environments.

Competencies & Key Skills:

• Strategic Leadership;
• Vision Articulation;
• Entrepreneurial Thinking;
• Stakeholder Management;
• Attention to Detail;
• Learning Agility;
• Culture Leader;
• Project and time management;
• Budget management;
• Tech Savvy.

Salary And Benefits

• For all applicants applying outside of the US; please note that those hired outside of the US will be employed through the local PSI office. Pay and benefits will be commensurate with the role and practices of the local office, including payment in local currency.

Your contributions

• Partner with and advise client groups on the development and implementation of workforce planning strategies that facilitate the achievement of business goals and enable the business to cultivate a high performing workforce. Develop strong relationships and an in-depth understanding of clients' businesses while staying abreast of industry practices to advise on recruitment, staffing, internal mobility, retention, performance, and team member development strategies. 35% of Time
• Advise management and leadership on the resolution of day-to-day to complex employee relations issues. Manage and resolve issues including but not limited to disciplinary actions, performance, and investigations. Conduct and document effective, thorough, and objective investigations. Reduce legal risks and ensures regulatory compliance by maintaining knowledge of legal requirements relating to HR Management. 30% of Time
• Lead HR initiatives, projects, and process improvements, promoting consistency in application across business units and geographic locations (Domestic or International). Programs may focus on compliance (US and International), diversity, equity and inclusion (DEI), enhancing the HR Network, branding, onboarding and succession planning. 25% of Time
• Collaborate with HR functional leads to facilitate seamless integration of full talent management life cycle service delivery to client groups. Initiate and oversee the HR administration/transaction processing for client groups. 10% of Time

Time percentages listed above are not exact. They are estimates and may change. This is also not an exhaustive list of all tasks that an incumbent is expected to perform but is instead a summary of the primary responsibilities and requirements of the job. The incumbent may be asked to perform duties not included above. PSI reserves the right to revise job profiles at any time based on changes to the required job responsibilities.
What are we looking for?

• Bachelor's Degree (or international equivalent) in Human Resources, Business, Psychology or related field.
• At least 7 years of related experience. Equivalent combination of relevant education and experience may be substituted.
• French and English fluency required.
• HR certification preferred.
• In-depth knowledge of multiple human resource disciplines including, but not limited to employee development, change management, recruitment, branding, compensation practices, employee relations, compliance, performance management, and domestic (US) and international employment law.
• In-depth knowledge of donor regulations that impact HR policies, procedures and programs preferred.
• Excellent customer service, relationship building/management and consensus building skills.
• Excellent analytical and problem solving skills. Able to proactively identify opportunities, diagnose problems and develop client-centered and evidence-based solutions.
• Able to translate complex HR policies, processes, and recommendations to non-HR professionals.
• Excellent written and verbal communication skills.
• Proficient in MS Office Suite (Word, Excel, PowerPoint).

The candidate we hire will embody PSI’s corporate values:

• Measurement: You use hard evidence to make decisions and guide your work. You set clear goalposts in advance and explain clearly if you need to move them.
• Pragmatism: You’ll strive to deliver the best possible result with the resources available. You won’t be paralyzed by a need to make things perfect.
• Honesty: You own your mistakes and are open about your shortcomings – it’s the only way you’ll learn and improve.
• Collaboration: You’ll quickly establish a mental map of whom you can rely on for what, on your team, at headquarters, and in our country offices – if you try to do it all yourself, you won’t succeed.
• Trust: You accept limits to your sphere of control and give colleagues the benefit of the doubt.
• Commitment: You are in it for the long-haul and want to grow with the organization, just like PSI serves its consumers and partners with host-country governments through thick and thin.
• References will be required. The successful candidate will be required to pass a background check. All applicants must be authorized to work in the country of residency. PSI will not consider work visa sponsorship for this position.

Scope of Work:

• The HR & Procurement Officer will report to the HR & Admin Specialist and Procurement Specialist.

Qualifications and requirements:

• Bachelor’s degree, Business Management, Business Administration, Economics, or any related field.
• Three or more years ‘experience in Human Resource and Procurement.
• Strong knowledge in Non-governmental, Not-for-profit organizational operations.
• Proficiency in all Microsoft Office applications.
• Excellent communication skills, both verbal and written.
• Excellent problem-solving skills.
• Exceptional interpersonal relations skills.

Human Resources:

Employee Records Management:

• Maintain and update employee records, including personal and employment information.
• Ensure compliance with record-keeping requirements and data confidentiality.

Benefits Administration:

• Supporting the implementation of HR initiatives and systems.
• Assist with benefits enrollment, changes, and inquiries.
• Collaborate with HR team to address employee benefit-related concerns.

General HR Support:

• Respond to employee inquiries and direct them to the appropriate HR team members.
• Support onboarding of new hires.

Procurement:

Purchase Order Processing:

• Assist in creating and processing purchase orders.
• Coordinate with suppliers to ensure timely delivery of goods and services.

Vendor Management:

• Maintain vendor information, including contact details and contracts.
• Assist in evaluating vendor performance and compliance.

Inventory Management:

• Assist in tracking and recording office inventory.
• Coordinate with relevant departments to replenish stock as needed.

Expense Tracking:

• Monitor and record procurement-related expenses.
• Assist in reconciling invoices and resolving discrepancies.

Documentation and Compliance:

• Filling of all procurement documents

Other Responsibilities:

• Support the development of project budgets and provide input on HR and procurement related costs.
• Participate in project team meetings and provide updates on HR and procurement activities.
• Support other administrative functions, as needed.