IPA Jobs in Kenya:Human Resources Manager

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In collaboration with over 250 leading academics and implementing organizations, we have results from over 175 completed studies with over 225 in progress around the world. Our studies cover solutions for effective agriculture, education, health, finance, governance, social protection, and post conflict recovery. We have over 1,000 colleagues in 11 permanent offices supporting 16 countries, where we conduct research and routinely consult with governments, foundations, NGOs, and others to present evidence that can inform their work. For more information, visit www.poverty-action.org.

IPA-Kenya (IPAK) is IPA’s oldest country program, and the site of many of its most influential projects, including seminal studies on de-worming, clean water promotion, bed-net usage and fertilizer subsidies. IPA-K incubated two initiatives, Dispensers for Safe Water and the Deworm the World Initiative, which are now led and managed by Evidence Action. IPAK employs more than 400 contracted staff working on 20 different projects across multiple offices.
The Human Resources Manager will report directly to the Country Director, and will consult closely with the HR team at IPA’s HQ (New Haven, Connecticut).
Responsibilities

Maintain and enhance the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.

  • Maintain the work structure by updating job requirements and job descriptions for all positions.
  • Maintain organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
  • Prepare employees for assignments by establishing and conducting orientation and training programs.
  • Maintain a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
  • Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
  • Maintain employee benefits programs and inform employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
  • Ensures legal compliance by monitoring and implementing applicable human resource statutory requirements; conducting investigations; maintaining records; representing the organization at hearings.
  • Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures.
  • Maintain historical human resource records by designing a filing and retrieval system; keeping past and current records.
  • Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
  • Complete human resource operational requirements by scheduling and assigning employees; following up on work results.
  • Maintain human resource staff by recruiting, selecting, orienting, and training employees.
  • Maintain human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
  • Contribute to team effort by accomplishing related results as needed.
Qualifications
  • Be a Kenyan citizen.
  • Served as a director of human resource management or in a comparable and relevant position for a minimum period of three (3) years.
  • A minimum of an upper second Bachelor’s degree in Human resource management or a relevant field and a diploma from the institute of human resource management and a minimum of a B- grade in high school.
  • HR practitioners’ Certification or path to certification
  • Computer application skills.
  • Demonstrated high degree of administrative, managerial and leadership capabilities.
  • Senior management course or strategic leadership course lasting not less than four weeks from a recognized institution.
  • Current statutory clearances: KRA, HELB, EACC and CID (certificate of good conduct).
  • Ability to lead and develop strategic HR practices;
  • Excellent communication, influencing and interpersonal skills;

 

IMPORTANT INFORMATION TO ALL APPLICANTS

All applications should contain the following information:

  • Copy of national identity card / passport
  • Copies of Academic and Professional Certificates, testimonials, registrations
  • Copies of current statutory clearances: KRA, HELB, EACC and CID.
  • Institute of Human Resource Management Certification
Application Instructions

Complete the J-PAL/IPA common application. Please select the position(s) you are interested in applying for on the ‘Submit Application’ page. Include two letters of recommendation, statement of purpose (cover letter), CV, and transcripts. We will consider your application even if you are unable to obtain reference letters before the deadline, but please be advised that we will be requiring them should you be invited for an interview.

Innovations for Poverty Action is an EOE Employer-MF/Veteran/Disability.  All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other protected class.

IPA will endeavor to make a reasonable accommodation to a qualified applicant with a disability unless the accommodation would impose an undue hardship on the operation of our business. If you believe you require such assistance to complete this form or to participate in an interview, please contact us at jobs@poverty-action.org or via phone at 1-203-772-2216.

IPA will never require monetary compensation as part of its application process. Any requests for monetary compensation by persons claiming to be IPA employees or persons claiming to represent IPA should be disregarded and reported to IPA.

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