Head of Human Resources At PricewaterhouseCoopers


PricewaterhouseCoopers (PwC) is the interim Fund Manager for the Science for Africa Foundation (SFA Foundation). Part of the PwC mandate is organisational development, which requires the establishment and operationalization of the SFA Foundation, including set up of offices, systems, staffing, policies and procedures etc.

The SFA Foundation is a newly established pan-Africa organization that aims to support, strengthen and promote science and innovation in Africa. The goal of SFA Foundation is to support African scientists in addressing the continent’s most pressing challenges/developmental needs by generating knowledge that solves problems; making use of the knowledge/evidence to inform decision-making; and enabling scientists to collaborate effectively and nurture interdisciplinary expertise. The SFA Foundation is committed to improving the quality of lives for African people and to promote the uptake of research in communities, industry, private and the public sector. It is further committed to strengthening the entire research ecosystem by creating major STI programmes implemented through a well-established grant making scheme, advocacy and promotion of scientific excellence, with emphasis on intra-Africa collaboration and evidence-based policymaking mechanisms.

PwC is seeking to identify an inspirational and dedicated HR Professional to support the SFA Foundation as the Head of Human Resources (HR).

Position Overview

The Head of HR shall provide leadership of the human resource function in SFA Foundation. S/he will drive excellence through:

· Developing and implementing people strategy as well as systems and processes (such as performance management systems),

· Building the capacity of teams through appropriate learning opportunities,

· Promoting a healthy working environment through building a culture of trust, accountability and mutual respect.

This position ensures the overall provision of a high-level standard of HR services which includes developing, implementing and overseeing HR processes and procedures in accordance with the employment laws and global best practice.

Principal Duties and Responsibilities

The principal duties and responsibilities of the Head of HR will be as follows;

1. HR Leadership

· Develop and implement a HR Strategy that is aligned to the Foundation’s strategy;

· Establish annual HR work plan, set priorities, monitor work progress and ensure results are achieved according to schedule and set standards;

· Provide strategic leadership and oversight of all SFA Foundation HR processes

· Remain informed, on an ongoing basis, about current and changing HR related laws, policies and “best practices” to ensure that current and future staff policies, employment practices, and compensation packages are within the limits of established standards.

2. Organization Design and Change

· Develop the long term SFA organisational competence and capability aligning processes, workflow, procedures, structures and systems to fit current business and future realities and deliver the strategy;

· Design and implement human resource management policies and procedures, workflows and templates and strategies that fully comply with all people management and labor regulations; that are efficient, effective, timely and impactful in the management of people in the organisation and clearly contribute to the achievement of the organisations business strategy objectives;

· Design, direct and manage a process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management

· Set strategic HR and operational initiatives that are aligned to the SFA Foundation strategy (change management, culture, HR strategy and policy development);

· Plan and develop HR and operational annual plans, advise and recommend solutions;

· Direct a process of organizational planning that evaluate company structure, job design, and personnel forecasting throughout the organization. Evaluate plans and changes to plans. Make recommendations to senior management

3. Organizational Culture

· Create and sustain a work environment of mutual respect where team members strive to achieve excellence and continued learning;

· Support/ coach the senior leadership and line managers on continually promoting this culture.

· Manage employee communication and feedback through such avenues as meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.

· Monitor the organization’s culture so that it supports the attainment of the organizational goals and promote a positive culture so that it supports the attainment of the foundation’s goals and promotes employee satisfaction.

· Keep the Senior management informed of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately at the line management level.

· Maintain high morale through open, honest and consistent communication and meetings with employees

4. Performance and Rewards Management

· Drive a culture of high performance and productivity within SFA Foundation.

· Lead and facilitate the Performance management cycle: drive performance management – working with line managers make sure all employees have performance objectives that are SMART and aligned to their job descriptions with periodic performance reviews conducted monthly and formal documented reviews conducted semi-annually.

· Support line managers in setting performance expectations and conducting performance management evaluations in a timely manner to ensure superior levels of performance are maintained

· Develop and implement a compelling employee value proposition (EVP) based on career opportunities, organisation values and an attractive & effective reward and recognition scheme.

· Maintain a competitive remuneration position for the organisation to attract, recognise and retain talent, fully compliant to all statutory requirements, cognizant or current market practice and trends, favoring variable pay, anchored on the organisations ability to pay.

· Initiate and lead competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.

