CONTRACT TYPE: Fixed Term – 2 Years
INTERNAL JOB GRADE: C2 **
DEPARTMENT and TEAM: Human Resources**
SALARY: as per Oxfam GB salary scale**
HOURS (FTE): 35 hours per week
We believe that flexible working is key to building Oxfam GB of the future, so we’re open to talking through the type of flexible arrangements which might work for you.
COMMITMENT TO DIVERSITY AND INCLUSION
We are committed to ensuring diversity and gender equality within our organization.**
DEPARTMENT PURPOSE: To support Kenya country programme to deliver on its people strategy and therefore on its programme strategy.
TEAM PURPOSE: To support Kenya programme staff thrive in their work and professional growth.
JOB PURPOSE: To advise on and implement the full range of human resource strategies necessary to support effective people management across Oxfam in Kenya Programme and ensuring people management contributes and is aligned to country strategic goals.
ROLE REPORTS TO
ROLES REPORTING TO THIS POST
None for now
KEY RESPONSIBILITIES (Technical, Leadership, People and Resource management)
Management and Strategic HR: 40%
· As a member of the Country Management Team (CMT), lead/participate in strategic discussions and planning relating to the direction and progress of the whole country programme. Contributing input and ideas beyond the strict technical realm of own department.
· Ensure the country strategy has a clear People vision and aligned with Oxfam’s People’s strategy.
· Provide support to the CMT in actualizing the Oxfam Leadership Model in delivering of the country strategy.
· Partner with the CMT in embedding Oxfam Values and Feminist Practices to create a positive organizational culture.
· Workforce Planning – Support line managers in developing and implementing people and succession planning.
· Management – Provide leadership on human resource issues related to change management as necessary.
· Act as a model to other staff of good practice, beyond the confines of technical tasks.
· Representation to external actors including other agencies, HR fora, and Government.
Policy, Procedures, and Employment Law 10%
· Advise and support managers and staff on all aspects of Oxfam HR Policies and Procedures and the local Employment Law, to facilitate the programmes and Oxfam work.
· Ensure Oxfam’s international reward policy and procedures are used and understood by the line managers and staff to enable the recruitment of the necessary staff for programme effectiveness.
· Ensure that absence (including annual leave and sick leave) is proactively managed, together with the application of R&R as needed and agreed with the Country Director and the RC.
· Ensure that the medical expenses policy is cost effective and meets staff and organisational needs, and that expenses are managed effectively.
· Manage appropriately all legal cases relating to Human Resources.
· Periodically reviewing and updating the Country staff handbook.
Recruitment Administration 10%
· Develop strategies in harmony with global, regional, and national talent and resourcing strategies to enable Oxfam’s short and long-term ability to attract and retain the best calibre staff; Analyse recruitment trends and explore creative solutions to recruitment challenges.
· Lead the HR team in partnering with managers to ensure recruitment processes are as effective as possible in achieving their desired outcomes
· Monitor Equal Opportunities and other legally based policies to ensure compliance with country legislation and best practice.
· Work in partnership with EA and OI colleagues to develop an effective and consistent approach to induction.
· Develop and maintain a recruitment database.
· Working closely with other Managers to ensure gender is mainstreamed within team and initiating practical steps to improve the recruitment, retention, and organisational attitude to-further women within Oxfam GB.
Performance Management 10%
· Work with managers to ensure effective performance management processes, including the timely implementation of performance management reviews and objective setting within organisational deadlines; supporting managers to hold quality performance conversations.
· Continuously advise provide refresher training on performance management to all staff and share tools.
· Advise and support manager on how to manage poor performance and linking how to identify areas of development.
Employee Wellbeing 10%
· Partner with CMT and managers to promote measures and effective strategies that encourage health and wellbeing amongst staff.
· Work closely with H&S Focal Persons to implement H&S action plans.
· Provide guidance and support staff access counselling services (Employee Assistance Program)
· Support line managers in change management, restructuring, team building, and addressing organizational challenges through diagnosing issues and sourcing resources for OD interventions.
· Point of contact for staff, managers and AOSA regarding roles of management and AOSA.
· Primary contact focal point in dealing with Kenya staff concerns regarding contractual obligations, terms and conditions.
· Play HR roles adequately with management in employee consultations.
· Advisory roles in disciplinary procedures and grievances including conducting investigations if requested by management.
