Heifer International is an equal opportunity employer.  All qualified applicants will receive consideration for employment without regard to race, religion, colour, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with some form of disability.

• Staff feel motivated and valued by how Heifer treats them as an employer.
• Ensure an engaged, capable, diverse, and mission-driven workforce.
• Ensure program quality/excellence through competence and capability development.

• Facilitate Leadership Collaboration: Ensure regular and effective communication among Country Shared Leadership Team members, promoting cross-functional collaboration and shared decision-making.
• Shared Decision-Making Processes: Design and implement frameworks for collective decision-making, ensuring that decisions reflect input from relevant stakeholders at all levels.
• Role Clarification: Support the leadership team in clarifying roles, responsibilities, and areas of ownership, ensuring that authority is distributed appropriately across functions.
• Leadership Circles/Committees: Establish and coordinate cross-functional leadership circles or working groups to address specific strategic issues or projects.
• Foster a Culture of Shared Leadership from Frontline to Leadership: Work closely with the Country Director and Shared Leadership team to embed shared leadership values into the organizational culture through training, communication, and role modeling.
• Capacity Building: Develop and implement leadership development programs to enhance skills related to collaboration, communication, conflict resolution, and decision-making within a shared leadership framework.
• Team Building Initiatives: Organize team-building exercises to foster trust, collaboration, and a sense of collective ownership within the leadership team and across departments.
• Facilitate Open Communication Channels: Establish and maintain effective communication platforms (e.g., regular leadership meetings, online tools, feedback mechanisms) to promote transparency and ensure information flows across leadership levels.

• Co-develop HR strategies for Heifer International Kenya in conjunction with the vision, mission, and values of Heifer International and agreed Heifer Africa Values.
• Co-develop Heifer International Kenya’s annual People Work Plan and ensure implementation within the business partnering framework.
• Contribute Heifer International Kenya context insights to inform Africa and Global People Strategies and Policies.
• Develop solutions to diverse and complex problems within organizational policy, anticipating risks, and fostering a learning culture for continuous innovation.
• Ensure Kenya’s policies and procedures are fair and compliant with local labor laws, working with local legal advisors where necessary, and consulting the Region for policy interpretation.
• Uphold confidentiality in delivering the People function’s work.

• Define Objectives: Work with leadership and team members to clearly define the goals, scope, and objectives of the Community of Practice, aligning it with the broader organizational strategy.
• Identify Key Stakeholders: Engage key stakeholders from different departments to participate in the Community of Practice, ensuring cross-functional collaboration.
• Platform Management: Set up and oversee digital platforms for collaboration, knowledge sharing, and community discussions.
• Facilitate Meetings and Workshops: Organize and lead regular knowledge-sharing sessions to encourage dialogue, learning, and problem-solving.
• Curate Best Practices: Collect, document, and disseminate best practices and innovative solutions from team members across the organization.
• Resource Creation: Develop guides, toolkits, and other resources to support professional development.
• Foster Peer Learning: Encourage peer-to-peer learning and mentoring within the Community of Practice.
• Monitor Knowledge Gaps: Identify knowledge or skill gaps and collaborate with learning teams to address these needs.

• People Business Processes Management
• Performance Management
• Compensation & Benefits
• Learning & Development
• Organizational Development, Culture, and Change

• Ensure high standards for business processes, compliance, and continuous improvement.
• Guide managers on employee relations issues, maintaining confidentiality.
• Administer staffing changes, promotions, and terminations in consultation with line managers.
• Ensure compliance with Heifer policies and labor laws.

• Implement workforce planning and succession planning.
• Manage organograms and staffing pattern discussions with leadership.
• Oversee end-to-end recruitment and onboarding.
• Conduct recruitment monitoring and reporting.

• Advocate for a performance-driven culture.
• Ensure the enforcement of performance management processes and policies.
• Lead the implementation of a fit-for-purpose performance management system.

• Identify training needs and coordinate learning solutions.
• Develop an annual learning and development plan.
• Provide guidance on staff capacity building and in-house training programs.

• Promote shared leadership culture and integration strategies.
• Implement change initiatives to drive a positive work environment.
• Design and implement an effective organizational structure aligned with program needs.
• Promote a coaching and mentoring culture.

• Align goals and rewards across teams.
• Manage compensation reviews and benchmarking.
• Ensure equitable pay structures and internal consistency.
• Advise on staff benefits and collaborate with regional compensation leads.

• A Bachelor’s Degree in Human Resources, Business, or a related field. Continued HR education/certification is an added advantage.
• A minimum of 10 -12 years’ experience, 5 of which must be in managing HR functions in a dynamic organization.
• Experience in implementing strategy, meeting objectives, and working within a matrix structure.

• Excellent Organization Development/influencing skills, collaborative leadership, team management, active listening, negotiation, and presentation skills.
• Competence to build and effectively manage interpersonal relationships at all levels of the company.
• Good analytical skills. Effective negotiator, with the ability to positively influence cross-departmental and cross-sector working.
• In-depth knowledge of Kenya Labor Law.
• Previous experience with an International NGO is highly valued.
• Previous experience with HRIS.
• Local Human Resources Certification.

• Accountability
• Professional Excellence
• Humility
• Customer Orientation
• Empathy
• Innovation