The Head of People & Culture is responsible for all aspects of the human resource function within the VisionFund Kenya Office. Reporting to the Chief Executive Officer, the position is responsible primarily for P&C Strategy, staffing, recruiting, retention, performance management, employee relations, compensation, compliance, individual development and succession planning. The incumbent ensures that HR initiatives are aligned with VFK’s mission, values and long-term business strategy, and that they support the evolving HR needs of the business. The overall objective of the position is to support the development and retention of a high-performance work force and a learning culture

Key Responsibilities 

(20%) P&C strategy - Ensure that P&C Strategy is developed & implemented in all areas of the organization and in compliance with VF Kenya & VFI standards.

Provides strategic People support and advice on Human Resources issues

Updates the employee handbook on a per need basis, and ensures that all revision and addition to the policies are written in the employee handbook; Informs all concerned staff the changes entered into the employee handbook;

Ensures that good insurance covers for staff are in place that will be of benefit to the organization

All Policies are updated as required quarterly present to board P & C matter

 Recommend employees recognition activities to honour individual milestones and achievements

(10%) Manpower planning & Budgets

Contributes and advises in senior management strategic planning, with particular responsibility for HR needs, policies and procedures;

Prepares and submits annual budget and plan for the approval of the SMT

Aligns with SMT on manpower planning

(15%) Recruitment and Onboarding

Develops letters of appointment, transfer, promotion, and the like; and sends to the concerned staff after approval;

Conducts “due diligence” or the “fit and proper” test to assess the job applicant’s background and character;

Ensures that VF Kenya maintains a standardized and systematic hiring and recruitment process; develops or updates hiring policies and procedures most appropriate to individual positions;

Coordinates all recruitment for VF Kenya: reviews staff requisitions, supervises the hiring and contractual process, and arranges for the new employee’s orientation with the immediate supervisor

(10%) Compensation & Rewards

Reviews the benefits scheme (compensation, incentives, and other benefits) on an annual basis; ensures that it is properly administered in accordance with the employee handbook, and if necessary, recommends to the CEO the renewal of the scheme;

Conducts consultations with department heads to determine performance indicators and benchmarks per position;

Periodically carries out salaries and benefits surveys for the review process in order to develop and maintain a competitive compensation package and incentive schemes for staff.

(25%) Performance management & Engagement

Implement and monitor staff performance appraisals is done on a regular basis; in workday

Reviews the performance appraisal & calibration effectiveness in workday 

Investigates all disciplinary and grievance cases with the respective staff, provides guidance, and corrective action through counseling, training, or instituting disciplinary procedures;

In consultation with the senior management, develops performance indicators and standards for incentives

Branch efficiency & Effectiveness

Annual safeguarding assessment & Reporting 

(5%) Capability & competency management

Conducts periodic staff training needs and plans for capacity building- training and staff development;

Coordinates and develops the staff development strategy to make sure that the staff continues to achieve professional growth within VF Kenya

Ensures 100% completion of mandatory annual training

Monthly & quarterly reporting

(10%) Employee relations & Change agent 

Staff engagement through annual Voice survey

Support leave management

Advisor P&C whistle-blower Committee on policies & regulations governing staff disciplinary

Coordinates grievance hearing between the staff and the committees

Staff orientation on MIP / annual BPS 

Ethics Points IIM investigations

5% Any other Duties assigned or delegated

And any other duties that may be assigned from time to time by CEO

Visit to the Field operations quarterly or on need basis

Ideal Candidate Profile

Required Preferred Knowledge and Qualifications Education,

Master/Postgraduate Diploma in Human Resources Management or related field.

Bachelors’ Degree in HR, Social Science, Psychology or related field

5 years’ experience in human resource management in progressively responsible roles, with sound cross-functional experience.

Managing people Professionally

Experienced in using various human resource information systems

Understanding in national labor law, employment legislation & employment practices.

Excellent interpersonal, communications, customer service, consulting, coaching and organizational skills, with a track record of driving change and innovation.

Strong problem solver with strong business skills and strategic acumen, analytical skills, and excellent team-building skills.

Both strategic and tactical: able to lead in a ‘role up your sleeves’ manner that is perceived to be people-centric and effective.

Basic financial skills

Culturally astute, respectful and tolerant, able to promote and support diversity in the workplace, and able to gain the trust and respect of peers.