· Partner with the Safeguarding Team/SG Focal Points to ensure the implementation of the Global Safeguarding Policy and effective processes and support mechanisms for the management of safeguarding cases.
Learning and Development 10%
· Provide guidance, advice and support to managers and employees on development planning.
· In collaboration with managers, lead in the development of annual learning and development plan.
· Support staff access the available resources for learning and development.
· support mentoring, succession planning and management development
HR Business Process Management 10%
· Staff Contract management – Prepare contracts for new staff and process renewals in a timely manner. Monitor dates relating to Probationary Periods and inform respective line managers and provider relevant assessment forms. Ensure that terms and conditions for all staff contracts fall within Oxfam policy and comply with local labour law.
· Payroll – prepare and provide accurate and timely payroll instructions to finance and providing relevant document to support payroll processing.
· Leave – manage the annual pay and benefits review process in compliance with legal requirements and Oxfam’s policies and ensure the rewards and benefits are market competitive to attract and retain a talented and diverse workforce.
· Medical Management – Ensure that all staff are aware of medical entitlements/services provided and issued with MSH cards. Responsible for identification of suitable medical providers; manage contracts and SLAs with the medical service providers and ensure that high-quality service is offered. Monitor the medical budget and facilitate prompt settlement of medical bills.
· Records Management (GOLD HRIS)- oversee the management of HR records in accordance with Oxfam GB standards across the programme. Responsible for enrolling new staff into GOLD and maintaining personal and job-related records. Charged with keying in Annual Performance Review ratings in GOLD for all staff. Responsible for maintaining records of employee enrolment into Pension and other Benefits including Medical Benefits and Claims, education, and accommodation. Key into GOLD end of probation dates, monitor the same and notify respective managers of approaching end of probation dates at least 1 month in advance. Responsible for updating revised salaries for all Kenya program national staff into GOLD after annual pay review in August of every year. Keep updated the individual files (hard and soft copy).
· HR budget – Prepare annual budget for HR & function and explore cost saving approaches/measures and monitor and realign budget as required.
· Reporting – prepare management reports in addition to reports on various HR process e.g. CQMR, CSA, Risks Register, Health & Safety reports.
· Work Permit and Special Pass Processing – ensure work permit renewal process for existing global staff commences 6 months before expiry period.**
Most importantly, every individual at Oxfam International Secretariat needs to be able to:
· Live our values of INCLUSION, ACCOUNTABILITY, EMPOWERMENT, COURAGE, SOLIDARITY and EQUALITY (read more about these here)
· Ensure you commit to our ORGANIZATIONAL ATTRIBUTES (including adhering to the Code of Conduct):
1. Be committed to our feminist principles, and to applying them in your day-to-day behaviour and your work. Be ready to keep learning, with accountability to those who experience oppression as a result of their identities, such as their gender, race/ethnicity, disability, class, or LGBTQIA identity.”
2. Be committed to undertaking Oxfam’s safeguarding training and adhering to relevant policies, to ensure all people who come into Oxfam are as safe as possible.
EXPERIENCE, KNOWLEDGE & COMPETENCIES
· Strategic Thinking and Judgment
· Systems thinking **
In addition: **
A degree in Human Resource Management, Business Administration, or any related field
At least 6-years’ experience at senior management level.
Demonstrable people management skills including facilitating of culture change.
Adaptable in approach to work with a willingness to work under pressure in a demanding environment.
Initiative and ability to work independently and develop solutions to problems.
Highly flexible in style with the ability to produce creative and pragmatic solutions to diverse HR issues.
A good communicator with strong written, verbal, and reporting skills.
Competent in the use of computers especially word, excel, internet.
Able to support and influence others.
Ability to forge effective working relationships at all levels.
Drive and determination to ensure that the HR perspective is considered at all levels.
Knowledge of labour laws – employment law, tax laws, etc.
Registered and licensed with the HR professional bodies in Kenya.
· Experience of leading or supporting change management.
SAFER RECRUITMENT: Oxfam is committed to preventing any type of unwanted behavior at work including sexual harassment, exploitation and abuse, lack of integrity and financial misconduct; and promoting the welfare of children, young people and adults. Oxfam expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our values are recruited to work for us. Offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records and terrorism finance checks.
How to apply:
To view the full job description and how to apply click HERE