Human resource Jobs at Save the Children And other Companies

Minimum qualifications:
• Experience in executive recruiting in the technology sector
• Experience advising executive-level clients on talent and hiring, and in managing the executive search process
• Experience in building candidate and client relationships in a global business environment

Preferred qualifications:
• Experience solving complex problems, designing creative strategies, and delivering significant impact as a manager or individual contributor that influences like a leader
• Knowledge of executive search best practices and expertise in executive talent acquisition
• Familiarity with the local talent organizations
• Ability to mentor teams and maximize individual and team performance while maintaining a positive working environment
• Ability to take accountability with integrity
• Motivation to inspire, attract, develop, and mentor others

About The Job
The Executive Recruiting team at Google is an exciting and focused group responsible for hiring at the leadership level across all of Google in Europe, the Middle East, and Africa. We are trusted talent advisors to the leadership at Google, relied on for advice about the external talent market.
We work as partners and advisors to Google’s technical leaders and HR People Partners to define the skills, competencies, and experiences needed to enable Google’s success. By leveraging knowledge of our clients’ hiring needs and search requirements, you will be responsible for bringing the best people to opportunities.
As an Executive Recruiter, you will develop search strategies and lead engagements to position Google for success today and well into the future. You have the drive, motivation, and passion to challenge the talent landscape and deliver incredible customer and candidate experiences. You will have the curiosity, problem solving capability, and drive to build leadership at Google.
Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field. You’ll play an essential role advancing a more diverse, accessible, equitable, and inclusive Google through our hiring, promotion, retention, and inclusion practices.

Responsibilities
• Provide outstanding guidance to clients as they define their executive technical talent organization leaders to best match the needs of Google and the talent in the market.
• Engage our research team, online channels, and other search resources to identify, engage, evaluate, and recruit executive level candidates.
• Guide businesses throughout the search process, providing consistent communication and incredible client service.
• Develop an understanding of each candidate’s leadership style, professional history, and specific fit to the role.
• Be a domain talent expert, providing strategic insights based on your knowledge of the relevant talent pool that will help clients and people partners make informed organizational decisions.
Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also Google's EEO Policy and EEO is the Law. If you have a disability or special need that requires accommodation, please let us know by completing our Accommodations for Applicants form .

Social edtech startup: educating the poorest 600 million children
At EIDU, we want to bring quality education to the world’s poorest 600 million children by giving them the world’s best digital learning content at their fingertips. Most of them are not achieving minimum proficiency levels in reading and math today. We have created a learning app platform for young children that works in the lowest-income areas where it’s especially hard to get the high-quality education that all children deserve. Our solution enables children to learn by themselves, at their own pace and enables teachers to access daily lesson plans to guide their teaching. All of this at a fraction of the cost of other alternatives.
We have established EIDU in public pre-primary schools in 4 counties in Kenya (Mombasa, Kiambu, Murang’a, and Embu), with over 80,000 learners regularly using our app and developed a training process that leads to over 90% of new teachers actively using the app every day after only one training session. And our plans do not stop here.
For more information, visit our website eidu.com or see our introductory video.
As EIDU is looking at scaling up and growing its workforce, we are looking to hire a Talent Acquisition Manager to lead in the recruitment of new staff for the organization. The TA Manager will be responsible for not only finding and recruiting high-caliber candidates but also for representing EIDU to potential candidates as the employer of choice and also providing support in talent retention.

