Regional People Partner – Africa Based in Nairobi,Kenya Fixed Term – 2 years at Catholic Agency For Overseas Development (CAFOD)

Post Title: Regional People Partner – Africa Based in Nairobi,Kenya

Job Profile

The Regional People Partner – Africa will be responsible for providing HR Partnership and advice across the full spectrum of people management activities including employee relations, organisation design, learning and development, employment law and salary benchmarking to our offices in Africa.

As part of the People, Culture and Change Group the People Partner will work in close collaboration with leaders and managers to enable delivery of organisational and team goals through excellent people management.

The post holder works alongside a team of People Partners based in the UK who offer peer support to each other in the provision of professional HR Advice and Partnership across the organisation. The People Partner will also work closely with the HR Services Team, Internal Communications & Staff Engagement Manager, Safeguarding Advisor and HR Focal Points in our national offices in Africa.

The post holder is line managed by the HR Advisory Team Manager.

Key Responsibilities

HR partnership and Support

· Working with all levels of management provide strategic support and problem solving in all areas of human resource management by providing advice and support to managers on a wide range of HR issues through the employee life cycle

· Build and maintain strong working relationships with managers, taking an active and accountable role influencing high level decision making on a range of operational matters.**

· Support managers in design and shaping of teams and jobs including advice on pay and benefits

· Ensuring regular communication with managers, building and maintaining strong working relationships.

· Travel to decentralised offices as appropriate to develop local capacity for human resource management in particular providing support for HR Focal Points (HRFPs) with Country Representatives with staff handbooks and local employment law and carrying out HR Audits providing recommendations where appropriate.

· Undertake salary benchmarking in Africa Offices to ensure our salaries are in line with the market as directed by the HR Advisor Team Manager

· Coach, support and empower managers to find solutions and implement best practice people management interventions**

· Chair the HR Focal Point Forum and provide training and mentoring to the HRFP’s as appropriate

· Engage with Staff Associations on people matters alongside the Director of People, Culture and Change **

· Ensure safe recruitment practices are consistent across our Africa Offices and in line with the Misconduct Disclosure Scheme and liaise the Safeguarding Advisory Team as and when appropriate **

Employee relations

· Support team leaders with the management of employee relations, including absence management, performance management, grievance and disciplinary

· Support and provide advice to staff on employee relations issues, offering and sourcing interventions (e.g. mediation) where appropriate

Learning & Development

· Develop and facilitate workshops on specific issues including running our People Management in CAFOD training and Dignity & Behaviour Workshops with the HR Advisory team

· Provide advice and support on appropriate learning and development needs for Africa Offices to feed into the annual training plan

· Champion organisational learning across offices in Africa by building personal credibility and role modelling desired behaviours

· Build managerial capability with regards to effective people management across our managers in Africa

· Provide training and informal coaching to increase the confidence of managers in handling performance issues and formal casework issues.

Support and advise on organisational change Organisational Development projects

· Support the delivery of the People Culture and Change strategy through participation and leadership of defined projects within the Africa region

· Undertake research, evaluation and project work as required.

· Participate in cross-organisational work that shares knowledge and expertise to support CAFODs vision, mission and values

· Develop and evolve initiatives that enable our people to deliver their work and equip them with the skills and knowledge they require

· Support the development of an internal culture in which each employee feels valued and aligned with our mission and purpose

This list of duties and responsibilities is by no means exhaustive and the post holder may be required to undertake other relevant and appropriate duties as required. This job description is subject to regular review and appropriate modification.

Safeguarding for Children and Vulnerable Adults <– delete/update greyed out area as applicable

CAFOD recognises the personal dignity and rights of children and vulnerable adults, towards whom it has a special responsibility and a duty of care and respect. CAFOD, and all its staff and volunteers, undertake to do all in our power to create a safe environment for children, young people and vulnerable adults and to prevent their physical, sexual or emotional abuse. CAFOD is committed to acting at all times in the best interests of children and vulnerable adults, seeing these interests as paramount. Any candidate offered a job with CAFOD will be expected to adhere to CAFOD’s Safeguarding policy and sign CAFOD’s Code of Behaviour as an appendix to their contract of employment and agree to conduct themselves in accordance with the provisions of these documents. This post involves contact with children, young people and vulnerable adults, or has responsibility for people who will do, and applicants will be subject to specific checks related to safeguarding issues. If based in the UK the post holder is required to present or obtain a Disclosure from the DBS (Disclosure & Barring Service). If the post is based outside the UK the post holder will be subject to a different checking process.

All offers of employment will be subject to satisfactory references, and appropriate screening checks can include criminal records and terrorism finance checks. CAFOD also participates in the Inter Agency Misconduct Disclosure Scheme. In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms his/her understanding of, and consent to, these recruitment procedures.

Person Specification

Essential Criteria

  • Understanding Catholic identity: Demonstrating an understanding of the identity of CAFOD as a Catholic agency, recognising and actively demonstrating the dignity of individuals.
  • Understanding CAFOD: Demonstrating how our values influence the treatment of our staff
  • Managing ourselves: Able to overcome barriers and find solutions to complex problems, sometimes in stressful and emotive circumstances.
  • Working with others: Able to influence and build professional partnerships with staff and managers.
  • Communicating: Able to communicate across cultures and with those at a distance.

· Looking Outwards: Have a sound understanding of HR practice within the African region and an understanding of external trends within HR practice**

· Achieving results: Delivers work within the context of an agreed strategy and work plan

· Managing our performance: Skills and abilities in coaching and mentoring, able to act as a business partner or advisor as needed

  • Taking the lead: Visible and approachable, able to adapt style and approach

Job-specific competencies

  • Full membership of IHRM (Minimum Bachelor’s degree in HR or related field)
  • Experience of working in an HR advisory role within an international organisation
  • Ability to manage cross organisational projects
  • Sound understanding of HR processes, including but not limited to change management, organisational development, ER case work, resourcing, compensation and benefits, policy development.
  • A willingness and ability to travel to overseas offices for 8 weeks approx a year **


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