Latest Job Vacancies at British High Commission Nairobi November 2024

Human Resource Management jobs, British High Commission jobs,

Head of HR

Main purpose of job:

The British High Commission (BHC) Nairobi is a large, complex and diverse organisation of around 400 people, including diplomats and country-based staff. As well as managing all aspects of the UK-Kenya bilateral relationship, BHC hosts most staff working for British Embassy Mogadishu and several staff with regional remits.
The Head of HR will lead an expanded HR function in support of every team working on the BHC platform. They will oversee delivery of high quality HR services from recruitment to retirement to almost 300 country-based staff. They will also provide an effective business partner function to managers and team leaders. Their principle objective is to ensure BHC gets the most out of its staff, and that staff get the most out of their time at BHC.
The Head of HR is a new position, replacing a combined HR/finance role, and reports to the Director of Corporate Services. It has the potential to improve materially the impact of BHC and the experience of those who work here. The successful candidate will be committed, dynamic, energetic, compassionate and efficient – with a solid track record in HR management.

Roles and responsibilities:

The Head of HR will:

Be accountable for delivery through their team of quality, efficient HR services;
Act as a business partner for managers and team leaders who need HR support;
Liaise regularly with the FCDO’s regional corporate services hub in Pretoria, which undertakes some transactional services on BHC’s behalf (including recruitment logistics), as well as offering advisory services;
Cooperate with the People Committee on various people-related initiatives to make BHC the happiest, most rewarding workplace it can be, supporting various thematic staff champions, and learning from best practice;
Cooperate with various colleagues on initiatives (led by HQ and locally inspired) to promote and organisational culture that is in line with our values;
Lead BHC’s efforts to stamp out bullying, harassment and discrimination and to promote fair and respectful treatment of staff;
Keep up-to-date with changes to Kenyan labour law, and UK best practice, to ensure BHC remains compliant;
Coordinate regular reviews of terms and conditions of service for country-based staff;
Lead on complex or sensitive individual casework, including HR-related legal cases;
Act as the key point of contact between BHC and its staff, specifically through cooperation with our country-based staff association.
Maintain and report on HR metrics, including for BHC’s Executive Committee;
Apply innovation and continuous improvement principles to ensure that the team is delivering as effectively and efficiently as possible;
Lead on pay issues with the Corporate Services Director and Head of Finance, including the process of annual pay settlements and performance-related pay;
Manage HR-related contracts (specifically medical and pension provision for country based staff), maintaining good working relationships with providers, and leading on procurement when contracts come up for renewal;
Manage the HR team, including supporting team members’ personal and professional development, allocating tasks, and ensuring efficiency and effectiveness across all HR functions;
Perform a role in BHC’s crisis preparations.

Resources managed:

1 x Learning, Development and Performance Manager (also Deputy Head of team) (grade EO)
2 x HR officer (grade AO)

Essential qualifications, skills and experience

In depth knowledge of Kenyan employment law and HR sector in Kenya;
At least 5 years’ experience working in HR, with at least 3 years in a management role;
Holder of Certified Human Resource Professional – (CHRP -K) qualification;
Full member with a valid practising certificate from the Institute of Human Resource Management
Experience of HR in an international context (eg at an Embassy, international company/organisation, or overseas);
Bachelor’s degree in HR management. Masters in related field will be an added advantage;
High quality written and verbal communication skills;
Good working knowledge of MS Office products.

Desirable qualifications, skills and experience

Understanding of, or experience of working in, HR in the UK or UK government.

Required behaviours

Seeing the Big Picture, Changing and Improving, Managing a Quality Service, Leadership, Communicating and Influencing

Learning, Development and Performance Manager

Main purpose of job:

The British High Commission (BHC) Nairobi is a large, diverse organisation of around 400 people, including diplomats and country-based staff. As well as managing all aspects of the UK-Kenya bilateral relationship, BHC hosts most staff working for British Embassy Mogadishu and several staff with regional remits.
The Learning, Development and Performance Manager is a new position within an expanded HR function. It is designed to put learning, development and performance excellence at the centre of everything we do. The successful candidate will promote a learning culture at BHC and be responsible for aligning learning resources and activity with the needs of the organisation. They will report to the Head of HR and cooperate with the broader HR team to ensure BHC gets the most out of its staff, and that staff get the most out of their time at BHC.
Access to quality learning and development opportunities is one of the key drivers of employee engagement. The Learning, Deveopment and Performance Manager has the opportunity to really make a difference to individuals’ working lives and careers. To do that, they will need to demonstrate a passion for learning and developing others, as well as commitment, energy, innovation and heaps of proactivity.

Roles and responsibilities:

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The Learning, Development and Performance Manager’s responsibilities fall into three main categories. They will:

Learning and development (L&D)

Coordinate regular updates of BHC’s learning needs analysis and produce L&D strategies that balance organisational needs and the development aspirations of staff;
Support teams to develop team L&D plans;
Liaise with FCDO’s International Academy to ensure staff in Nairobi access and benefit from regional L&D opportunities;
Coordinate and promote involvement of BHC staff in structured development programmes run by the International Academy (eg Emerging Leaders Programme);
collaborate with BHC’s staff-led learning and development committee to promote a learning culture and ensure that BHC’s L&D offer meets user needs;
Run a light-touch process for staff and teams to bid for L&D funding. Work with the L&D committee to allocate funds in line with strategy and central policy, and track the impact of funding;
Keeping up-to-date with best practice elsewhere in the global network and using it to improve Nairobi’s L&D offer;
Build a visible profile within BHC and act as L&D business partner for individuals, teams and staff groups;
Keep up-to-date with resources available within BHC, the International Academy, HQ and externally; and promote them to internal audiences;
Deliver the maximum impact with minimum resources. This will involve delivering some training themselves, and co-opting other colleagues to do so;
Delivery, procurement and coordination of training initiatives as required.

Performance Excellence

Run the BHC performance management process for country-based and most UK-based staff. This involves communicating process and timelines set by HQ, and organising training / support / briefing based on colleagues’ needs;
Keep up to date with changes to FCDO’s performance management process and adapt BHC’s approach as necessary;
Work with BHC’s performance excellence champion to promote excellence across all areas of work. This will include initiatives to promote honest performance conversations and structured performance plans; and to improve standards of line management;
Work with HR and finance colleagues to ensure timely and accurate payment of performance-related pay;
Collate feedback on the perfomance management process as well as line management and identify areas of improvement.

Other

Coorindate the delivery of regular induction days for new staff. Ensure Line Managers are well inducted in their role and supported to access relevant L&D;
Deputise for the Head of HR during absences on leave;
A corporate role in line with the successful candidate’s interests.