JOB DETAILS
Job title: Human Resources Director [Nairobi, Kenya]
Line Manager title: Senior Director, Corporate Resources
Grade: JG4
Direct reports: Human Resources Manager (2)
Department: Corporate Resources, Human Resources Unit
Location: Nairobi, Kenya
JOB SUMMARY
1. The job holder is responsible for the overall excellence of the HR function in the organisation (Both TradeMark Africa [TMA] and her subsidiary, Trade Catalyst Africa [TCA]), achieved through ensuring that the organisation is structured and resourced to deliver successfully on its mandate, developing and implementing its HR strategy, innovative talent management programmes, nurturing a high performance and kind organisational culture, and providing a high quality and consistent HR service to the organisation.
2. As a key member of the management team, s/he is expected to provide strategic advice, leadership and direction in the development and implementation of a results-driven performance management system, succession planning strategy, strategic workforce planning, progressive staff welfare policies and strategies designed to build a motivating working environment, and organisational development and continuous learning initiatives to equip staff to succeed now and in the future.
3. This role will oversee the HR function, delivering both cross-portfolio strategic initiatives as well as day-to-day HR business partnering in a multi-functional and matrix environment.
4. S/he will draw on the latest thinking and best practice whilst ensuring relevant compliance requirements are met. With strong people engagement skills, the jobholder will respond dynamically to organisational and staff needs and embrace and implement innovative approaches and ideas.
ROLES AND RESPONSIBILITIES
Strategic Thought Partnership
1. Collaborate with senior leadership to understand the organisation’s goals and strategy related to resourcing, recruiting, retention, motivation, workforce planning and change management.
2. Ensure people and organisational operational initiatives are aligned with the overall strategy.
3. Provide expert strategic HR advice to support the Chief Executive Officer, the Senior Leadership and Management Teams and the Board, liaising with professional advisors where relevant.
4. Lead the development and implementation of TMA’s human resources strategy, policies, procedures and HR budgets to achieve TMA’s strategic objectives.
5. Lead, manage and support organisational change, working closely with colleagues to ensure that organisational changes are managed effectively in line with best practice and TradeMark’s corporate values.
6. Develop tools to provide robust HR management information, analyse key HR metrics in order to understand the root causes of any current and emerging challenges in addition, identify any opportunities and remedial actions.
7. Prepare for and support donor due diligence(s) or assurance engagements and ensure that any corrective actions relating to HR are closed out in a timely manner.
Sustainable Culture Building
1. Steer a people-focused culture that celebrates the diversity of teams within the organisation and make TMA and TCA an employer of choice.
2. Ensure that TMA and TCA are equitable and inclusive employers with a safe workspace where all staff can thrive and feel valued.
3. Develop initiatives that enhance relations and communication across the organisations to align and reflect an effective culture and values.
4. Implement innovative and best practices for maintaining employee health, wellbeing, engagement, motivation and recognition especially during times of change, disruption and growth.
5. Ensure effective employee safeguarding and an enabling working environment which is free of bullying and harassment through developing and implementing a robust staff management framework.
Talent Strategy
1. Develop and implement a talent strategy in line with organisational needs, strengthening talent initiatives across the employee life cycle.
2. Ensure there is an attractive employee value proposition aligned with organisational objectives to support employee retention.
3. Build and proactively manage talent pipelines to fulfil resourcing and succession needs, ensuring strong relationships with programme leadership and deep insight into TMA and TCA’s organistional needs.
4. Responsible for strategic workforce planning, including the recruitment and selection process, induction and orientation of new staff, and ensuring deployment of staff adheres to TMA and TCA’s budget planning and optimises distribution and use of skills across the organisation.
5. Lead the continuous improvement and implementation of an effective performance management system.
6. Administer best practice compensation and benefits systems and maintain a robust remuneration strategy and appropriate terms and conditions of employment that are competitive to ensure that TMA and TCA attract and retain a motivated workforce.
