CARE International in Kenya has a career opportunity for
a Senior Human Resources Officer with relevant qualifications and
the ability to maintain confidentiality and use sound judgement while
handling staff issues
Job Title: Senior Human Resources Officer
Department/Project: Human Resources
Supervisor: Human Resources Manager
Location/Duty Station: Nairobi
Grade: F B and 3
Job Summary & Purpose:
Reporting to the Human Resources & Development Manager, the senior HR Officer will assist in the Recruitment, selection and orientation of new hires, implementation of HR policies and procedures, HR records management, support managers and staff with HR issues of concern, assist in the management of discipline, grievances and staff welfare including safety.
Tasks and responsibilities.
R1: Recruitment and Placement:
•Assist in the, recruitment, selection and induction processes of new staff: Plan and monitor the advertisement of vacant posts and ensure adherence to policies and procedures , interview scheduling and invitations, conduct interviews, prepare interview reports and offers, carry out reference checks, send regrets and do follow ups.
•Coordinate and process the appointment letters of new staff and Personnel Action Forms for current staff in all Sub Offices and head Office. Also, ensure the completion of required employee documentation for all new staff. Ensure personnel records are complete, up to date and kept confidential.
•Prepare the weekly employee status reports for all CARE Kenya sub Offices and head Office for information or action by the managers on issues relating to staff movements and recruitments.
•Act as a focal point for departments with respect to planning and recruitment related matters;
R5: Management of Discipline
Tasks
•In liaison with the HR manager, assist in constituting Boards of Inquiry teams to look into reported cases of indiscipline and draw terms of reference for such teams.
•Assist in undertaking relevant research, interpretation and analysis of rules and regulations and precedent setting policy rulings, for preparation of background information required for drafting cases for review and action.
R2: Development and Implementation of HRIMS:
•Assist in the development and implementation of the Human Resource Information Management system for CARE. The system includes human resource planning, policy and procedure development, employee relations, performance management, training and capacity building.
R3: Liaison with External and Internal Providers.
•Liaise with appropriate staff and Service providers on issues related to personnel.
•Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional groups and organizations.
R4: Implementation of Human Resource Policies and Procedures.
•Assist the Human Resources Manager in the implementation of Human Resource Policies and Procedures, and advise or counsel employees on issues related to routine personnel administration activities to include employee attendance, discipline, leave, probationary period, insurance scheme, medical, overtime etc.
•Working closely with Sectors & departments, increasingly in a consultancy role, assist line managers to understand and implement CARE policies and procedures.
R6: Human Resources records management.
•Ensure all employees have appropriate documentation and identity cards, insurance cards and ID numbers which are provided to staff upon employ. Also, that appropriate cards are surrenders by those who sever relations with CARE.
•Maintain historical human resource records by designing a filing and retrieval system; keeping past and current records.
•Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, absenteeism rates gender and diversity among others
R7. Support to Managers
•Support Managers in the area of staff management functions; recruitment, orientation, performance management, training, conflict ,change management and succession planning.
R8. Payroll processing, Compensation and Pay Structure
•Advise/provide information to finance on recruitment, transfers, terminations, extensions, redundancies etc for payroll action in coordination with all Sub Offices
•Assist the HR Manager and participate in review of current remunerations and benefits structure, conduct salary surveys to ensure staff is well compensated and the organization is competitively placed in the job market.
•Assist in maintaining a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; reviewing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
R12: Staff Welfare
•Provide information on staff welfare; Deaths, Sickness, Weddings etc.
•Serve as a link between management and employees by handling questions, interpreting and Administering contracts and helping resolve work-related problems.
Authority:N/A
Contacts/Key Relationships (Internal & External):
Recruitment Candidates, Managers, Sector Heads.
Working Conditions:
Based in Nairobi with 10 % travel to Sub-Offices
Qualifications:
1. Education:
•Degree in Social Sciences or Management.
•Higher National Diploma in Human Resources Management is a must.
2. Experience:
•At least three years relevant work experience Preferably in an INGO
3. Competencies:
•Computer Literacy in Word-Processing and Spreadsheet. Knowledge of a Human Resource Information system will be an added advantage
•Able to complete assigned tasks with minimal supervision with attention to detail.
•Ability to develop and maintain work relationship with counterparts and staff of different national and cultural backgrounds.
•Initiative and ability to work independently.
•Ability to maintain confidentiality and use sound judgement while handling staff issues.
•Excellent knowledge of employment law including laws against sexual harassment.
Applications
If you feel you meet the requirements for this position, send your application letter indicating the reference number, title of the position along with an updated CV and telephone contacts of three professional referees to:
The Human Resources & Development Manager,
CARE International in Kenya,
Email: hrmanager@care.or.ke
so as to be received not later than 27th April, 2012.
Only short listed candidates will be contacted.
CARE is an equal opportunity employer and promotes gender equity. Canvassing will lead to automatic disqualification.
