To Be Successful You'll Need

Knowledge, Qualifications and Experience

• A bachelor’s degree in education, training, social sciences or human development.
• Minimum of 2 years experience in coaching
• At Least 1 year of experience delivering Training of Trainers (ToTs).
• Experience training adult learners and/or applying the principles of adult education.
• Experience working directly with instructors.
• Tech-Savvy

Skills And Abilities

• Culture Fit: Embrace Generation’s culture and mission and is aligned to the expectations of the Instructional Coach role.
• Effective Communication: Adapt communication to effectively support trainer development and engage diverse stakeholders (e.g., trainers, operations staff, etc.).
• Evidence-based Problem Solving: Analyze and evaluate relevant data to determine trainer strengths, areas of development, and progress over time.
• Interpersonal Skills: Foster collaboration and good working relationships with stakeholders (e.g., trainers, operations staff) to achieve goals.
• Commitment to Feedback and Growth: Be self-reflective, openly receive feedback on his / her performance and should be able to apply feedback and pursue additional learning to improve his / her performance.

Other Requirements

• Position is located in Kenya and the holder speaks and writes fluent English.
• Ability to travel frequently within Kenya, and potential occasional travel in the counties.

What you'll do:

Instructor Selection & Onboarding

• Conduct instructional task debriefs and fit interviews for potential candidates to finalize their selection as Generation instructors (including lead teachers and teaching assistants).
• Customize standardized templates, onboarding agendas, and facilitate online and/or in-person onboarding for Generation instructors by engaging them in an adult-appropriate, participatory way that ensures they are well prepared and supported to teach their cohorts.
• Collect and evaluate data before, during, and after onboarding and training to identify lessons learned and any additional support needs for instructors.

Instructor Professional Development & Classroom Delivery

• Support instructors in creating and achieving their professional development plans, including SMART short- and long-term goals, by regularly reflecting on learner and instructor outcomes and cohort performance.
• Conduct regular session observations (onsite and/or online) using relevant observation tools.
• Facilitate regular data driven and evidence based coaching conversations with instructors to support their growth.
• Support new instructors by providing higher touch support in beginning weeks and by co-facilitating sessions where necessary.
• Provide ongoing and differentiated professional development to instructors by facilitating regular skills-based workshops, refresher trainings, and personalized coaching.
• Build meaningful relationships with instructors and facilitate communities of practice and regular reflection spaces for instructors to promote continuous learning.

You Will

• Sit at the heart of Generation Kenya, reporting to the Chief Executive Officer (CEO).
• Help us evolve by reviewing, revising, standardizing, and streamlining human resource processes and supporting a largely young and vibrant team.
• Lead us through a range of projects, policies and activities including but not limited to:
• Workforce planning and recruitment as we grow and launch in new counties.
• Streamlining onboarding and exits.
• Performance management, learning and development.
• Compensation and benefits.
• Compliance to Kenyan labour / employment laws.
• Employee relations, which includes strengthening existing ‘employee voice’ platforms and anything else that you feel can help our people and culture to remain the best at what we do as we scale.

To Be Successful You'll Need

Essential qualifications / Experience

• CHRP (K) Certification.
• 7+ years’ experience of working within a generalist HR function at mid-senior level with a demonstrable track record of excellence.
• In depth experience developing and / or improving core HR processes (e.g., performance reviews, personal development, employee engagement, talent management, succession planning, recruitment, total reward)
• Substantial experience of building, leading, and developing staff with different backgrounds and expertise.
• Sound understanding of Human Resources Labour statutory compliance.
• Proficient with payroll management, human resource information system (HRIS), and similar computer applications.
• Proficient with Microsoft Office Suite.

You Are

• Tenacious and good humored.
• Honest and direct.
• Warm, empathetic, and keen on building trust-based relationships with diverse stakeholders in a range of geographic, cultural and industry contexts.
• Able to challenge the status quo.
• Always learning.
• Aiming for the stars, with your feet on the ground.
• Resolutely data-driven in approach to solving problems, influencing, and informing decisions, and will put in the legwork to get best solutions to human resource challenges.
• Able to thrive in a high-energy, fast-paced environment and will continually push yourself and others to raise the bar.
• A person of high integrity and aligned with Generation’s vision, mission, and values.

