Job Title: Human Resource Manager

Reports to: Operations Director

Direct Reports: Human Resource Officer, Human Resource Support Officer

Closely Work With: Internally – All staff

Externally – PBO Board, Ministry of Labour, NITA, Human Resource Forum, etc

Job Location: Nairobi (Candidates must be legally entitled to work in Kenya at the time of application – National Position)

Contract Details: Fixed term – 12 months renewable subject to performance and funding availability

Salary Range: Base Salary: Kes 260,809 per month

Housing Allowance: 15% of the base

Job Purpose:

The incumbent will be responsible for all aspects of Human Resources (HR). S/he will lead in the development and implementation of HR policies and best practices and support management in staff management in full compliance with the labour law.

Main Duties and Responsibilities

Policies, Procedures and Best Practice:

• Provide strategic direction and guidance to the HR team.
• Lead in developing a HR strategy, aligned with the country’s strategic plan, that places staff development and wellbeing at the core of employee engagement
• Align human resources initiatives with organizational goals and objectives
• Champion diversity and inclusion initiatives, promoting a diverse workforce and an inclusive work culture
• Advise management on organizational changes and policies, emerging trends in HR best practices and how these could be adapted to the Concern Kenya context, and labour laws and legal and regulatory requirements.
• Develop, implement, and update HR policies and procedures to ensure legal compliance and consistency. Stay updated on labour laws and regulations to minimize risks.
• Lead HR-related change management initiatives, ensuring smooth transitions during organizational changes.
• Champion all of Concern’s safeguarding policies including the Code of Conduct and the Associated policies. Initiate and roll out communications to ensure these policies are embedded in Concern’s culture.

Recruitment, Selection, Placement and Retention:

• Develop and review all job descriptions to ensure that they are appropriate for the grade and consistent across similar roles by sector and location
• Ensure efficient recruitment as per safeguarding employment cycle checklist
• Ensure that a transparent, timely, effective and efficient recruitment process is in place that attracts, recruits and retains people who are the right fit for the organization
• In line with the Concern Talent Management Strategy, design and initiate talent succession plans
• Oversee staff onboarding and address any concerns raised/identified
• Implement job structures and maintain job profiles
• Conduct job evaluation, job analysis and job grading for all positions
• Review and advise on recruitment and staffing requirements, ensuring EDI commitments.
• Advise management on optimal talent management strategies, including performance management, professional development, recruitment, and promotions

HR Administration:

• Conduct adhoc file audit to ensure compliance and completeness
• Track Audit (both Internal and External) reports and ensure implementation of the actions related to HR
• Manage all communication to staff as guided by Country Director
• Implement the health & safety workplace policies and perform employee satisfaction surveys
• Build awareness and advise management on health and safety, including those required by local laws and regulations
• Analyze staff composition and costing levels and advise management on organizational design including strategic staff forecasting
• Implement the human resources staff handbook for national staff, ensuring alignment to global frameworks and local labour laws.
• Track all local labour law and policy amendments and ensure that the organization complies accordingly.

Reward and Benefits Administration:

• Ensure timely payroll and pension administration
• Manage staff insurance policies e.g. Medical Cover, GLA, WIBA, AMREF
• Lead in salary surveys and analyzing data to inform review of salaries and benefits packages to ensure the organization is competitive
• Collaborate with HR – Dublin to design and manage competitive compensation and benefits programs that attract and retain talent.
• Recommend to CMT any changes based on the survey’s output
• Support in getting CMT approval and submitting to Dublin the approval request for step increments and other salary changes e.g. in response to the Birches Survey
• Provide solutions for complex HR questions including compensation and benefits.
• Pay attention to details to ensure flawless execution of HR process.

Learning, Training and Development:

• Create and implement learning and development programs and initiatives that support staff and managers in objective setting, institutionalize constructive feedback mechanisms
• Oversee performance management processes, including setting goals, performance evaluations, and development plans. Support managers in developing improvement plans and addressing performance-related matters.
• Identify training needs and facilitate learning opportunities to enhance employee skills and career growth.
• Train, coach, mentor and appraise direct reports and all staff, as appropriate, to optimize their potential
• Manage end-to-end PDRs Process (mid-year and annual reviews, timelines)
• Ensure inclusion and equitable access to training and development opportunities
• Evaluate and report on learning and development programs and their effectiveness and submit proposals for their improvement, as necessary.

Contracts Management

• End-to-end employment cycle management
• Oversee management of staff contract processing and monitoring

Staff Relations:

• Manage employee relations ensuring a fair and respectful work environment. Address conflicts, grievances, conducting investigations, and disciplinary procedures in compliance with Concerns policies and regulations.
• Effectively build working relationships across a spectrum of Concern managers and employees for support and coaching, external HR (health institutions, insurance companies, legal representatives, labour organisations and INGO networks)
• Develop coordinated and consistent approaches that strengthen staff representation mechanisms for staff engagement
• Advise on appropriate actions for prevention and response to legal issues and coordinate actions with our legal advisors

Documentation, Reporting and Representation:

• Provide regular reports to management on HR key performance indicators
• Prepare input for HR, monthly, quarterly and annual reports
• Follow through on the documentation of the lesson learned on the HR process and process reviews
• Represent Concern and serve on committees/teams/task forces, as appropriate

Staff Separation:

• Review and analysis of exit interviews and making recommendations to CMT for organizational improvements based on common trends
• Ensure staff separation complies with legal requirements and policies & procedures

Line Management:

