Head of Human Resources Job in Kenya – Multinational Security Organisation

Our client is a multinational security organisation providing security solutions through out Africa and is well known for promoting high standards of service to the customers. 
Over the years they have registered substantial growth and they now seeking to recruit a qualified and motivated individual to take charge of the exciting role of Head of Human Resources, Kenya. 

The incumbent will provide both hands-on and strategic leadership in people management function to ensure both the Company and the people employed fully optimize on the resource potential.

Job Title: Head of Human Resources – Kenya
 
Reports to: Managing Director
 
The Head of HR, Kenya will be responsible for providing guidance and support in the various HR processes and functions which include recruitment and selection, training and development, reward management, manpower planning, performance management, industrial relations, staff welfare and employee counseling.

Key focus areas for the role are as follows:
 
HR Management Support: 
  • Establishing and maintaining appropriate systems for measuring necessary aspects of HR development; 
  • Monitoring, measuring and reporting on HR issues, opportunities and development plans and achievements within agreed formats and timescales; 
  • Providing ongoing operational support and guidance to the business units in terms of HR Strategies and processes;
  • Liaising with other functional/ departmental managers so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purposes and achievements; 
  • Maintaining awareness and knowledge of contemporary HR development theory and methods and providing suitable interpretations to directors, managers and staff within the organization; 
  • Ensuring activities meet with and integrate with organisational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care.
Strategic Management and HR Team Development: 
  • Planning, developing and implementing strategy for HR management and development (including recruitment and selection policy/ practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitudinal development, performance and quality management issues; As a member of the management team taking an active part in the yearly business planning process to set the strategic direction of the business, and translating it into long and short term plans for the organization with focus on people aspects of the business.
Recruitment, Compensation and Manpower Planning: 
  • Recruiting and retaining high caliber staff with the right skills for the job, through effective marketing of job opportunities, deployment of effective recruitment and orientation programmes, and through promoting the company as an employer of choice; 
  • Implementing compensation/incentive programmes and benefit plans, which are competitive and effective in motivating and retaining high performers and manage the payroll function to ensure that all staff are paid accurately and promptly.
Employee Relations and Engagement: 
  • Ensure staff are motivated and provide a forum for engagement and employee voice so as to create communication channels and a confluence of goals between management and the various teams.
Performance Management and Succession Planning:  
  • Leading the implementation of a performance management process, which ensures, on an ongoing basis, that staff set clear and relevant annual objectives, receive accurate performance reviews, and have meaningful development plans.
Leadership, People Management and Training Implementation: 
  • Developing and presenting an annual staff training and development budget with specific focus on the requisite skills required to achieve set group performance standards and company objectives; evaluating training needs, sourcing and implementing training programmes accordingly.
Budgeting: Managing and controlling departmental expenditure within agreed budgets.
 
Requirements
  • Bachelor’s degree or equivalent in a relevant discipline and/or recognition of prior learning required. An MBA will be an added advantage.
  • At least 8 years of generalist HR experience; A sound knowledge of labour laws and codes of practice;
  • Experience in working in the service industry and unionized environment;
  • Competent in using MS Office;
  • A track record of successful Human Resource leadership in driving people, organization development and change management.
  • The incumbent should be results oriented, both people and business focused with strong leadership profile, ability to generate energy, communicate, simplify, mobilize, see the big picture and accountable and delivery-focused. 
  • Must have commercial acumen (business & financial understanding).
  • He/She must demonstrate integrity & professionalism; 
  • A doer’, not simply a strategist or theorist; 
  • Hands on and energetic in following through.
All applications should be sent to:
 
Adept Systems
Management Consultants
P.O Box 6416, 
Nairobi, GPO 00100

E-mail:  recruit@adeptsystems.co.ke
Only shortlisted candidates will be contracted

Closing date:  Wednesday 19th February 2014. 


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