CARE International works around the globe to save lives, defeat poverty and achieve social justice. We put women and girls in the centre because we know that we cannot overcome poverty until all people have equal rights and opportunities.
CARE currently works in 100 countries, helping millions of the world’s poorest people find routes out of poverty.
Reporting to the Senior Deputy Director of Refugee Operations and the Human Resources Manager, the HR Coordinator is responsible for giving advice to the senior management team and staff of the Program on the transparent implementation of HR strategies, effective delivery of HR services and management of the HR unit in Dadaab. He/she assesses client needs, interprets and applies HR strategy and policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues in liaison with the HR Manager. The HR Coordinator shall promote a collaborative, client – oriented approach and contribute to the maintenance of good staff morale in liaison with the senior management team.
R1: Coordinate Recruitment, Selection and Placement
1.1 Coordination of transparent and competitive recruitment and selection processes.
1.2 Identify planned or anticipated vacancies in liaison with sector heads and proactively develop an efficient recruitment plan.
1.3 Review Job Descriptions and evaluate them with supervisors to place them in the appropriate grade and salary band.
1.4 Verify Employee Request forms at the sub office and ensure they contain the correct information such as charging details, grade and salary band.
1.5 Negotiate with selected candidates the appropriate grade and band on initial appointment.
1.6 Provide clarification requested on conditions of service, entitlement and benefits and ensure continuous feedback to concerned offices and staff members on status of recruitment.
1.7 Support an effective orientation program for new staff.
R2: Promote Succession Management Program and Create a Coaching Culture
2.1. Engage the Dadaab SMT to embrace the Succession Management Program.
2.2. Organize sessions for the SMT members and Sector heads to discuss the importance of integrating succession management into organizational systems.
2.3. Work with the extended SMT to identify the critical positions to be included in the succession management program.
2.4. Define required competencies for each of the critical positions and educate the holders to understand its implications.
2.5. Review the JDs for critical positions and integrate relevant competencies.
2.6. Create and strengthen a coaching culture to support the succession management program and improved performance.
2.7. Monitor and support the implementation of succession management plans across the Program.
2.8. Formulate the sectoral organograms and master organogram for RAP in liaison with sector heads.
R3: Coordinates Human Resources Development Function at RAP
3.1. Prepare report on staff development needs as documented in the Annual Performance Appraisal forms and share with Coordinators and Dadaab SMT for action.
3.2. Takes lead in developing and implementing Programs that address identified staff development needs.
3.3. Align Human Resources Development programs with the CO Strategy.
3.4. Prepare Terms of Reference for consultants in cases where needed.
3.5. Design and Implement Leadership Development Programs for RAP staff.
3.6. Develop an End –of-Event evaluation questionnaire to be administered at the end of all CARE funded training programs and completed by each participant to generate information on the effectiveness of the session.
3.7. Encourage organizers of training sessions to analyze the end of event evaluation questionnaire and prepare reports for discussions to inform future sessions.
3.8. Participate in the review of the CO training and development Policy.
R4: Implementation of HR strategies and policies
4.1. Plan and conduct sessions to educate staff on the HR policy to enhance compliance and application.
4.2. Effective implementation of the internal control and proper design and function of the HR Management system.
4.3. Interpret HR policies, regulations, advice management, and staff on their applications, taking into account their particular needs.
4.4. Continuous analysis of HR strategies and policies, assessing the impact of changes and making recommendations on their implementation to the management.
4.5. Assist in the development of procedures and practices that contribute to enhanced and improved HR Management.
4.6. Participate in the formulation of the HR strategy in line with the overall mission strategy.
R5: Foster the Growth and Development of HR Unit’s Staff at RAP
5.1 Defines and clarifies the roles and responsibilities of the HR unit staff at RAP.
5.2 Provides ongoing coaching and mentoring to HR unit staff to build their capacity.
5.3 Recommends promotion, termination and disciplinary action for the Unit’s staff.
5.4 Provides leadership in identifying the HR unit’s work priorities at RAP for the FY.
5.5 Guides the HR staff to develop their Individual Operating Plan and organize to review progress against objectives and critical activities.
5.6 Conduct Mid Year and Annual Performance appraisal for direct reports.
5.7 Recommends appropriate staff development intervention for unit’s staff.
R6: Managing Employee Disciplinary and Grievance Matters
6.1 Act as the focal point for the program on the administration of complaint/grievance and disciplinary matters and processes.
6.2 Determines scope, timing and direction of investigation on matters that are in violations with the CARE Kenya policies.
6.3 Coordinate investigation processes on alleged and reported cases of indiscipline or misconduct, including preparing TOR, forming of investigation committee, Interviewing Complainants and Subject of Complaints, and preparing reports to inform decision-making process.
6.4 Advise management on the process of handling disciplinary cases and interpret CARE’s policies and legal statutes regarding each particular case after weighing its merits/demerits.
6.5 Undertake relevant research, interpretation and analysis of rules and regulations and precedent setting policy rulings, for preparation of background information required for drafting cases for review and action.
6.6 Discuss the findings and recommendations of the investigation reports with the Managers, Director of Refugee Operations and Human Resource Manager and determine management action.
6.7 Prepare disciplinary letters once management actions for disciplinary matters are determined.
6.8 Provide feedback to the concerned employees/managers about the progress made in conducting investigations and addressing the matter.
6.9 Analyzing time taken to respond to and settle grievances/disciplinary with view of enhancing efficiency.
6.10 Maintain a status report with respect to disciplinary cases and decisions.