Human Capital Development Manager Job in Nairobi, Kenya

Position: Human Capital Development Manager     
 

Level: Manager
 

Location: Nairobi (Kenya)
 

Our client, a leading manufacturer in the consumables industry is looking to hire a Human Capital Development Manager. 

The Human Capital Development Manage will ensure the business derives maximum value from its talent through appropriate training and development of its employees.  

In return, employees receive appropriate, timely and professional development that grows their capabilities and supports them in meeting their job, organizational and personal career objectives.

The Primary Duties of this role will include:

• In line with changing business objectives, evaluate the impact on processes, structures and jobs; articulate the need for change and present business case for transformation.
• Design, develop and document job families and career path models based on functional, managerial and behavioural competencies, incorporating technical ladders and management/leadership capability frameworks for each technical/professional discipline and contribution level (e.g. individual contributor, supervisor, manager, leader, executive);
• Design, develop and manage the execution of the Talent Development Framework based on the company’s talent requirements in the short and long term. 
• Liaise with all department to analyze the organization to determine its capability to sustain itself and articulate inherent and desired skills and document gap analysis using a variety of tools/inputs including regular consultation with all staff including the Senior Management Team
• Research, develop, design and recommend in-house /external learning and development interventions that address the learning and development gap identified, incorporating relevant industry established interventions, technical skills programs, training programs that lead to compliance with local legislation as well as management and leadership programs.
• Manage the on-boarding program and confirmation process of new members of staff
• Manage the performance management function in the organisation.  Develop and continuously improve on the performance management process ensuring that it is functional across the organisation and it is aligned to job, departmental and business objectives.
• Evaluate and recommend changes to reward and recognition policies; develop new and/or revise existing reward and recognition programs based on current trend analysis, policy and legislative direction
• Design, develop and manage the execution of a Succession Plan, identifying critical positions and possible successors to ensure continuity of business.

The ideal candidate will have the following required skills, qualities and competencies:

• A degree in human resource management (or related field with a Diploma in Human Resource Management) from an accredited institution of higher learning.  A Master’s Degree in Business is desirable.
• A minimum of 7 years’ experience in HR Management. This experience will comprise

1. at least 4 years’ experience in interviewing of which 2 years should be in interviewing management level positions using competency based assessments tools including psychometric profiling, and running assessment centres.
2. at least 3 years experiences in forecasting learning & development requirements based on skills gap analysis; development of training interventions and associate materials; development and execution of annual learning & development plans, determination of impact analysis.
3. Proven track record in creation and implementation of talent management and learning & development solutions.  An up to date TOT certificate is an added advantage
4. Strong knowledge base in competency framework development; career-pathing; work force planning, performance management, succession planning and recruiting strategy.
5. Experience in stakeholder management, team management, influencing/advising stakeholders on best HR practice related to talent management issues.
6. Mastery in facilitative skill and techniques.
7. Decision making – making decisions both operational and tactical, making recommendations on critical issues impacting the organisation, divisions, departments and business units
8. Positive, energetic self-starter with a high level of personal drive and resilience, who is organized, able to work within tight deadlines and operating with a high level of confidentiality.
9. Intermediate level proficiency in MS Office applications i.e. word, excel, PowerPoint, MS Project, Outlook
10. Intermediate knowledge in working with an integrated HR information systems and/or ERP system

How to Apply
 

If you are interested in the position and have the skills we are looking for, we would like to hear from you. 

Please apply on-line for this position and attached a copy of your updated resume together with details of your current salary and benefit package mycv@myjobseye.com