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KRA Jobs in Nairobi Kenya

Career Opportunities in Human Resources Management: Kenya Revenue Authority is the principal revenue collector for the Government of Kenya, with the principal goal to deliver Kenya to self-sufficiency through effective tax revenue mobilization.

In pursuit of this goal, KRA seeks to recruit a dynamic professional for its Human Resources Division for the position listed below:

Job Title: Chief Manager - Strategy, Planning and Policy

Reference Number: KRA/HR01/14
 
Supervisor: Deputy Commissioner - Human Resources
 
Location: Nairobi
 
Job Summary: The overall purpose of this role is to effectively lead the development and implementation of HR strategies, manpower planning and policies that enable the organisation meet its strategic, business and operational objectives.

The job holder will lead the execution of HR projects, contribute to the strategic and operational development of the HR service across KRA and ensure that policies and procedures reflect best practice and meet the needs of the organisation.

Key Responsibilities
  • Responsible for linking HR management to the Authorities strategic plan and determine the current and future HR needs based on the strategic goals.
  • Formulate strategies and develop strategic plans for the development and implementation of programs that promote human resource efficiency;
  • Oversee the development and review of HR Policies, frameworks and procedures to ensure compliance with legislative requirements, protection of KRA’s interests, reflection best practice and support of the delivery of KRA business objectives and promotes high standards of people management;
  • Carry out workforce demand and supply forecasting and submit proposals for approval;
  • Identify and recommend current and future HR needs for the Authority;
  • Oversee development of work plans, reports and budgets and ensure timely and cost effective project implementation;
  • Ensure that KRA’s HR policies are implemented properly and consistently and that there are effective systems of compliance and audit;
  • Lead and manage the HR strategy and policy team ensuring that it provides a high quality, professional corporate advisory service and delivers its planned outcomes and targets;
  • Lead or participate in HR and corporate projects and ensure that KRA’s people strategies reflect best practice;
  • Carry out research and data analysis on the subject matter of interest to the Authority’s Human Resource and develop first draft paper;
  • Monitor and evaluate divisions programs including impact assessment and provide recommendations on key HR issues;
  • Continuously review, and put forward proposals for ensuring that staff terms, conditions, remuneration and benefits of all employees enables KRA to remain competitive and enables it to attract the right caliber of employees;
  • Ensure maintenance of staff establishments, and organization structures; and
  • Perform any other duties as may be required.
Focus areas of responsibility
  • HR strategy, annual planning and budgeting
  • Policy development
  • Project execution and management
  • Research
Organisational Positioning
 
Report to: Deputy Commissioner - Human Resources
 
Direct Reports:
  • Manager - Strategy and Planning
  • Manager - Policy
Academic and Professional Qualifications
  • A Bachelor’s degree in Social Sciences or related field;
  • A Higher Diploma in Human Resource Management;
  • Membership to a relevant professional body; and
  • A relevant Master’s degree is an added advantage.
Experience
  • At least five (5) years’ managerial experience in strategy and policy development, manpower planning and project execution or related experience with exposure to a Human Resource Department in a large organisation.
  • Thorough knowledge and understanding of HR policy and employment law and its practical application;
  • Experience of working in a complex, public sector organisation providing professional advice to a range of stakeholders; and 
  • Experience of partnership working and project management.
Key Competencies
  • Strong managerial, administrative and leadership skills;
  • Excellent decision making capabilities;
  • Excellent oral and written communication skills to convey conceptual and complex ideas and information;
  • Strong analytical skills and ability to make evaluative judgement;
  • Computer proficiency in the standard packages - MS Office;
  • Demonstrable capability to drive performance and achievement;
  • Effective interpersonal skills and delivery techniques to interact with, engage and inspire his/her team; and
  • Proactive and self-driven with a capability of building teams.
Core Behavioural Competencies
 
Core competencies required for the role: These are patterns of behaviour which will be required for a
candidate to bring to this position in order to perform the required tasks and functions effectively.
 
