Human Resources Manager
Job Type Full Time
Qualification BA/BSc/HND
Experience 7 years
Location Nairobi
Job Field Human Resources / HR
AFIDEP, has its Head office in Nairobi and a country office in Lilongwe, Malawi. AFIDEP seeks   to recruit a dynamic, self-driven and results oriented individual to join the team. The successful candidate will be responsible for the overall management and implementation of AFIDEP’s Human Resources (HR) Policies, Procedures, Guidelines and Tools management.

Reporting to the Executive Director, the Human Resources Manager will provide leadership and be responsible for the development and implementation of the Human Resources strategies, plans, policies and procedures ensuring that they remain pertinent, innovative and consistent to AFIDEP’s mission. He/she will provide functional guidance and advice to staff and management on human resources and related organisational initiatives.


The key responsibilities will include:

HR Planning:

  • Develop a HR strategy which is in line with the organizational goals and objectives.
  • Develop and implement a manpower planning helping the new/existing departments to have the needed staff with the right competence on time, both national and international.
  • Devise and implement metrics as and when needed
    Hiring and Recruitment:
  • Oversee full-cycle recruitment process and directly recruit senior-level positions; Employ traditional sourcing strategies, actively network and employ innovative, creative recruiting methods to hire the best talent
  • Facilitate and coordinate recruitment and selection process according to AFIDEP policies and procedures; set in place the recruitment team as appropriate.
  • Coordinate recruitments and orientations/transition of both new/ transferring staff.
  • Review and approve job position requests, job descriptions and make recommendations, ensuring accuracy and consistency.
  • Coordinate vacancy posting in internal and external media as appropriate.
  • Coordinate interviews and provide interview outcome summary.
  • Review all job offers and contracts and ensure internal equity
    HR Administration and Compliance:
  • Co-Lead implementation for AFIDEP’s Global HR Operating Policies and Procedures
  • Oversee HR-related administrative duties and ensure they are compliant with existing legal and government reporting requirements
  • Ensure AFIDEP is in compliance with all labor laws, and minimization of legal exposure.
  • Ensure the National Staff Handbooks are developed and in place; Review of policies and procedures, making recommendations
  • Ensure, File and update of all head office staff personnel and statutory documents and ensure that all staff information are properly kept, updated and confidentially maintained
  • Monitor and coordinate staff contract management.
  • Lead exit management procedure to ensure seamless and positive transition for departing employee
  • Serve as an ambassador and champion for AFIDEP : Standards for Business Ethics & Code of Conduct; escalate arising code of conduct issues to the relevant Senior HR Business Partner for additional support and to ensure issue is resolved and appropriate follow-up is carried out
  • On an as needed basis liaise with the local legal counsel on HR issues that requires legal interpretations
    Represent AFIDEP in HR consortiums and INGOs cluster meetings
    Compensation and Benefits Management:
  • In partnership with the relevant HR Business Partner/ Senior Manager Compensation & Global Mobility, define and review the Institutes’ salary structure and benefits plans and communicate changes or updates
  • Facilitate administration of staff benefits and compensation as stipulated in the HR policies
  • Ensure the processing of the monthly HR payroll documentation on timely basis ensuring completeness and accurate documentation
  • Ensure that all exiting staff clearance forms are submitted before final dues are processed.
  • In collaboration with the finance team, ensure all staff are properly oriented and trained on the completion and submission of monthly Timesheets.
    Performance Management
  • Lead the performance management process including creating a plan to manage annual reviews, conduct training on goal-setting, utilize budgets to organize development activities and work one-on-one with managers and employees
  • Coordinate and ensure timely completion of the annual performance evaluation process.
  • Coordinate and ensure timely completion of the annual merit plan process
    Employee Relations and Discipline:
  • Lead all employee relations with professional grace; lead investigations to resolve issues/conflict in the workplace
  • Act as an impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements
  • Maintain an effective negotiation process and harmonious employee/employer relationship
  • Advise supervisors in determining appropriate disciplinary plans of action
    Staff Welfare:
  • Develop supportive plans of action for staff care, ensuring a comprehensive approach to support the well-being of staff and foster a positive working environment. Recommendations in this plan should address actionable activities and advice to support the morale and the social, physical, and psychological well-being of staff.
  • Work to actively engage in building trust with staff at all levels and in all roles.
  • Develop, gather and distribute Stress and Trauma Management (STM) educational reading and materials to all staff on a regular basis.
  • Develop & coordinate staff care services with other local agencies and professional organizations
  • A Master’s degree preferably in Human Resources Management
  • Should have a minimum of 7 years’ experience in Human resource management. Held a management position in a multi-cultural, multi-racial, multi-ethnic INGOs environment. A Senior HR manager in an organization with an international workforce spread across the globe will preferred.
  • Certification and membership with the Institute of Human Resource Management (IHRM).
  • Demonstrated ability to identify, recommend and implement best practice approaches that deliver rapid, consistent, high-quality HR management and service provision in a fast-paced organization
  • Proven abilities to effectively work with local legal counsel and government departments to rapidly identify host country legal requirements, for expatriate and national staff, negotiate approvals and constructively resolve HR legal issues.
  • Superb written and verbal communication skills required. Capable of managing conflict and conflicting views.
  • Must have work authorization for Kenya, AFIDEP will not sponsor work permits.
  • Possess IT skills and HR Information Systems (HRIS)
  • Legal knowledge/experience and understanding of host country government HR requirements, an added advantage.


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Only shortlisted applicants will be contacted.

AFIDEP is an Equal Opportunity Employer

About African Institute for Development Policy (AFIDEP)

In 2009, the African Institute for Development Policy (AFIDEP), an African-led, regional non-profit policy think tank, was established to help bridge the gaps between research, policy and practice in the areas of population change and sustainable development, and health systems strengthening in Africa. The purpose of AFIDEP’s work is to contribute to sustainable socio-economic development by enabling the formulation of policies and programme interventions that are informed by sound research evidence in these focus areas. Our Context In spite of on-going efforts to improve the utilisation of research evidence in decision-making in Africa, there remain major challenges. Available research is largely fragmented in different scientific publications and not appropriately packaged for use by decision-makers. Furthermore, the evidence often does not fully meet the policy and programme needs of decision-makers since they rarely contribute to the initial identification of the knowledge gaps that the evidence seeks to fill. Use of evidence is particularly weak in closing the big gap between policies and implementation, which remains one of the most critical development challenges in Africa. This is partly because there is limited research evidence to inform effective design and implementation of interventions that have the best potential to improve lives.