CARE International in Kenya does not charge a fee at any stage of the recruitment process.(Application, interview, meeting, processing, training or any other fees).
Job Title: Senior Human Resources Officer
Department/Project: Human Resources
Supervisor: Human Resources Manager
Location/Duty Station: Nairobi
Grade: F B and 3
Job Summary & Purpose:
Reporting to the Human Resources & Development Manager, the senior HR Officer will assist in the Recruitment, selection and orientation of new hires, implementation of HR policies and procedures, HR records management, support managers and staff with HR issues of concern, assist in the management of discipline, grievances and staff welfare including safety.
Tasks and responsibilities.
R1: Recruitment and Placement:
•Assist in the, recruitment, selection and induction processes of new staff: Plan and monitor the advertisement of vacant posts and ensure adherence to policies and procedures , interview scheduling and invitations, conduct interviews, prepare interview reports and offers, carry out reference checks, send regrets and do follow ups.
•Coordinate and process the appointment letters of new staff and Personnel Action Forms for current staff in all Sub Offices and head Office. Also, ensure the completion of required employee documentation for all new staff. Ensure personnel records are complete, up to date and kept confidential.
•Prepare the weekly employee status reports for all CARE Kenya sub Offices and head Office for information or action by the managers on issues relating to staff movements and recruitments.
•Act as a focal point for departments with respect to planning and recruitment related matters;
R5: Management of Discipline
Tasks
•In liaison with the HR manager, assist in constituting Boards of Inquiry teams to look into reported cases of indiscipline and draw terms of reference for such teams.
•Assist in undertaking relevant research, interpretation and analysis of rules and regulations and precedent setting policy rulings, for preparation of background information required for drafting cases for review and action.
R2: Development and Implementation of HRIMS:
•Assist in the development and implementation of the Human Resource Information Management system for CARE. The system includes human resource planning, policy and procedure development, employee relations, performance management, training and capacity building.
R3: Liaison with External and Internal Providers.
•Liaise with appropriate staff and Service providers on issues related to personnel.
•Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional groups and organizations.
R4: Implementation of Human Resource Policies and Procedures.
•Assist the Human Resources Manager in the implementation of Human Resource Policies and Procedures, and advise or counsel employees on issues related to routine personnel administration activities to include employee attendance, discipline, leave, probationary period, insurance scheme, medical, overtime etc.
•Working closely with Sectors & departments, increasingly in a consultancy role, assist line managers to understand and implement CARE policies and procedures.
R6: Human Resources records management.
•Ensure all employees have appropriate documentation and identity cards, insurance cards and ID numbers which are provided to staff upon employ. Also, that appropriate cards are surrenders by those who sever relations with CARE.
•Maintain historical human resource records by designing a filing and retrieval system; keeping past and current records.
•Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, absenteeism rates gender and diversity among others
R7. Support to Managers
•Support Managers in the area of staff management functions; recruitment, orientation, performance management, training, conflict ,change management and succession planning.
R8. Payroll processing, Compensation and Pay Structure
•Advise/provide information to finance on recruitment, transfers, terminations, extensions, redundancies etc for payroll action in coordination with all Sub Offices
•Assist the HR Manager and participate in review of current remunerations and benefits structure, conduct salary surveys to ensure staff is well compensated and the organization is competitively placed in the job market.
•Assist in maintaining a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; reviewing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
R12: Staff Welfare
•Provide information on staff welfare; Deaths, Sickness, Weddings etc.
•Serve as a link between management and employees by handling questions, interpreting and Administering contracts and helping resolve work-related problems.
Authority:N/A
Contacts/Key Relationships (Internal & External):
Recruitment Candidates, Managers, Sector Heads.
Working Conditions:
Based in Nairobi with 10 % travel to Sub-Offices
Qualifications:
1. Education:
•Degree in Social Sciences or Management.
•Higher National Diploma in Human Resources Management is a must.
2. Experience:
•At least three years relevant work experience Preferably in an INGO
3. Competencies:
•Computer Literacy in Word-Processing and Spreadsheet. Knowledge of a Human Resource Information system will be an added advantage
•Able to complete assigned tasks with minimal supervision with attention to detail.
•Ability to develop and maintain work relationship with counterparts and staff of different national and cultural backgrounds.
•Initiative and ability to work independently.
•Ability to maintain confidentiality and use sound judgement while handling staff issues.
•Excellent knowledge of employment law including laws against sexual harassment.
Applications
If you feel you meet the requirements for this position, send your application letter indicating the reference number, title of the position along with an updated CV and telephone contacts of three professional referees to:
The Human Resources & Development Manager,
CARE International in Kenya,
Email: hrmanager@care.or.ke
so as to be received not later than 27th April, 2012.
Only short listed candidates will be contacted.
CARE is an equal opportunity employer and promotes gender equity. Canvassing will lead to automatic disqualification.
CARE International in Kenya does not charge a fee at any stage of the recruitment process.(Application, interview, meeting, processing, training or any other fees).
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