What will you be doing
• Work with hiring managers to create engaging and accurate job descriptions and define the skills needed for new roles
• Implement creative sourcing and marketing strategies to reach prospective applicants, including passive candidates
• Design and lead structured, culturally-aligned hiring processes that result in good decisions for EIDU and good experiences for both hiring managers and candidates
• Undertaking due diligence of experts and conducting expert reference checks;
• Learn about the compensation market for senior roles in order to set salaries according to EIDU’s market-based philosophy
• Make and close employment offers

Who we are looking for
Required
• 5-7 years of experience seeking talent recruitment and assisting with onboarding processes
• Experience in the continual development of talent pipelines and sourcing potential candidates
• Experience in working with recruiting tools and systems, ATS, Internet sourcing tools and resume database.
• Previous experience developing and executing recruiting marketing and branding strategies
• Experience working with a diverse team and striving for fairness in hiring all races, genders, and ages
• Interpersonal skills and ability to communicate professionally
• Ability to speak knowledgeably about the company and answer any questions a potential hire may have
• Firm understanding and implementation of recruiting metrics to drive decision-making is strongly preferred
• Passionate about building a great employer brand and candidate experience.
• Excellent verbal and written English.

What we offer
• Being part of a social mission-driven yet business-minded start-up, founded by highly successful serial tech entrepreneurs
• Working in an entrepreneurial, fun, and result-oriented environment with highly talented people who care
• Contributing directly to solving a pressing global inequality problem by improving what we do and how we do it on a daily basis
• Growing your responsibilities as we grow our scale
• Competitive compensation package

The role
• The SSC HR Officer will act as the key HRIS system administrator, ensuring that data in the system and staff files are accurate and up-to-date. S/he will also be responsible for employee benefits administration, payroll and out of payroll staff payments as well as other administrative support to deliver the related transactional HR Services for SSC.

Accountabilities and main work activities
Insurance & Medical Benefits 30%
• Process timely enrolment and deletion of client staff onto relevant benefits including medical, GLA/ GPA/WIBA/Provident Fund.
• Provide regular support to ensure client staff access to benefits and maintain up to date records on usage.
• Regular follow-up on medical claims/ reimbursement to client staff.
• Capacity build and provide regular updates to client staff on use and administration of various insurance benefits.
• Coordinate timely monthly replenishments of the outpatient fund and monitor usage and submit a monthly medical deductions statement.
• Regular engagement with the insurance brokers and administrators to ensure the service provided is of high quality.
• Review of the performance of insurance schemes and share periodical reports with the client.
• Timely renewal of the employee benefit insurance and administrative schemes.
• On the provident fund, work closely with the scheme provider and the Board of Trustees to ensure client staff get the maximum benefits.
• Work with the Board of trustees to educate client staff on provident benefits and encourage high contribution to maximize on benefits.
• Monitor staff membership to ensure eligible client staff join the provident fund immediately on hire.
• Support separating staff to access their provident benefit upon request.
• Support in reaching out to formerly separated staff who have retired to access their provident retirement benefits.
• Facilitate payment of claim to beneficiary(ies) in the event of death.
• Regularly generate reports on staff records and benefits as required.

Employee Records and HRIS Management 20%
• Ensure all new client staff fill the staff details form.
• Open personal file for new client staff.
• Addition of new client staff to HRIS and registration to SuccessFactors.
• Regular documentation of client staff records through the life cycle of the staff in the organization and filing of the same for ease of retrieval.
• Maintenance of up to date records on a continuous basis.
• Identify HR records for archiving based on client staff changes and ensure a well-maintained HR archive.
• Update all staff leave records in the HRIS.
• Launch of performance management documents and support staff and managers on related HRIS processes.
• Support the role out of new modules & changes in HRIS.
• Generate and back up monthly reports of staff records from the HRIS.
• Regularly provide information and reports from HRIS as required at GH level and by other relevant parties.
• Act as a member of health and safety committee for SSC and facilitate implementation of health and wellness strategies.

Payroll Administration and managing staff exits 20%
• Timely provision of documents to support payroll processing including contracts, staff movements and separation letters.
• Ensure that new hires submit payroll related documents on time and coordinate with SSC Finance.
• Make staff changes on a monthly basis in preparation of the payroll and submission to SSC - Finance by 10th of every month.
• Ensure all staff are enrolled and have accounts on the Perpay system and all their statutory numbers and details are uploaded for payroll purposes.
• Regularly liaise with the service providers (Netcom) in case of any challenge while running payroll or while doing transitions.
• Facilitate staff clearance and process their final dues.

