Human Capital Manager, Kenya – Jospong Group

Job Description

Strategy & Policy Development

• Develop Human Resource strategy/business plan as input into the overall corporate strategy and monitor its implementation to ensure compliance. 
• Develop Human Resource policies, standards operating procedures (SOPs), work plan, support systems and other monitoring mechanisms in managing the Human Resource & Administration Unit to achieve targeted objectives.
• Responsible for the implementation and maintenance of the Company’s HR policies and procedures to promote consistency with regard to terms and conditions of service, resourcing, learning & development in accordance with business strategy.

HR Planning/Policy & Systems

• Responsible for monitoring Human Resource requirements and skills mix of the respective Divisions/Units and make recommendations for implementation. 
• Lead and direct the implementation of recruitment, selection and placement of the right employees for the Company.
• Advice Divisions/Units on employment/labour issues in line with approved HR policies /procedures and labour regulations.
• Responsible for the implementation and maintenance of a comprehensive and accurate Human Resource Database System to ensure effective and efficient HR operations.
• Provide direction in the review and implementation of organizational structures, job descriptions/specifications and job evaluation.
• Monitor the implementation of effective health and safety practices for all employees to ensure compliance with health and safety legislations.
• Coordinate Talent Management Systems in support of the Company’s Succession Planning initiatives/programs.   

Compensation & Performance Management

• Monitor the implementation of the Salary Administration and Conditions of Service in line with policy to ensure equity.
• Advise Management/Employees on annual salary and benefits review, promotions and salary placements as well as merit rewards. 
• Provide leadership in salary/benefits survey of comparator organizations and make appropriate recommendations to Management for implementation. 
• Monitor the implementation of the Company’s Performance Management System in line with its overall business strategy.
• Review/analyze Performance Incentive programs and make appropriate recommendations when necessary.

Employee Relations

• Advise Divisions/Units on employment laws/regulations and practices and monitor to ensure compliance.
• Interpret Human Resources policies and procedures to ensure consistency and uniformity in their application throughout the Company.
• Provide advice on employee relations to ensure harmonious working environment. 
• Liaise with Employers Association and other labour related agencies in dealing with labour/employment issues as appropriate.

Human Resource Development

• Proactively work with Heads of Division/Unit or designated representatives to identify training needs. 
• Monitor the implementation of the Company’s annual training programs to ensure relevance and cost effectiveness.
• Responsible for organizing and facilitating all training programs within the Company and monitor to ensure staff compliance.

Stakeholder Relations & Management

• Establish and maintain professional relationships with Labour Commission, Regulatory Agencies and other external stakeholders to facilitate the operations of the business.

Financial Management         

• Prepare the annual operating budget for the Human Resource and Administration Unit and monitor its implementation against planned budget.

Information & Reporting

• Stay abreast with legislations, rules/regulations, new developments and international best practices to facilitate/enhance the operations/activities of the Unit.
• Prepare monthly, quarterly and periodic HR reports and any other statutory reports.
• Monitor the actual Head Count of employees of the Company and prepare consolidated manning reports for Management’s attention.

Employee Performance & Development

• Hold direct reports accountable for managing their assignments to ensure attainment of set targets/goals in all functional areas.
• Conduct performance appraisal and provide input for career development and recommend performance incentives for team members.
• Identify training needs and facilitate training for subordinate staff.

JOB SPECIFICATION

Education

• Master’s Degree or equivalent professional qualification in Human Resource Management or related field
• Must be a member of a recognized professional body.

Experience

• Ten (10) years relevant working experience with at least 5 years in senior level position.

Knowledge & Skills

• In depth knowledge and understanding of Labour Laws and regulations.
• Considerable knowledge of the HR Management System: Human Resources Planning, Career and Succession Planning, Performance Management System, Compensation and Benefits, Industrial Relations, etc.
• Considerable knowledge of Management Development Practices.
• Thorough knowledge and understanding of the role of training and development in today’s business operations.
• Considerable working knowledge of research and data analysis and ability to interpret and present data in meaningful ways.
• Considerable working knowledge of current and emerging training tools and learning interventions/aids.
• Proven planning and organizing skills.
• Strong negotiation and conflict management skills.
• Excellent communication and presentation skills.
• Ability to develop and maintain professional relationships with internal and external stakeholders and work effectively with all categories of employees.
• Considerable knowledge/understanding in project management.
• Ability to meet deadlines and execute projects. 
• Good knowledge in the use of Microsoft Word, PowerPoint, Excel, Internet and other HR software and tools.
• Sound decision making based on thorough analysis.
• Good managerial, coaching, mentoring and interpersonal skills in a “team” setting.