You Have

• A talent for finding talent.
• A bias to action.
• An ability to turn complex problems into simple solutions.
• A deep understanding and demonstrable passion for the ‘why’ of the work we do.
• The ability to get on with, and get the best out of, your colleagues.

To Be Successful You'll Need

Knowledge, Qualifications and Experience

• A bachelor’s degree in education, training, social sciences or human development.
• Minimum of three (3) years’ experience delivering Training of Trainers (ToTs) sessions.
• At least 2 years of experience in curriculum design
• Experience conducting training Needs Assessments.
• Experience training adult learners and/or applying the principles of adult education.
• Proficiency in Microsoft Suite

Skills And Abilities

• Culture Fit: Embrace Generation’s culture and mission and is aligned to the expectations of the Master Trainer role.
• Effective Communication: Adapt communication to effectively deliver training and engage diverse stakeholders (e.g., learners, trainers, ICs, operations staff, etc.).
• Evidence-based Problem Solving: Analyze and evaluate relevant data to determine training needs and training outcomes.
• Interpersonal Skills: Foster collaboration and good working relationships with stakeholders (e.g.,ICs, trainers, operations staff) to achieve goals.
• Commitment to Feedback and Growth: Be self-reflective, openly receive feedback on his / her performance and should be able to apply feedback and pursue additional learning to improve his / her performance.

Other Requirements

• Position is located in Kenya and the holder speaks and writes fluent English.
• Ability to travel frequently within Kenya, and potential occasional travel in the counties.

What you'll do:

Recruitment & Onboarding

• Participate in the recruitment process for Risk & Compliance officers.
• Design & customize onboarding agendas & session plans & facilitate training with incoming Risk & Compliance officers.
• Follow up and support incoming Risk & Compliance officers to see that they adapt to the C&I processes & tasks.

Instructor Recruitment & Onboarding

• Participate in the instructor selection process.
• Design the online and in-person instructor onboarding process.
• Deliver the online and in-person Instructor onboarding in preparation to successfully implement Generation’s programs.

Training DeliveryInternal

• Conduct training needs assessments for instructors by sending out surveys and analysing instructor performance data.
• Develop and customize training materials for use in quarterly refresher training.
• Conduct quarterly refresher training for instructors.

External

• Participate in the training needs assessment for external clients by way of surveys and interviews with relevant stakeholders.
• Develop and/or customize training materials per clients’ needs and collaborate with the client’s point person to firm up the training content.
• Conduct external training per the client’s needs.

Program Learning & Improvement

• Proactively identify & document training/curriculum challenges and flag them with the TQM for revision.
• Evaluate the success of training implementation by assessing the achievement of learning objectives to continuously improve training solutions and identify future learning needs.
• Monitor struggling instructors and have sessions with instructional coaches to identify how best to support them.

Capacity Building

• Support the Finance & Risk Manager to determine how to expand and scale the use of Risk & Compliance to ensure program quality.
• Facilitate Instructional Coach training in consultation with the Senior Manager- Curriculum & Instruction.
• Provide feedback to Instructional Coach on instructor training & development journey.

Data & Reporting

• Ensure timely updating of all Compliance tools.
• Develop work plans that outline major action items for the month.
• Analyze and report on instructors’ performance data to determine areas of strength and growth.
• Evaluate the success of training implementation by assessing the achievement of learning objectives and transfer of knowledge to continuously improve training solutions and identify future learning needs.

Stakeholder Communication And Data Management

• Manage a portfolio of cohorts, liaising with instructors, instructional coach, RCo’s, mentors, learners, Programme managers, regional leads, guest speakers, and other team members, to ensure we meet our targets for course completion, learning outcomes and job readiness.
• Ensure the learner management system (LMS) is up to date and that regular learners feedback surveys are conducted along with ensuring other data points are inputted in a timely fashion utilizing various tools
• Use data gathered from our LMS or via surveys for our learners and instructors to identify areas of strength, growth and potential opportunities.
• Review each cohort’s data regularly and use this to shape intervention and support plans for learners in each cohort.
• Proactively establish communication channels with all stakeholders including the national and global curriculum team’s and our training service partners, to keep them up-to-date with areas of strength and potential for growth and ensure a strong learner support ecosystem
• Oversee the day-to-day delivery of programs, serve as the point of escalation for learner issues on-programme (e.g., attendance, punctuality, engagement, assessment/learning outcomes, professionalism), and work with instructors and mentors to problem-solve learner issues, escalating them as needed