Deadline of this Job: 31 December 2022
JOB DETAILS:Duties and Responsibilities
• Responsible for compiling, structuring, and analyzing Human Resources data to make conclusions that helps in decision making
• Compile and present HR data and metrics from the Human Resource Information system (HRIS) and payroll outputs
• Conduct workload analysis
• Develop assessments for potential and current employees and update employment records
• Support recruiting processes with data and statistics for trends and patterns
• Present results of employee performance evaluations
• Gather and disburse government labor statistics, new employment regulations, and labor laws
• Prepare reports of data results and present findings to senior leadership
• Recognize and suggest short-term and long-term goals, milestones, and benchmarks for key performance metrics
• Contribute to system decision-making, scoping, and arranging HR system projects in support of the overall HR strategy of the Board
Requirements for Appointment
• Bachelor’s degree in Human Resources Management, Business Administration, Industrial Psychology, or related field
• Demonstrated knowledge in Quantitative skills and techniques
• Conversant with Human Resource Analytics software and tools
• At least 3 years of experience in human resources analytics
• Strong analytical and problem-solving skills
• Proficient with Microsoft Office Suite
• Capacity to apply discretion and maintain a high level of confidentiality when handling sensitive information
Deadline of this Job: 06 January 2023
JOB DETAILS:Tasks & Responsibilities
Objective 1 - Hiring and Contract Management
• Manage the listings and posting of Job profiles for new hires on the SH platforms
• Maintaining a clean careers email
• Supervise the downloading, sorting, and screening of job applications by title/ folders and maintaining a clean careers email.
• Support the recruitment process by interviewing candidates up to Project Lead levels, performing reference checks, and drafting HR analysis to inform decision making.
• Generate employment contracts and provide follow-up activities as may be required.
• Coordinate onboarding and offboarding processes
• Support the visa and work permit processes where applicable
• Update and maintain physical and digital records of employees.
Objective 2 - People Management
• Support training of staff and coordinate the organization of weekly training sessions.
• Attend to internal and external HR-related inquiries or requests
• Update staffing changes.
• Prepare SHEA monthly payroll
• Ensure timely and accurate filing of statutory returns
• Coordinate health insurance onboarding and offboarding for all staff.
• Assist with performance management procedures.
• Perform termination processes and assist with exit interviews.
Objective 3 - Software Management
• Onboard and off-Board staff into the company’s HR Information Systems (Hi Bob, Monday.com and WinguBox)
• Update and ensure the accuracy of the information in the HR software in use
• Generate and share HR Analytics reports to inform decision-making
• Provide follow-up on assigned tasks and ensure compliance
• Schedule and maintain agendas for HR meetings, interviews, and activities.
• Organise regular training and continuous user support to staff on demand
• Support in updating staff profiles on the website
Vacancy Requirements
• A minimum of 3 years relevant work experience in administration, human resources or operations management
• A Bachelor's degree in HR Management or a relevant field
• Diploma/Higher Diploma in HR Management
• Experience with Microsoft Office and Google Suite
• Experience with HRIS softwares
• Excellent spoken and written skills in English
• Strong coordination and communication skills
• Keen attention to detail
• Ability to be patient and to work well within a global team
• Ability to cope well under pressure, occasionally work irregular hours and meet tight deadlines in a fast pace organisation
• Demonstrated interest in humanitarian and development work
• Existing work authorisation in Kenya is required.
Desirable
• Masters degree in relevant field
• Spoken and written skills in French
• Knowledge of institutional frameworks and policies
Deadline of this Job: 02 January 2023
JOB DETAILS:Key Responsibilities:
Provide timely talent acquisition and employee contract management for WVK to promote child wellbeing outcomes.
Major Activities
40% Recruitment & Selection
• Provide staffing services to the National Office ensuring that World Vision recruits the right people in the right place at the right time.
• Ensure achievement of World Vision’s diverse staffing needs by providing proactive sourcing; accountable, transparent, and focused recruitment processes; and expert support to hiring managers
• Provide technical guidance to the hiring managers in the development of job descriptions and ensure that proposed jobs are subjected to hay evaluation and are aligned to the approved WVK structures.
• Coordinate and guide the selection process including short listing and interviewing candidates
• Conduct candidates screening in accordance to the WVK Polices
• negotiate pay package for successful candidates and extend employment offers to successful candidates
• Provide timely updates to the Hiring managers and P & C teams to ensure smooth staff orientation and induction.
• Ensure timely management of recruitment related conflicts and disputes
• Provide timely reports i.e. recruitment plans, interview reports and recruitment status reports.
• Timely recruitment and placement of staff
• High retention rate of newly recruited staff
• Excellent candidates experience during recruitment
• Credible reports generated for decisions making
30% Employee Contract Management
• Administer employment contracts, ensuring that appointments, contract renewals, contract extensions and separations are effected timely as per policy.
• Coordinate changes in employee movement including acting appointments, promotions transfers, deployments, special appointments, to ensure timely appointments and advise payroll accordingly.
• Track respective Grants Cycle and ensure timely staff contracts renewals and extensions and non-renewals are effected.
• Ensure compliance of Contract management process with employment legislation to avoid litigation.
• Process staff separations owing to resignations, terminations, retirements, end of contracts, death among others to ensure timely update of such changes on staff records, People & Culture Information System and payroll processes and work with hiring managers to ensure timely replacements of such separated staff who need to be replaced.
