HUMAN RESOURCE COORDINATOR

VACANCY ANNOUNCEMENT FOR THE POSITION OF A HUMAN RESOURCE COORDINATOR

Rafiki wa Maendeleo Trust (RWMT) is a charitable organisation operating in rural Rarieda sub-County in Siaya County. The organisation began as a grass-root CBO in 2003 to assist orphaned children and youth with a focus on community empowerment and development.

Vision: People believe in themselves and work together to build a vibrant and progressive community.

Mission: Empower people and build their capacities to create positive change for children and youth within their community.

We are currently seeking to recruit a talented, progressive and team-oriented individual to fill the above position. Interested candidates are requested to email the following to Brightermonday.

(1) Cover letter stating the position for which you are applying, along with current remuneration or last remuneration if currently not employed, (2) three paragraph motivation statement and why you feel you meet the requirements, (3) three references and (4) updated C.V.

IMPORTANT: All four (4) above mentioned steps must be followed. Applications not following all steps will automatically be disqualified. Only short-listed applicants will be contacted.

All applicants should bring a personal commitment to community development. Applicants should take time to reflect and make sure they resonate strongly with Rafiki wa Maendeleo Trust’s vision and mission before considering to apply.

Only those who can demonstrate all required competencies will be considered.

1. PURPOSE OF THE POSITION

The Human Resource Coordinator is a key player and driving force to inculcate a values driven and strength-based Culture, creating valuable interactions at each stage of an employee’s experience: recruitment, hire, onboarding, engagement, performance, development and departure. The incumbent also oversees the Human Resource function and ensure the HR processes and procedures are in compliance with the government requirements, Labour laws, organizational polices & procedures and industry best practices.  

1. DUTIES AND RESPONSIBILITIES

R1. Human Resource Functions

Staffing 

T.1 Coordinate the processes of recruitment, which includes vacancy announcements, shortlisting, interviews, and orientation, with assistance from Department Coordinators and Managers.

T.2 Manage staff probations, appointments, confirmations, promotions, transfers and terminations as well as job descriptions.

T.3 Coordinate the Performance Appraisal System (PAS) in line with the agreed schedule. 

T.4 Ensure smooth and professional process for any exiting staff.

T.5 Manage all staff leaves as per the organizations policies and procedures. 

R2. Skills Development & Performance

T.1 Continually identify and match staff strengths with responsibilities in collaboration with Managers and departmental Coordinators to highlight employee’s unique contribution to achieving impact and success. 

T.2 Continually assess minimum technical and soft skill requirements for each of the different levels in the organization (eg. assistant, officer, coordinator, manager) 

T.3 Develop and implement coaching and training programs geared towards organizational values, team building, capacity building and reduction of knowledge gaps within the organisation.

T.4 Participate in redesigning and implementing a performance management system to distinguish what the employee needs to do from the unique strengths they have to produce the best results.

R3. Culture & Employee Wellbeing 

T.1 Coordinate staff wellness programs to encourage safety, health, fitness and psycho-social wellbeing

T.2 Create opportunities to raise awareness and enable employees to find alignment with the organization’s values to nurture a unified and motivated staff team. 

T.3 Actively lead and engage staff to continually and deliberately apply Clifton Strengths to understand how each person works, how they respond to different management styles, and how to improve collaboration

T.4 Encourage and nurture a culture wherein teams feel comfortable talking about and embracing each other’s unique strengths 

T.5 Assist with creation, distribution and collection of feedback from organization -wide staff surveys.

T.6 Coordinate the staff meetings including trainings, development events and Special organization’s events such as End year celebrations e.t.c

R4. Administration

T.1 Ensure that all necessary contracts, agreements and job descriptions are in place as required i.e. staff, service etc. and updated as per contract dates.

T.2 Keep, organize, maintain up to date hard copy of general staff files as well as soft copy of staff details to ensure legal compliance.

T.3 Update the HR Report and Organogram on a monthly basis and submit to the Supervisor for review. 

R5. Payroll

T.1 Ensure that relevant Time Sheets are prepared and submitted to Finance department every month.

T.2 Ensure the wage sheet for Casuals and Pay advice for staff is done in liaison with Finance Manager and Operations Manager.

T.3 Keep, organize and maintain up-to date employee records in the payroll system, including statutory payment receipts for all employees

R6. Policies & Procedures

T.1 Assist in the reviews of RWMT policies and procedures at least annually in consultations with Management

T.2 Assist with providing research for policies, training and other human resource issues

T.3 Advise staff on various procedural and policy documents as well as the Kenya Labour Laws. 

T.4 Manage all employee relations, work closely with staff, and their supervisors, to address quickly and professionally, any grievances, concerns or HR issues.

T.5 Advice managers on issues related to employees. 

R7. Other Duties and Responsibilities 

T.1 Perform any other duties and responsibilities which may be assigned by the management from time to time and which are related to the achievement of RWMT’s mission and vision.

2. KNOWLEDGE, SKILLS AND ABILITIES:  

(The knowledge, skills and abilities may be required through a combination of formal schooling, self-education and prior experience or on-the-job-training).

a) Level of education:  At least a Degree in Human Resources related discipline

b) Membership: Active Membership of HR Professional body

c) Other competencies:

• Must have professional coaching certification

• Must have developed good intercultural orientation and strong public relations skills. 

• Must be well organized and possess strong Communication, Interpersonal, Negotiation, Time Management and Administration skills.

• Knowledge of the Kenyan labor laws is key 

• Ability to multitask.

• Computer Literacy with good understanding of Excel, Word, PowerPoint and Access

d) Job experience:  At least five (5) years’ experience in a similar position.