Senior People & Culture Partner/ HR Manager at United Bible Societies (UBS)

• Strategic Partner for leaders and client group:
• Work as first level consultant and initial point of contact with leaders and line managers to identify strategic people needs such as succession plans, team culture etc
• Acts as a thought partner with leaders and managers to improve people-related priorities.
• Assist leaders and managers with strategic planning and forecasting needs regarding people.
• Provides assistance and guidance to leaders and managers on the full range of P&C / HR activities associated with the rhythm of People Team business and service delivery to GMT.
• Coach leaders and managers on HR and people management processes and practice; recruitment, onboarding, performance management, workforce planning among others.
• Maintain current understanding of the GMT, strategy, priorities and people-related issues by becoming a valuable member of the assigned team(s) and within the People Team.
• Change Agent for client groups, advising leaders on all aspects of organisational development and imminent changes by:
• Collaborating with leaders and managers supporting the design of organizational structures, job roles and specifications.
• In consultation with the Director of People, function as the HR point person for leaders and managers going through organizational restructures.
• Evaluate the impact of proposed changes on employees, and manage change to minimize disruption to the business.
• Advise leaders and managers on the need for, development and ongoing changes of the department’s people plan.
• Actively partner with leaders and managers and work with them to collaboratively identify HR process and practice improvement.
• Employee Champion acting as a single point of contact and intermediary for employees, leaders and managers in the global mission team / or assigned team (s).
• Directing employees to the appropriate People Team member or other service provider contacts whenever enquiries, questions or escalations arise e.g. payroll issues.
• Provides guidance, counselling, and training to executive directors/line managers and GMT staff whenever employee relations issues.
• Assist leaders and line managers with issues related to interviewing, hiring, terminations, promotions, performance review, and other HR topics.
• Occasionally investigates and recommends solutions to employee relations issues in a quick and efficient manner.
• Functional Expert who works to:
• Maintain a current knowledge of legislation and regulation that relate to HR issues, and collaborate with the Director of People and other People & Culture Partners in developing appropriate policies and procedures.
• Collaborate with other People & Culture team members and the OLT (operational leadership team) on cross-functional HR initiatives that support current and future business strategies.
• Recruitment:
• Lead international recruitment campaigns and annual workforce planning process in collaboration with the Director of People and the other P&C team members.
• Retention:
• Change management initiatives as required.
• In collaboration with our P&C team members; support Line Managers capacity building on critical functions such as employee engagement, wellbeing, performance management and change management among others.
• Country Principal Statements (Contracts) and team handbook.
• Participate in policy updates e.g. Equality Statement, Redundancy, and Acceptable Behaviour, L&D manager to deliver a range of online capacity building programmes e.g. Develop an online onboarding process.
• Support People Administrator with all aspects of transactional HR – holidays, HR systems, reports, contracts, secondments and payroll, essentially Admin ‘back-up’ as this is currently a single point of failure, looking for ways to simplify processes.
• Support/assist with the structuring of Personnel Files and integration with Google Drive
• Health & Safety, Wellbeing and Engagement;
• Work with the Director of People to identify key risks, and put in place training, skill development, processes and systems to mitigate risk.
• Support Line Manager to support their staff with any welfare issues,
• Assisting the People Director to ensure all employment relationships are legally compliant through issuing contracts of employment, contracts for services or other contractual arrangements.
• Reward
• Work in close collaboration and in consultation with the Director of People on the Reward strategies for the organisation.
• Together with the People & Culture administrator, prepare relevant pay data for decision making andPay modelling in-country as required - to fit with specific recruitment requirements.
• Audit and make recommendations for the rationalisation of benefits (Pensions, holidays, medical)
• Audit and make recommendations rationalisation of employment models - in particular payment models.
• Global Reach
• Capacity building within the Fellowship in all areas of HR/ Organisational Development (as may be requested from time to time): HR Best Practices, HR professionals networking opportunities, growing local HR talent through involvement in recruitment initiatives, networking events, building opportunities to share expertise, providing a forum of support and expertise.

• Chartered Member of CIPD or equivalent professional body in the country of location with a minimum of a bachelor's degree in human resources management, organizational behaviour or related field. A Masters degree in a similar field (preferred)
• Experienced in operating in a multi-cultural environment with sensitivity to different world views and diverse contexts.
• Committed to the mission and aims of the United Bible Societies and comfortable working in a Christian organisation with sensitivity to the breadth of church support that UBS enjoys.
• Fluent in written and spoken English.
• Self-motivated, resilient and able to work at pace.
• Thrives in situations where there are diverse work demands and time pressures.
• Ability to challenge management thinking in a way that is persuasive and sensitive.
• Exercising wisdom - using experience and insights to solve complicated people problems.
• Strong customer focus, wanting to achieve a high level of service.
• Proactive, able to take calculated risks, flexible thinker and able to work across boundaries.
• Comfortable with ambiguity and change. including complex situations.
• Logical and able to see quick and easy solutions to problems.
• Have a good sense of humour with a positive 'can do' attitude.

• Experience in change management, consultations and conflict management is preferred.
• A Senior HR Professional able to deliver a broad variety of projects.
• At least five years' experience in HR Business Partnering or HR management / HR specialist role in a global/regional/multi-country context.
• Strong consultation skills and experience in influencing and interacting with senior leaders and line managers

Jobs in Kenya