Recruitment 15%
• Receive fully authorised request to recruit forms for Temporary Staff and facilitate the request.
• Assist in raising PR for vacancy announcements to Daily Newspapers, upload vacancies to websites and share them widely.
• Supervise written tests in consultation with the SSC HR Coordinator Recruitment.
• Compile documents in respect of the selected candidates from the panelist and ensure
• Complete acknowledgement (appended signatures) of interview notes.
• Support in preparing Recruitment packs in preparation of interview sessions
• Support in undertaking reference checks for successful candidates in line with Plan international reference policy.
• Support the SSC HR Coordinator, to conduct send out employee information pack to successful candidates.
• Send out the Pre- employment checklist to successful candidates ensuring they provide relevant documentation prior to reporting date.
• From time to time facilitate interview sessions by being the SSCHR representative in the panel.

Onboarding & Orientation 5 %
• Sign up of Plan International policy documents for all new client staff.
• Organize new client staff orientation and on boarding.
• Facilitate processing staff identity cards for new staff.
• Create staff files for new client staff with all relevant documentation upon on-boarding.
• Orientating of new staff and continuous customer service support on the HRIS.
• Ensure staff are aware of relevant policies and procedures and implications of not adhering to them.

Contract Management 5%
• Provide prior notice to client on confirmation of contract renewal or non-renewal.
• Ensure that client staff who have completed their probation are provided with confirmation letters or discontinuation according to client instructions.

Safeguarding Children and Young People (Safeguarding) and Gender Equality and Inclusion (GEI) (5%)
• Understand and put into practice the responsibilities under Safeguarding and GEI policies and Plan International’s Code of Conduct (CoC), ensuring that concerns are reported and managed in accordance with the appropriate procedures.
• Ensure that Programme implementation staff at the country office and in the field are properly inducted on and understands their role in upholding Plan International’s safeguarding and GEI policies.
• Ensure that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded in project design, during implementation and as principles applied in day-to-day work of Programme team.
• Ensure that Plan Kenya contributes to Plan International’s global efforts to ensure safeguarding and GEI, including making sure that relevant reporting and data are submitted.

Leadership competencies
• Courageous in taking a lead, focussed on Plan International's purpose and making the most effective contribution within their own work context.
• Behaves in line with Plan International values and safeguarding practices, inside and outside work.
• Challenges own attitudes, unconscious bias and behaviour and speaks up when they see wrong doing, especially by those who use their power over others to create fear or abuse.
• Understand and adhere to the policies, processes, practices and standards relevant to own work and keeps their knowledge and skills up to date.
• Honest and efficient in use of resources, including own time.
• Takes responsibility for own performance and development: reflecting; seeking and listening to feedback; learning from mistakes; finding people or resources to help them learn.
• Constructive and optimistic in facing setbacks, challenges and change, using own initiative to analyse issues and improve things.
• Good team player, communicating effectively and being open and supportive towards those around them.

Business management competencies
• Knows the resources required for their role. Manages their own workload, avoiding under or overcommitting to delivery activities.
• Works according to principles of data protection.
• Understands how information is used for reporting and decisions making.
• Understands their responsibilities, level of decision making and how their role contributes to the wider team.
• Works in accordance to the policies and procedures relevant to their role and responsibilities.
• Applies the Code of Conduct principles to their work activities.
• Understands their responsibility to manage legal and reputational risk relevant to their role.
• Gender, equality and inclusion: Understands and can identify the causes of gender discrimination, exclusion and inequality.

Technical expertise, skills and knowledge
Qualifications/ experience essential:
• A Bachelor’s degree in HR or related field with a Higher Diploma in HR Management.
• Membership with IHRM.
• At least 2 years of relevant experience in the HR field.
• Conversant with HR online systems.
• Strong communication skills, both verbally and in writing.
• Ability to negotiate, all levels of the Regional office and outside of line management relationships.
• Strong communication skills, both verbally and in writing.
• Excellent interpersonal skills with the ability to build strong relationships and networks quickly at every level within the Regional office.
• Listening, coaching and counselling skills.
• Ability to support and manage change effectively.