Leading and deciding: Takes control and exercises leadership. Initiates action, gives direction and takes responsibility.
  • Deciding and initiating action: Makes effective decisions even under difficult circumstances. Takes responsibility and shows initiative.
  • Leading and supervising: Provides others with clear direction. Establishes standards of behaviour for others and motivates and empowers individuals.
Supporting and co-operating: Supports others and shows respect and positive regard for them in social situations. Puts people first, working effectively with individuals and teams, clients and staff. Behaves consistently with clear personal values which complement those of the organisation.
  • Working with people: Demonstrates interest in others, works effectively in teams, builds team spirit and shows care and consideration for individuals.
  • Adhering to principles and values: Upholds ethics and values, acts with integrity and promotes equal opportunities.
Interacting and presenting: Communicates and networks effectively. Successfully persuades and influences others. Relates to others in a confident and relaxed manner.
  • Relating and networking: Establishes effective relationships with customers and staff, networks effectively within and without the organisation and relates well to individuals at all levels.
  • Persuading and influencing: Makes a strong impression on others, gains agreement and commitment through persuasion and negotiation. Manages conflict effectively.
  • Presenting and communicating information: Speaks clearly and fluently, expresses opinions and arguments clearly and convincingly and makes presentations with confidence.
Analysing and interpreting: Shows evidence of clear analytical thinking. Gets to the heart of complex problems and issues. Applies own expertise effectively. Quickly takes on new technology. Communicates well in writing.
  • Writing and reporting: Writes clearly and succinctly in an interesting and convincing manner. Structures information in a logical manner to facilitate understanding by the intended audience.
  • Applying expertise and technology: Applies specialist technical expertise, develops job knowledge and expertise and shares knowledge with others.
  • Analysing: Analyses data of a verbal and numerical nature and other sources of information, breaks information down into components, probes for further information and generates workable solutions to problems.
Creating and conceptualising: Works well in situations requiring openness to new ideas and experiences. Seeks out learning opportunities. Handles situations and problems with innovation and creativity. Thinks broadly and strategically. Supports and drives organisational change.
  • Learning and researching: Learns new tasks quickly, remembers information and gathers data for effective decision-making.
  • Creating and innovating: Produces new ideas and insights, creates innovative products and solutions and seeks opportunities for organisational change and improvement.
  • Formulating strategies and concepts: Works strategically to attain organisational goals, develops strategies and takes account of a wide range of issues that impact the organisation.
Organising and executing: Plans ahead and works in a systematic and organised way. Follows directions and procedures. Focuses on customer satisfaction and delivers a quality service or product to the agreed standards. 
  • Planning and organising: Sets clear objectives, plans activities well in advance and manages time effectively.
  • Delivering results and meeting customer expectations: Focuses on customer needs and satisfaction, sets high standards for quality and quantity and consistently achieves set goals.
  • Following instructions and procedures: Follows instructions and procedures, adheres to schedules and demonstrates commitment to the organisation.
Adapting and coping: Adapts and responds well to change. Manages pressure effectively and copes well with setbacks.
  • Adapting and responding to change: Adapts to changing circumstances, embraces change, is open to new ideas and deals effectively with ambiguity.
  • Coping with pressures and setbacks: Works productively in a stressful environment, controls emotions in difficult situations and handles criticism effectively.
Enterprising and performing: Focuses on results and achieving personal work objectives. Works best when work is related closely to results and the impact of personal efforts is obvious. Shows an understanding of business, commerce and finance. Seeks opportunities for self-development and career advancement.
  • Achieving personal work goals and objectives: Accepts and tackles demanding goals, works longer hours when necessary and identifies opportunities for progressing to more challenging roles.
  • Entrepreneurial and commercial thinking: Keeps up to date with competitor information and market trends, identifies business opportunities and demonstrates financial awareness.

Job Title: Chief Manager - Pensions 

Supervisor: Deputy Commissioner - Human Resources
 
Reference Number: KRA/HR04/14

Location: Nairobi
 
Job Summary: The purpose of this role is to ensure effective and efficient management of KRA’s Staff Pension Scheme.

