World Vision – Senior Manager-People and Culture.

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Job purpose

Provide support to the People & Culture (P & C) Director in staff management, transparent implementation of Human Resource Strategies and effective delivery of HR services ensuring high quality, accuracy and consistency of work.

Main Job Responsibilities

Work Force Planning & Talent Acquisition

  • Provide leadership to the Work Force Planning and Talent Acquisition for the National Office ensuring that World Vision recruits the right people in the right place at the right time that ensures achievement of World Visions diverse staffing needs.
  • Forecast the quantity and quality of workforce that World Vision Kenya will need to achieve immediate and future ministry goals.
  • Develop tools designed to support analysis of current workforce, future workforce requirements (for both growth and reductions), and gaps/surplus between present and future needs.

Learning and Development

  • Provide technical leadership and guidance for skill development activities, including integrating and mapping of skill development and learning across the office.
  • Identify the talent pipeline, focusing on the mission critical positions and emerging leaders, and supporting managers in the development of high potential leaders through providing key talent management tools.
  • Provide technical support and guidance to departments including integrating and mapping of skill development and learning across the national office so that efforts can be better leveraged between groups.
  • Prepare a National Office training calendar and follow up to ensure trainings are conducted and thereafter an evaluation is done against the gaps to measure effectiveness of such training interventions.

Employee Relations

  • Support managers to maintain positive staff relations for a harmonized employee relation.
  • Proactively identify and handle employee relations issues with a focus on conflict resolution while ensuring fair and consistent treatment of employees.
  • Ensure pro-active measures are taken to mitigate potential employee relations risks.
  • Ensure disciplinary procedures are administered in an equitable and fair manner are in compliance o the WVK Policies and procedures and meets all legal and labor regulations and requirements.
  • Ensure timely investigations and closure of disciplinary cases

People & Culture Policy Development and Implementation

  • Contribute to the development of People and Culture Policies, systems, procedures and processes.
  • Support P&C Director in the contextualization of key Partnership policies to ensure they are aligned with the local labour laws and best practice.
  • Advise and provide support to all staff on P&C policies and procedures for better understanding and clarity.

Risks and Liability Mitigation

  • Review organizational activities for potential and existing areas of risk exposure and advise P & C Director; make recommendations and appropriate risk transfer mechanisms to minimize liabilities.
  • Collaborate with external and internal auditors regarding audit findings/recommendations and implementation and ensure timely closure.
  • Manage all aspects of high-risk cases, including termination (i.e. Investigations, Case Management, and Risk Assessment)
  • Track the Audit reports and advise P & C Director on how to address the issues arising.
  • Maintain an updated Risk register with clearly defined risk mitigation measures

People & Culture Reports & Metrics

  • Design, create, implement and maintain People and Culture Dashboards and Reports.
  • Analyze trends and statistics of P & C data and provide recommendations to management.
  • Ensure alignment of organizational data management and record keeping strategies with technology.
  • Analyse Our Voice survey outcomes for WVK and prepare reports to advise on trends and insights and initiate dialogue for suitable intervention programs.
  • Work closely with the finance team to determine and manage annual department budget.
  • Ensure WVK gets best value for the money with all HR service providers. 

Team Management

  • Ensure strong and positive leadership is provided to the direct report reports
  • Develop a system to ensure that quality of work done by the direct reports is regularly reviewed, appraised and corrective action taken when necessary.
  • Ensure effective performance management for direct report and provide input in the performance management of indirect reports to ensure continuous professional development.

Collaborations and Networking

  • Engagement with strategic partners, linkages and networks & partnership development.
  • Participation in committee’s/taskforces inter-agency work groups and other networks as assigned.


  • Perform any other duties assigned from time to time.
  • Participate in Trans teams and support other initiatives by partners in the spirit of integration

Minimum education, training and experience requirements

  • Master degree in Human Resource Management/Development, Business Administration (Human Resource Management), Organizational Management, Public Administration or equivalent qualification from a recognized University
  • Minimum 10 years’ experience in human capital management of which five must be in a senior management position.
  • Full membership to the Institute of Human Resource Management (IHRM) with a current practicing certificate is a must; Active membership of other relevant professional bodies is an added advantage.
  • Prior experience in a management/supervisory role required.
  • Excellent verbal and written communication skills.
  • Good interpersonal relation skills.
  • Good knowledge & understanding of the labour laws in Kenya.
  • Proven broad – based experience in leadership, strategic management and results based management in human resources matters.
  • Possess cross-cultural sensitivity, knowledge and ability to work with people of diverse backgrounds and cultures.
  • Experience in International Non-Governmental Organisation
  • Skills in Conflict Management and Dispute Resolution.
  • Knowledge and understanding of how to conduct investigations into employee conduct.
  • Knowledge of best and current HR practices and approaches.
  • Ability to develop and manage department’s annual budget.
  • Change management capabilities and experience.


Applicant Types Accepted:

Local Applicants Only




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