Languages required
Excellent written and verbal communication skills in English.
Behaviors:
• Role model our values and behaviors both internally and externally.
• Engages sensitively with community members on issues of gender equality and inclusion, demonstrating an understanding of the local culture and context.
• Promotes equality, including gender equality, inclusion and girls’ empowerment in Plan’s work and in its work with partners
• Apply participatory influencing methodologies both internally and externally
• The ability to build collaborative working relationships
• Ability to influence
• Uses creativity to challenge the norm and promote innovation and thinks and acts for the wider organization – linking partnership opportunities with the context of the wider organizational strategy
• Communicates effectively at a high level and with a range of appropriate styles for different audiences
• Builds capability through knowledge sharing, networking, mentoring, coaching and advocates the importance of knowledge management

Plan international’s values in practice
• We are open and accountable
• We create a climate of trust inside and outside the organisation by being open, honest and transparent. We hold ourselves and others to account for the decisions we make and for our impact on others, while doing what we say we will do.
• We strive for lasting impact
• We strive to achieve significant and lasting impact on the lives of children and young people, and to secure equality for girls. We challenge ourselves to be bold, courageous, responsive, focused and innovative.
• We work well together
• We succeed by working effectively with others, inside and outside the organisation, including our sponsors and donors. We actively support our colleagues, helping them to achieve their goals. We come together to create and implement solutions in our teams, across Plan International, with children, girls, young people, communities and our partners.
• We are inclusive and empowering
• We respect all people, appreciate differences and challenge inequality in our programmes and our workplace. We support children, girls and young people to increase their confidence and to change their own lives. We empower our staff to give their best and develop their potential.

Responsibilities
• Assist in managing physical and electronic filing of the Human Resources Department by ensuring that all files are compliant, up-to-date, and complete. Share the employee filing system with the other offices.
• Assist in coordinating recruitments, , posting advertisements, responding to applications, Long-listing candidates, scheduling interviews, (as applicable) selection process, and ensuring that all interview reports are received and filed.
• Keep track of Africa and Europe recruitments and share the recruitment log with the HR Team on a weekly basis.
• Assist in drafting employment offer letters and contracts, including new contracts, amendments, and renewals. Facilitate all signatures and electronically files for fully executed documents.
• Send out a monthly summary of new and renewed contracts to HR Officer and HR Manager.
• Perform reference and background checks on selected candidates
• Assist in the development of employee materials for on boarding and off boarding. Assist in coordinating new staff meeting schedule with relevant key staff, directors, and (as applicable).
• Track probation reviews for new hires and send final review reminders to manager one month before the end of the probation period
• Update the HRIS and other systems as requested.
• Ensure all statutory payments (NSSF, NHIF and HELB etc) are submitted by or before deadlines
• Provide administrative support to the People and Culture department on a daily basis.
• Respond to employee queries in a timely manner.
• Other relevant projects and duties as assigned.

Qualifications
• At least 2 years progressive experience in Human Resources.
• Experience working with HRIS systems. Familiarity with UKGPro (formerly Ultipro) is an added advantage.
• Proven experience in an international context
• Proactivity is a key requirement for this position
• Excellent organizational skills: able to multitask in a fast paced environment.
• Ability to provide good customer service with patience and a sense of urgency.
• Professional, diplomatic and thoughtful communication skills.
• Strong Computer Skills: Microsoft Office Suite, familiarity with HRIS systems or able to learn
• French fluency will be an added advantage
• Ability to manage sensitive and confidential matters with the highest level of professional.
• Good writing skills
• Strong organizational skills and attention to detail
• Strong level of competence with Excel
• High aptitude