Key Responsibilities


  • Responsible for developing the fund strategy and structure in collaboration with the Trustees, investment managers and other advisers;
  • Act as the principal liaison with actuaries, fund managers, investment managers and consultants;
  • Ensure the Authority’s Pension Scheme is compliant with statutory requirements;
  • Monitor changes in the legal situation for pensions providers and developments in pension provision in order to ensure the optimum performance of the fund;
  • Oversee processing of payment of benefits to retirees and other beneficiaries of the scheme and service providers;
  • Manage contracts of service providers engaged for the scheme;
  • Prepare and submit quarterly and ad hoc administrative reports to the Board of Trustees;
  • Develop and review the Authority’s Pension Scheme rules and submit proposals to Board of Trustees for approval;
  • Communicate to Pension Scheme members on benefits and conduct member education;
  • Oversee preparation of statements for the scheme and co-ordinate audit of the scheme;
  • Provide update reports to trustees and pensions scheme members; and
  • Provide secretarial services to Trustees meetings.
Focus areas of responsibility
  • Pension management;
  • Stakeholder relations and management
Organisational Positioning
 
Reports to: Deputy Commissioner - Human Resources
 
Direct Report: Manager - Pensions Management

Academic and Professional Qualifications
  • A Bachelor’s degree in Social Sciences, Insurance or related field;
  • A Higher Diploma in Human Resource Management;
  • Membership to a relevant professional body; and
  • A relevant Master’s degree is an added advantage.
Experience
  • At least five (5) years’ managerial experience in pensions administration in a comparable organisation;
  • Proficiency in pensions administration; and
  • Sound working knowledge of pension’s legislation.
Key Competencies
  • Knowledge of relevant laws regarding pension schemes;
  • Strong administrative, managerial and leadership skills;
  • Excellent decision making and planning abilities;
  • Proactive and self-driven team player;
  • Excellent oral and written communication skills;
  • Computer proficiency in the standard packages (MS Office);
  • Effective presentation and analytical skills; and
  • Effective interpersonal and communication skills.
Core Behavioural Competencies
 
Core competencies required for the role: These are patterns of behaviour which will be required for a
candidate to bring to this position in order to perform the required tasks and functions effectively.
 
