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.