7. Ensure that innovative learning and development policies and programmes are implemented that focus attention on developing the requisite skills that enable the achievement of TMA and TCA’s strategies (including a monitoring mechanism and co-ordinating coaching and mentorship circles)
8. Identify, develop, deploy and retain talented staff including completing performance appraisals, personal development and succession plans effectively and on time in accordance with the established performance management system.
Leadership of the HR Function
1. Provide technical expertise, oversight and, leadership for all essential HR activities leading to efficient and high-quality support across the organisation to facilitate delivery and support a motivated and high performing staff team.
2. Develop accountability structures, oversee periodic reporting and projects and monitor the key performance indicators for the HR department.
3. Confirm that potential risks associated with the organisation's employment of staff are identified and proactively mitigated, including safeguarding strategies, data protection and compliance with HR legislation across all TMA’s geographies.
4. Ensure that HR risk management matrices are implemented and adhered so that HR related risks are identified and proactively mitigated.
5. Identify and monitor HR risks, contributing to TMA and TCA’s overall risk register and the implementation of mitigating strategies and actions.
6. Establish efficient machinery for effective employee relations and advise both management and staff to ensure effective communication and development of TMA and TCA’s desired organisation culture.
7. Accountable for the development, implementation and ongoing review of relevant HR frameworks, policies and procedures that meet organisational needs and are understood by staff.
8. Monitor and address legal compliance issues to ensure that TMA and TCA comply with local, national and regional laws as applicable in various areas including recruitment practices, workforce diversity, data protection and terms and conditions of service among others.
9. Confirm that all legal/statutory requirements associated with the employment, retention and separation of staff by TMA and TCA are fulfilled.
10. Provide management and staff with advice and guidance in interpreting and implementing HR policies.
11. Manage staff benefits including staff medical/group life/group personal accident/gratuity schemes.
12. Facilitate payroll administration in liaison with Finance.
13. Lead on the implementation of TMA’s safeguarding policy, working with Risk and Compliance and Audit and Assurance units to create an environment where concerns are listened to and acted upon.
14. Champion Diversity, Equity and Inclusion approach both through the HR function and supporting systems as well as through active leadership.
15. Provide mentoring and coaching to all HR colleagues to support their delivery and professional development, including line management of direct reports.
16. Develop and manage the HR budget and oversee the performance of contracted consultants.
17. Champion TMA’s leadership principles:
1) Caring about the people we work with and what we do.
2) Being open, and willing to listen, learn and change.
3) Embodying a culture of integrity, honesty, and fairness.
4) Creating a platform for staff growth, innovation, and empowerment.
5) Inspiring others through our leadership and behaviours.
6) Acting with courage and conviction to achieve our goals.
General
1. Lead the team in regular informal and formal reflection, knowledge sharing and learning events.
2. Quality-assure tools and procedures to document and share knowledge, incentivise staff/teams and enforce compliance and standards.
3. Apply the highest standards of controls and risk management practices and behaviours and embed a positive risk and control culture.
4. Demonstrate prudence, sound judgement and appropriate and timely escalations in management of all types of risk (including fraud risk) applicable to the role.
5. Understand and comply with the relevant end-to-end processes including applicable risks and controls.
6. Seek to identify, understand and escalate risk events/incidents/ issues on a timely basis focusing on fixing root-causes and taking ownership of identified mitigating actions.
7. Complete all relevant mandatory trainings within the stipulated timelines.
8. Promote and adhere to TMA and TCA’s core values and ensure compliance with organisational policies and procedures.
9. Maintain zero tolerance to bribery, fraud and corruption, and ensure the immediate reporting of any corruption or suspect behaviour that threatens TMA and TCA’s reputation.
10. Adhere to the safeguarding policies and procedures and immediately report any safeguarding concerns.
11. Any other related responsibilities that may be assigned from time to time.
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