• Ensure efficient management of HRO & HRSO including daily supervision of their tasks & follow up on their tasks
• Capacity build the HRO and HRSO on all areas of HR
• Support HRO and HRSO to develop personal development plans

Data Analytics / HRIS:

• Oversee the HRIS to ensure it is running smoothly
• Utilize HR data and metrics to derive insights and inform decision-making.
• Analyze data on HR indicators, including trends and metrics, and provide regular information to management for informed decision-making and planning

Administration

• Oversee office activities and operations
• Oversee security docket

Other Duties & Responsibilities:

• Conduct field visits for HR support for staff capacity building, review HR processes, address HR issues, support managers on any HR-related issues
• Ensure data protection is complied with, and personnel records are maintained to a high standard.
• Ensure that equality, diversity, and inclusion are on the agenda and that there are proactive initiatives developed and implemented to address the imbalance. Explore reasons and opportunities.
• Lead in and advise on organization’s change process
• Maintain up-to-date knowledge and understanding of regulations, laws, industry trends, practices, and developments regarding HR that may affect Concern and advise management and employees accordingly

Other Duties

• Adhere to and promote the standards outlined in the Concern Code of Conduct and associated policies to their team, beneficiaries, and be committed to providing a safe working environment
• Participating and contributing towards Concern’s emergency response, as and when necessary
• Comply with Concern’s health, safety and security guidelines during emergencies
• Take all possible measure to meet Core Humanitarian Standards (CHS)
• Any other duties as assigned by the Line Manager

Person Specification

Minimum Education, Qualifications & Experience Required:

• Degree in Human Resources, Business Administration, Organizational Development or other related disciplines. Master’s Degree or Post-Graduate Diploma in Human Resources Management will be an added advantage
• Must be a member of IHRM
• At least 8 years relevant experience in the same capacity with at least 3years management or advisory experience.
• Previous experience in an international NGO is an added advantage.
• Remote management experience
• Excellent writing and oral skills in English
• Proficiency in computer applications, HR software, tools and systems for data analysis, reporting and talent management.
• Experience in change management
• Well versed in relevant Kenya laws and regulations including data protection to inform decisions
• Strong interpersonal skills and emotional intelligence to handle sensitive employee matters.

Preference will be given to candidates who have:

• Excellent interpersonal and communication skills.

• Ability to manages multiple priorities and strict deadlines

• Ability to identify potential problems and recommend solutions

• A proven history of accountability and integrity

  Safeguarding at Concern: Code of Conduct and its Associated Policies

  Concern has an organisational Code of Conduct (CCoC) with three Associated Policies; the Programme Participant Protection Policy (P4), the Child Safeguarding Policy and the Anti-Trafficking in Persons Policy. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organisation, and the standards of behaviour expected of them. In this context, staff have a responsibility to the organisation to strive for, and maintain, the highest standards in the day-to-day conduct in their workplace in accordance with Concern’s core values and mission. Any candidate offered a consultancy opportunity with Concern Worldwide will be expected to sign the Concern Code of Conduct and Associated Policies as an appendix to their consultancy contract. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies. Additionally, Concern is committed to the safeguarding and protection of vulnerable adults and children in our work. We will do everything possible to ensure that only those who are suitable to do consultancy work or volunteer with vulnerable adults and children are recruited by us for such roles. Subsequently, being hired as a consultant with Concern is subject to a range of vetting checks, including criminal background checking.

• Concern’ is the trading name of ‘Concern Worldwide’, a company limited by guarantee, registered number 39647; registered charity number CHY 5745, registered in Ireland, registered address is 52-55 Lower Camden Street, Dublin 2, Ireland. Follow Concern online: www.concern.net

How to Apply:

Interested candidates who meet the above requirements, should send a detailed CV with three professional referees and Cover Letter Only to nairobi.hr@concern.net with the subject of the email as ‘Human Resource Manager’ on or before Wednesday, 30th April 2025**. Only short-listed candidates will be contacted for interview.

Concern Worldwide is an equal opportunity employer and does not charge a fee at any stage of the recruitment process (for application, written test, interview, training, medical examination etc.) nor act through recruitment agents. This is applicable for all opportunities including staff and interns.

Your Personal Data

During this job application, you will provide Concern with your personal data. Concern takes its responsibilities towards this personal data very seriously and is committed to complying with all relevant data protection legislation.

Concern receives a substantial amount of funding from external donors each year. Increasingly donors are introducing requirements whereby future funding is conditional on ensuring that the name of any employee or volunteer (existing or new), does not appear on terrorism lists generated by the European Union (List of person, groups and entities to which Regulation (EC No. 2580/2001 applies), the US Government (Office of Foreign Assets Control list of specially designated Nationals and Blocked Persons) and the United Nations (Consolidated List). Any offer of employment (either paid or voluntary) with Concern Worldwide will only be made following a successful clearance check being conducted on the applicant and such checks may be updated periodically during the course of the period of employment.

By submitting a formal application for paid or voluntary employment to Concern, you agree to Concern carrying out a clearance check as outlined above and that Concern will not proceed to recruit you should your name appear on any of the aforementioned lists

In certain circumstances, donors may request that personal data relating to employees to work on the activities that they fund be provided directly to them – so that they can perform their own counter terrorism checks. This may involve transferring some basic personal data outside the EEA. It will be a condition of your employment contract that Concern be allowed to share this information with institutional donors for these purposes.

For additional information please consult our website or contact the Human Resource Division in our Head Office.

You have certain rights under data protection legislation. For more information on how to exercise those rights please visit www.concern.net/about/privacy

Please only apply for this position if you are satisfied with the proposed processing of your personal data as outlined above.