· Align the reward structure to embed a performance culture within the organization

5. Recruitment and Training

· Assume overall responsibility for coordinating the entire staff recruitment process and is required to put in place various recruitment methods to attract and maintain a highly skilled workforce

· Develop and manage implementation of staff training programmes. Conduct annual training needs analysis and puts in place training plans that will improve organisation performance and staff output.

· Lead the new employee orientation or onboarding, management development, cross-learning, the measurement of training impact, and training transfer.

· Provide a platform for mentorship and coaching to build staff capacity and competence.

· Provide career guidance and avail learning opportunities and assignments to enhance engagement and career progression.

6. Employee Relations and compliance

· Manage Employee Relations and engagement matters to drive harmonious employee relations. Advise line managers on people management and advocate for employees.

· Support and coach line managers on effective people management practices to ensure conflict is minimized and that win/win outcomes are sought in all grievance processes;

· Develop and manage the communication policy and processes to govern internal communication providing timely, concise, creative, accurate and user-friendly communication of all HR issues to all stakeholders.

· Present staff issues to management at a minimum every month and agree how to address the respective issues and feedback the decision to staff. Establish processes to monitor resolutions of issues highlighted as per the agreed way forward.

· Manage the administration of all discipline/grievance issues as per discipline /grievance procedure. Devolve disciplinary management to line managers and coach them on internal staff policies and statutory guidelines.

· Formulate and recommend Human Resources policies and objectives for the company regarding employee relations. Ensures that policies, procedures and processes are aligned to the employment law and global best practice

· Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation

7. HR Administration

· Provide leadership to the day-to-day operations of the department, while maintaining focus on the company’s strategic goals.

· Maintain custody of updated and accurate employee and general HR records in a confidential and secure manner, in full compliance to statutory requirements and regulations

· Ensure an efficient HRIS is in place to support the efficient day to day management of all HR processes.

· Plan and monitor the maintenance of monthly leave schedules and ensures that department heads and managers/ supervisors always provide appropriate levels of cover through effective annual leave planning.

· Prepare organisation staff costs forecasts and budgets – base pay, overtime, allowances, staff welfare, medical, pension and other benefits, contract and casual staff, statutory payments, etc.; based on projected headcount growth and current cost trends.

· Prepare periodic reports for management and the board as necessary or requested

8. Operations Management:

· Facilitate operational efficiency through ensuring the efficient running of all operational processes including but not limited to facilities management, general office administration and management of outsourced services.

Person Specifications

Academic Qualifications

· Bachelor’s degree in a business-related field/social sciences

· Master’s degree is preferred

Professional Qualifications

· Higher diploma in Human Resource Management and membership to IHRM

· Coaching training would be an added advantage

Experience and Knowledge

· At least 7 years human resource and administration management experience gained from reputable organizations, with at least three (3) years at a senior level;

· Diverse experience in human resource and administration management; exposure to the Kenyan Labor Laws

· Specialist knowledge in change and conflict management.

· Strong proficiency in technology including the Internet, Email, Microsoft Office applications especially in Word, Excel, and Adobe;

· Project management skills and the ability to develop plans, programs, SOPS, and coordination of workflows

Key Competencies

· Communication: Creates an environment that fosters open communication within the organization. Makes self-visible to staff by listening and communicating at all levels withing the organization

· Teamwork: Recognizes all opportunities to build teams, promotes initiatives that improve communication between units and encourages team working across teams and functions.

· Planning and Organizing: Comprehends business requirements and constraints and actively plans across multiple projects. Maintains an overview of the plans and drives corrective measures when necessary.

· Achieving results: Executes strategic initiatives in the unit without losing momentum at the agreed quality standards and timelines

· Leading and Supervising: Manages team performance, promotes a culture of learning and development.

· Knowledge sharing and learning: Takes an active interest in developing others, drives established systems for employee development and provides resources for developing subordinates.

· Judgement/Decision making: Takes responsibility and stays focused on key issues until an effective decision has been taken. Evaluates past decisions for insight and improved decision-making process.

· Change management: Monitors implementation of change management activities. Anticipates the need for change and dedicates the required resources; promotes and fosters acceptance of change.

· Resilience: Makes and carries through unpopular decisions that are in the best interest of the academy; clarifies direction and adapts to changing priorities and uncertain times.

How to apply

How to apply

Please submit your applications to: ke_sfa-recruitment@pwc.com by 05 January 2022.

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