HR Manager - Organizational Development and Change

Introduction: Church World Service (CWS) is a not-for-profit, faith-based organization transforming communities around the globe through just and sustainable solutions to hunger, poverty, displacement and disaster. CWS does not discriminate on the basis of race, color, religion, sex, national origin, gender identity, genetic information, age, disability or veteran status in employment or in the provision of services.

Primary Purpose:

The HRM-Organizational Development and Change will be responsible for developing and implementing Performance Management, Learning and Development, Staff Engagement initiatives that will drive CWS, RSC operations and mandate in line with its values. This includes facilitating change that affects people in the implementation of new policies, processes and systems. The incumbent will also work with the RSC Africa HR Director to ensure that the HR and Organizational Development (OD) services provided meet organizational needs and standards. S/he will also be expected to work in collaboration with Line Managers to ensure that best people management practices are embedded in the organizational processes and culture.

This role will supervise the HR Officer System Change and HR Assistant

Other key relationships are as follows:

Internal to CWS

Line Managers/Supervisors
HR Colleagues across CWS, RSC Africa
All CWS/RCS Africa staff

External

HR service providers
Other organizations’ HR/OD practitioners

Working Environment

Office and/work from home environment.
Periodic travel to the field as may be required.

Duties and Accountabilities

Performance Management

Coordinate the performance management process to ensure timeliness against the annual performance management calendar.
Train managers and staff on aligning individual and team performance with the organizational performance.
Train managers and staff on effective performance management including continuous feedback and coaching for performance.
Proactively co-ordinate probationary objective setting and assessments.
Guide managers and staff towards an accountability culture where outstanding performance is recognized, and poor performance is corrected.
Lead in identification High Potentials (HiPos) through the performance management process.
Be accountable for the performance management component in the HRIS, generate periodical reports and make recommendations for management decisions and direction.

Employee Engagement and change

Coordinate the preparation for and create awareness of the employee engagement surveys.
Analyse the survey results and coordinate the action planning and feedback processes.
Establish and implement staff engagement initiatives and strategies that correspond with the survey results as per available budget.
Promote a culture where feedback is appreciated and there is cohesiveness among staff and staff with the leadership.
Ensure there is healthy team culture where success is celebrated, people are valued.
Establish a mechanism for exit surveys, analyze data and make recommendations to inform organizational practices and policies.
Ensure that the CWS values are embedded in the day to day organizational culture.
Participate in administration of employee wellness activities.
Facilitate the implementation of appropriate change management initiatives; provide advice and support to employees during change to ensures teams that are flexible, positive and open to change.

Learning and Development

Contribute to the development of and implementation of a learning and development plan that supports compliance and effective delivery of the RSC mandate.
Facilitate competency and learning needs assessment and prioritizing of learning and development activities.
Identify and recommend suitable learning options and channels that meet individual, team and organizational requirements.
Ensure personal development plans are in place and implemented in line with the organizational learning and development plan; follow-up on progress and return on investment.
Oversee quality induction and orientation for new staff.
Talent management – Support the establishment of a High Potential Program in line with the organizational current and future requirements.
Oversee management & leadership development programs.
Measure and document impact/Return on Investment on L&D programs

Other HR Responsibilities

Lead in the successful implementation of the Human Resources Information System (HRIS).
Participate or lead in delivery of HR projects e.g. development of job descriptions and job evaluations.
Participate in employee relations processes e.g., investigations, disciplinary, conflict and grievance handling as appropriate.
Promote a work environment that demonstrates fairness, openness and equity.
Work with the Human Resources Director to ensure that HROD related risks are identified and mitigated.

Other Responsibilities

Within the scope of the role, there will be additional assignments as needed.

Qualifications:

Experience:

Eight (8) years’ work experience in HR especially in OD or related is required
Two (2) years of management experience
Proven experience working in an HR management capacity with large multi-cultural teams.
Thorough understanding of all areas of HR information systems within a large and complex organization is preferred
Experience with overseas processing or US refugee resettlement preferred.

Skills and competencies:

Strong Project management skills with proven experience of project management and implementation.
Strong analytical, problem solving and sound decision-making.
Excellent organizational skills and attention to detail.
Highly customer service focused.
Excellent interpersonal, influencing, presentation and communication skills.
Ability to manage a busy team in a fast-paced environment and with strong ability to multitask
Strong verbal and written communication skills.
Proficient with Microsoft Office Suite or related software.
Understanding of data protection policies within sub-Saharan Africa and ability to maintain confidentiality.

Education & Certifications:

Bachelor’s Degree in Human Resource Management, Organizational Development or related field.
Postgraduate qualification/certification in Human Resource management.
Two 2 years of HRIS management in a fast paced organization preferred.
Master’s degree is preferred.

Abilities:

Work and make decisions independently and contribute to overall operations at management level.
Ability to support and manage change effectively.
Exercise good judgment and seek guidance as appropriate when confronted with unanticipated events.
Maintain a high-performance standard with attention to detail, completing tasks within set timeframes.
Deal effectively and courteously with a large number of associates, outside agencies, refugees and members of the general public.
Manage large and diverse workload under pressure with competing priorities.
Maintain the integrity of official records.
Actively participate in the implementation of the U.S. Refugee Admissions Program (USRAP).
Be flexible with changing of daily duties as needed.

Important Requirements:

Strong English communication skills, both oral and written
Ability to work in a multi-cultural environment required.
Commitment to diversity, equity, and inclusion and willingness to support CWS’ Platform on Racial Justice as a CWS employee required.

Special Requirements:

COVID Vaccination is required for all successful candidates
The candidate should be of good health, willing and able to travel extensively in often difficult conditions and have a high degree of flexibility. Must have proof of Yellow Fever vaccination before traveling for RSC Africa/Remove if not applicable.
This position is based in Nairobi, Kenya
This position always requires use of laptops, competence in Microsoft office packages is required.
This position may require travel in sub-Saharan Africa on short notice and under sometimes difficult conditions to meet demands of a dynamic operational program
Background check which includes references, and an educational criminal check is required before the start of employment for international applicants.
A valid passport and the ability to maintain a valid passport throughout the entire appointment is required, which includes having enough passport pages for travel.
Physical: This position requires bending, squatting, crawling, climbing, kneeling, sitting, standing, walking, pushing/pulling, handling objects (manual dexterity), reaching above shoulder level, using fine finger movements, and lifting/carrying heavy loads.