Role Overview
The Chief Human Capital & Administration Officer (CHCAO) will play a pivotal role in shaping Agricultural Finance Corporation's (AFC) success by leading the HR and Administration functions with strategic acumen and deep knowledge of HR practices.
Key Responsibilities
- Strategic HR Planning: Collaborating with the executive team to align HR strategies with the organization’s overall business objectives. Developing and implementing HR plans and initiatives to support the corporation’s growth and productivity.
- Talent Acquisition: Overseeing the recruitment and selection process, ensuring the organization attracts and hires optimal talent. This involves developing recruitment strategies, conducting interviews for all positions, and working with line managers to assess staffing needs.
- Employee Relations: Managing employee relations, resolving conflicts, and ensuring a positive and productive work environment. Implementing policies and procedures that comply with labour laws and regulations.
- Performance Management: Developing and implementing performance management systems, including performance evaluations, goal-setting processes, and performance improvement plans.
- Training and Development: Identifying training needs within the organization and implementing employee development programs. This includes organizing workshops, seminars, and training sessions to enhance employee skills and capabilities.
- Compensation and Benefits: Overseeing the design and administration of employee compensation and benefits programs. Ensuring that AFC offers competitive salary packages and benefits to attract and retain optimal talent.
- HR Compliance: Ensuring compliance with labour laws, regulations, and corporate policies. Keeping up-to-date with changes in labour legislation and making necessary adjustments to HR practices accordingly.
- Employee Engagement: Promoting employee engagement initiatives to foster a positive workplace culture and increase employee satisfaction and retention.
- Succession Planning: Identifying and developing potential successors for key roles within the organization to ensure a smooth leadership transition.
- HR Metrics and Analytics: Analyzing HR data and metrics to measure the effectiveness of HR programs and initiatives. Using data to make informed decisions and improve HR practices.
- Diversity and Inclusion: Implementing strategies to promote diversity and inclusion within the organization, fostering an inclusive and equitable work environment.
- HR Technology Management: Overseeing the implementation and utilization of HR software and technology to streamline HR processes and improve efficiency.
- Employee Wellness Programs: Implementing wellness programs and initiatives to promote employee well-being and work-life balance.
- Administration Management: Overseeing critical aspects of administration, which encompass property management, transport management, and general facility management to ensure staff members have a conducive and well-maintained working environment.
Requirements & Person Specification
- Minimum period of twelve (12) years of relevant work experience, three (3) years of which must have been in at least the grade of Deputy Director or comparable position.
- Master’s Degree in Business Management, Human Resource Management, Sociology, or a related field from a recognized Institution.
- Bachelor’s Degree in Business Management, Human Resource Management, Sociology, or a related field from a recognized Institution.
- Higher Diploma in HRM OR CHRP (K) qualification.
- Full member of IHRM in good standing.
- A valid Practicing License from IHRM.
- Leadership course lasting not less than four (4) weeks from a recognized institution.
- Fulfil the requirements of Chapter Six of the Constitution of Kenya.
Key Competencies and Skills
- Communication and interpersonal skills
- Strategic thinking
- Analytical skills
- Innovation
- Management and Leadership
- Problem solving and negotiation
- Coaching and mentoring
- Ethical conduct and confidentiality
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