Leading and deciding: Takes control and exercises leadership. Initiates action, gives direction and takes responsibility.
  • Deciding and initiating action: Makes effective decisions even under difficult circumstances. Takes responsibility and shows initiative.
  • Leading and supervising: Provides others with clear direction. Establishes standards of behaviour for others and motivates and empowers individuals.
Supporting and co-operating: Supports others and shows respect and positive regard for them in social situations. Puts people first, working effectively with individuals and teams, clients and staff. Behaves consistently with clear personal values which complement those of the organisation.
  • Working with people: Demonstrates interest in others, works effectively in teams, builds team spirit and shows care and consideration for individuals.
  • Adhering to principles and values: Upholds ethics and values, acts with integrity and promotes equal opportunities.
Interacting and presenting: Communicates and networks effectively. Successfully persuades and influences others. Relates to others in a confident and relaxed manner.
  • Relating and networking: Establishes effective relationships with customers and staff, networks effectively within and without the organisation and relates well to individuals at all levels.
  • Persuading and influencing: Makes a strong impression on others, gains agreement and commitment through persuasion and negotiation. Manages conflict effectively.
  • Presenting and communicating information: Speaks clearly and fluently, expresses opinions and arguments clearly and convincingly and makes presentations with confidence.
Analysing and interpreting: Shows evidence of clear analytical thinking. Gets to the heart of complex problems and issues. Applies own expertise effectively. Quickly takes on new technology. Communicates well in writing.
  • Writing and reporting: Writes clearly and succinctly in an interesting and convincing manner. Structures information in a logical manner to facilitate understanding by the intended audience.
  • Applying expertise and technology: Applies specialist technical expertise, develops job knowledge and expertise and shares knowledge with others.
  • Analysing: Analyses data of a verbal and numerical nature and other sources of information, breaks information down into components, probes for further information and generates workable solutions to problems.
Creating and conceptualising: Works well in situations requiring openness to new ideas and experiences. Seeks out learning opportunities. Handles situations and problems with innovation and creativity. Thinks broadly and strategically. Supports and drives organisational change.
  • Learning and researching: Learns new tasks quickly, remembers information and gathers data for effective decision-making.
  • Creating and innovating: Produces new ideas and insights, creates innovative products and solutions and seeks opportunities for organisational change and improvement.
  • Formulating strategies and concepts: Works strategically to attain organisational goals, develops strategies and takes account of a wide range of issues that impact the organisation.
Organising and executing: Plans ahead and works in a systematic and organised way. Follows directions and procedures. Focuses on customer satisfaction and delivers a quality service or product to the agreed standards. 
  • Planning and organising: Sets clear objectives, plans activities well in advance and manages time effectively.
  • Delivering results and meeting customer expectations: Focuses on customer needs and satisfaction, sets high standards for quality and quantity and consistently achieves set goals.
  • Following instructions and procedures: Follows instructions and procedures, adheres to schedules and demonstrates commitment to the organisation.
Adapting and coping: Adapts and responds well to change. Manages pressure effectively and copes well with setbacks.
  • Adapting and responding to change: Adapts to changing circumstances, embraces change, is open to new ideas and deals effectively with ambiguity.
  • Coping with pressures and setbacks: Works productively in a stressful environment, controls emotions in difficult situations and handles criticism effectively.
Enterprising and performing: Focuses on results and achieving personal work objectives. Works best when work is related closely to results and the impact of personal efforts is obvious. Shows an understanding of business, commerce and finance. Seeks opportunities for self-development and career advancement.
  • Achieving personal work goals and objectives: Accepts and tackles demanding goals, works longer hours when necessary and identifies opportunities for progressing to more challenging roles.
  • Entrepreneurial and commercial thinking: Keeps up to date with competitor information and market trends, identifies business opportunities and demonstrates financial awareness.

Job Title: Chief Manager - Employee Relations 

Supervisor: Deputy Commissioner - Human Resources

Reference Number: KRA/HR03/14
 
Location: Nairobi
 
Job Summary: The purpose of this role is to develop and maintain a conducive employee relations environment through providing guidance on labour laws and practices, staff welfare, discipline and grievances as well as involvement in maintaining positive relationships. 

The job holder is responsible for developing and ensuring consistent application of employee relations policies and procedures. S/he will also monitor staff motivation levels with a view of promoting employee satisfaction.

Key Responsibilities
  • Contribute to the development and implementation of an employee relations strategy across KRA in collaboration with the Deputy Commissioner Human Resources and the Senior Management Team.
  • Lead employee relation projects and proactively work with HR colleagues in development of integrated solutions.
  • Spearhead the development and implementation of the disciplinary policy and manage the administration of all discipline/grievance issues as per discipline /grievance procedures.
  • Coach managers to handle disciplinary issues and devolution of disciplinary handling to line managers to ensure compliance to labour and government regulations relating to staff issues.
  • Liaise with Ethics and Integrity Department on disciplinary matters.
  • Communicate disciplinary decisions to staff and line managers and ensure proper implementation of actions.
  • Liaise with key committees and internal/external bodies shaping future policy in areas of employee relations and policy.
  • Play a leading role in developing a proactive and constructive dialogue with both the union officials and employees through regular engagement.
  • Act as the principal liaison with the union and leading the preparation of CBA Proposals and Coordination of the CBA negotiations and meetings.
  • Represent the KRA in the Industrial Court over all industry-related matters.
  • Liaise with the Legal Department on cases arising from the disciplinary process and represent KRA during court proceedings.
  • Enforce compliance with the Public Officers Ethics Act specifically regarding declaration of income, assets & liabilities.
  • Prepare disciplinary process impact assessment reports.
  • Perform any other duties as may be required.
Focus areas of responsibility
  • Employee relations;
  • Industrial relations;
  • Disciplinary process management;
  • Collective Agreement Bargaining; and
  • Liaison with the Labour Union.
Organisational Positioning
 
