Human Resource Officer East Africa Ministries (EAM)

The Human Resource Manager is a member of the Senior Management Team and contributes to the overall strategy and performance of the Organization through the effective and efficient management of Human Capital, and all related policies, structure, systems, procedures and processes. The position oversees key functions including human resource strategy, ensuring robust Recruitment & Selection, Compensation & Reward management, Employee Relations, Performance Management, Capacity Building and Training, Records Management, and Staff Welfare among others, for effective and efficient organizational performance and results within applicable laws and policies. In this role, the Human Resource Manager observes the highest level of professionalism and integrity in all undertakings, of self and of the team, while observing biblical principles and values of the Organization at all times.

ROLES AND RESPONSIBILITIES
Human Resource Strategic Development
Provide leadership in development, promotion and implementation of HR strategy and policy in alignment with 4africa vision, mission and core values.
• Develop and periodically review HR policies and procedures, in relation to relevant statutory provisions.
• Prepare annual operating plans and budgets to compliment HR initiatives, including organizational diagnosis surveys to inform interventions.
• Develop HR organization structures, work flow process, procedures and practices.
• Participate in funding initiatives including proposal development.

Recruitment and Selection
• In relation to the Organization’s structure, and in liaison with relevant stakeholders, carry out need assessments to inform planning and recruitment drives.
• Oversee the recruitment and selection process, including leading of interview processes and establishment of appropriate panels.
Institute appropriate HR framework through workforce reviews, development and planning processes, in line with the best practices.
• Process staff contractual documents and manage, and maintain an employee data base.

Compensation and Reward
• Design, implement and manage salary categorization, classification, and compensation.
• Periodically carry out reviews to ensure appropriate compensation across the Organization, and periodically informed by external market salary surveys, and other factors.
• Generate monthly staff payroll, ensure for its integrity, and disseminate pay slips.
• Attend to related concerns/complaints from staff, in liaison with the office of the Finance Manager.

Employment Relations
• Promote and condition discipline among staff in collaboration with different line Managers.
• Provide guidance to various stakeholders on corrective disciplinary measures, conflict resolution and grievance management.
• Ensure staff health, safety and welfare in relation with the various head of sections and other related stakeholders.
• Provide technical guidance to management and staff on various issues pertaining to employee-employer relations.
• Encourage compliance to labor laws, internal HR policies and procedures.

Performance Management
• Promote a performance culture across board, with the help of the Senior Management Team, and other stakeholders.
• Initiate, guidance, support and manage staff appraisal exercises including development and review of performance/Appraisal tools, job descriptions, process flows, and building the capacity of appraisers and appraisees.
• Work with Managers in a timely manner to implement recommendations on cases of persistent poor performance.
• Ensure effective and efficient feedback and learning points through evaluation of performance practices and results.

Capacity Building and Training
• Conduct training needs assessment and design recommend appropriate training/capacity building action.
• Prepare training plans and programs, oversee the organization of training sessions and workshops.
• Support professional development initiatives by Managers.
• Encourage talent identification and efforts of retention by line managers, promote learning and career development through Managers.
• Ensure coaching, mentorship and opportunity for staff growth and career efforts.

Documentation, Records and Reporting
• Ensure safe custody and confidentiality of all related HR documents.
• Categories and align all documents for every filing, order, retrievable and referenced.
• Build and update staff files, and other related documents, and ensure adequate record keeping.
• Prepare and submit weekly, monthly, quarterly and annual reports.

EXPECTED OUTCOMES
• Overall strategy and performance of the Organization through the effective and efficient management of Human Capital in alignment of efforts with the vision, mission and core values.
• Develop and manage a robust system of needs identification, staff recruitment and selection to ensure bridging of labour gaps with the right person, in the right seat, and at the right time.
• A compensation and reward system that is objective and competitive enough to attract and retain labour.
• A labour force that is empowered and harmoniously co-exists with its employer to achieve the aims and objectives of the Organization.
• A robust system of performance that encourages and supports each individual employee perform to their fullest, in a culture that spurs the organization’s performance from one level to another.
• A staff lot that is empowered to perform to their best through continuous capacity building initiatives.
• An HR department whose information capital is generically built, kept updated, maintained and kept safe in a conducive and confidential manner.

SKILLS AND ABILITIES
• Demonstrated ability to critically think strategically, prioritize and meet deadline, in a complex and challenging environment.
• Excellent interpersonal, people management and diplomacy skills.
• Should be flexible/proactive, and willing to travel.
• Excellent communication skills (verbal, written, understanding).
• Report writing skills.
• Analytical skills.
• Negotiation skills.
• Training/facilitation skills.
• Adoptability.
• Undisputed integrity.
• Very good levels of computer competence.
• Driving/riding skills.

REQUIRED ACADEMIC QUALIFICATIONS AND EXPERIENCE
• At least 5 years of relevant working experience in a non-profit organization, preferably with a Christian Faith-Based Organization.
• Should a mature practicing Christian, age of 35-45years.
• University degree in any of the following; Social Sciences, Development Studies, Community Psychology, Human Resource Management, or in any other relevant course.
• PGD in Human Resource Management, Monitoring and Evaluation, or Project Planning and Management.
• At least a Certificate qualification in Officers Administrative law, or its equivalent.