• Ensure completeness and correctness of staff data on People & Culture Information Systems and conduct periodic reviews to ensure that errors are maintained at 0%
• Provide accurate and timely contracts management status reports.
• Timely employee contract management
• Timely update of employee changes son HRIS
• Timely processing of Employee changes
• Zero error rates on the HRIS
20% Work Force planning & Grants Acquisition
• Collaborate with Directors to ensure timely development and implementation of Work Force Plans (WFP)
• Provide recruitment expertise during the Proposal development/ grant acquisition process to ensure that proposed grants have the right structures, staffing levels and Job Descriptions that meet the required standards.
• Identify and analyze staffing needs from the WFP and the Grants Acquisition process and collaborate with line managers for strategic prepositioning of staffing capacity.
• Develop and ensure updated pool of qualified candidates Contextualization and implementation of Diversity plan.
• Workforce plans in place
• WVK positioned for more funding
• Alignment of Grants positions with the WVK Structure
• Recruitment of grant staff before grant start date
• Credible pool of candidates for future consideration developed and maintained.
5% Collaboration & Networks
• Actively participate in roll out of P & C initiatives
• Participate in committees and taskforces, as assigned
• Participation in Inter agency workgroups and other Networks
• Strengthened collaborations for greater impact
5% Others
• Participate in Trans teams and support other initiatives by partners in the spirit of integration
• Any other duties as might be assigned from time to time
• Spiritual Growth
• Gain experience in other fields.
KNOWLEDGE, SKILLS AND ABILITIES
• List education, knowledge & skills, licenses preferred, and all experiences required to perform this position in a fully competent manner.
• Minimum education, training and experience requirements to qualify for the position:
• Must have a university degree in Human Resource Management or related field A professional diploma in Human Resources Management is required if the first degree is not in HRM A minimum of four years’ experience in human resources Experienced in recruiting, interviewing and conducting job evaluations.
• Have knowledge of HR Information system Proficiency in computer applications.
• Experienced in cross-cultural environment. Must be conversant with the local and international labor legislations Experience working in the INGO in a similar role
Deadline of this Job: 31 December 2022
JOB DETAILS:• The Talent Management Deputy Director – Onboarding will have responsibility for setting the direction and philosophy for the way IRC manages new joiner onboarding and accountability to established standards for our global staff. Similarly, designing, developing, launching and scaling a thoughtful and strategic off-boarding process for departing employees will fall within the remit of this role. The incumbent will identify design, implement, evaluate, and maintain organization-wide processes, programs and resources that support the successful onboarding/off-boarding of IRC’s dispersed and global workforce. The role will scale and strengthen existing offerings and innovate additional ways to help new joiners around the world successfully onboard. This role applies a deep expertise in both research-supported models and practical, hands-on experience with leading practices to shape and customize what onboarding is at the IRC and how we implement it in contextually appropriate ways. Engagement and behavioral change are important aspects of success in this role. Impact of onboarding efforts are aimed at driving up the employee experience of inclusion, driving down the early employee-initiated turnover and supporting new joiners’ success in their roles. This role offers an opportunity to shape the future direction of onboarding using innovative, user-centered design.
Major Responsibilities:
• Provide subject matter expertise for strategic direction of program.
• Responsible for all design aspects of the organization-wide onboarding/off-boarding program in addition to design of standard methodology guides, tools, and templates for onboarding/off-boarding at the Regional/Function/Location/Team/Role levels.
• Maintain, improve, and scale existing program elements
• Innovate new program elements
• Design and implement strategies to expand the onboarding program’s scale and reach across cultural, technical, language and literacy barriers
• Collaborate with HR Partners and Regional roles to adapt onboarding/off-boarding tools and processes to fit language and contextual needs
• Partner with Recruitment, HR/Ops and Learning Innovation to enhance technology-enabling solutions such as those available in Cornerstone (ATS), WorkDay (HRIS) and KAYA (LMS)
• Identify, develop, and collaborate with the roles who own onboarding/off-boarding locally
• Find opportunities to enhance the manager and employee relationship, emphasizing each role’s accountabilities in this process
• Incorporate tracking and accountability measures into the Onboarding Process for GEDI (Gender Equality, Diversity, & Inclusion), policy compliance and other learning goals to measure & report on knowledge transfer, process consistency, etc.
• Build and deliver training on onboarding/off-boarding-related topics
• Collaborate with translation focal points to ensure materials are multilingual.
• Embed IRC values and leadership standards into onboarding processes, and incorporate onboarding principles, concepts, and expectations into broader learning programs such as performance management and manager training.
• Continuously measure success and seek options to strengthen onboarding resources, tools, and training
• Regularly collect data and feedback to evaluate the process for increased impact
• Collaborate with L&D colleagues to integrate onboarding principles, terminology, and tools into other L&D offerings
Key Working Relationships:
• Position Reports to: Employee Experience Director
• Position directly supervises: May include formal supervision or informal oversight of various support roles
Requirements:
• Bachelor’s degree or equivalent
• At least 6+ years of proven experience building and delivering global onboarding processes
• Proven success implementing learning and development programs for a diverse and dispersed workforce
• Proven expertise with facilitating L&D programs in a virtual and in-person setting
• Familiarity with technology platforms and tools that enable successful onboarding
• Ability to work with external suppliers to ensure strong working relationships
• Proficiency in English required. Proficiency in French, Spanish or Arabic a plus