Reports to: Deputy Commissioner - Human Resources
 
Direct Reports:
  • Manager - Industrial Relations
  • Manager - Discipline
Academic and Professional Qualifications
  • A Bachelor’s degree in Social Sciences, Law or related field;
  • A Higher Diploma in Human Resource Management;
  • Membership to a relevant professional body;
  • A relevant Master’s degree is an added advantage; and
  • Any additional qualifications in Employee or Industrial Relations would be an added advantage.
Experience
  • At least five (5) years’ managerial experience in human resource management with at least two (2) years’ experience in labour and employee relations management; and
  • Experience in planning and delivering employee relations initiatives.
Key Competencies
  • Ability to assess potential problems and make sound judgements around issues that may have an adverse effect on the business from an employee relations perspective;
  • Strong people management skills, gained through managing and developing teams;
  • Sensitive people skills including a high level of emotional intelligence and a wide understanding of people issues;
  • Strategic leadership and management skills;
  • Complex problem solving and judgement and decision making skills;
  • Excellent communication and interpersonal skills;
  • Organizational and administrative skills;
  • Proficiency in MS Office packages;
  • Ability to effectively manage change;
  • Ability to build a cohesive work environment; and
  • Ability to engage stakeholders at all levels in the organisation.
Core Behavioural Competencies
 
Core competencies required for the role: These are patterns of behaviour which will be required for a
candidate to bring to this position in order to perform the required tasks and functions effectively.
 
Leading and deciding: Takes control and exercises leadership. Initiates action, gives direction and takes responsibility. 
  • Deciding and initiating action: Makes effective decisions even under difficult circumstances. Takes responsibility and shows initiative.
  • Leading and supervising: Provides others with clear direction. Establishes standards of behaviour for others and motivates and empowers individuals.
Supporting and co-operating: Supports others and shows respect and positive regard for them in social situations. Puts people first, working effectively with individuals and teams, clients and staff. Behaves consistently with clear personal values which complement those of the organisation.
  • Working with people: Demonstrates interest in others, works effectively in teams, builds team spirit and shows care and consideration for individuals.
  • Adhering to principles and values: Upholds ethics and values, acts with integrity and promotes equal opportunities.
Interacting and presenting: Communicates and networks effectively. Successfully persuades and influences others. Relates to others in a confident and relaxed manner.
  • Relating and networking: Establishes effective relationships with customers and staff, networks effectively within and without the organisation and relates well to individuals at all levels.
  • Persuading and influencing: Makes a strong impression on others, gains agreement and commitment through persuasion and negotiation. Manages conflict effectively.
  • Presenting and communicating information: Speaks clearly and fluently, expresses opinions and arguments clearly and convincingly and makes presentations with confidence.
Analysing and interpreting: Shows evidence of clear analytical thinking. Gets to the heart of complex problems and issues. Applies own expertise effectively. Quickly takes on new technology. Communicates well in writing.
  • Writing and reporting: Writes clearly and succinctly in an interesting and convincing manner. Structures information in a logical manner to facilitate understanding by the intended audience.
  • Applying expertise and technology: Applies specialist technical expertise, develops job knowledge and expertise and shares knowledge with others.
  • Analysing: Analyses data of a verbal and numerical nature and other sources of information, breaks information down into components, probes for further information and generates workable solutions to problems.
Creating and conceptualising: Works well in situations requiring openness to new ideas and experiences. Seeks out learning opportunities. Handles situations and problems with innovation and creativity. Thinks broadly and strategically. Supports and drives organisational change.
  • Learning and researching: Learns new tasks quickly, remembers information and gathers data for effective decision-making.
  • Creating and innovating: Produces new ideas and insights, creates innovative products and solutions and seeks opportunities for organisational change and improvement.
  • Formulating strategies and concepts: Works strategically to attain organisational goals, develops strategies and takes account of a wide range of issues that impact the organisation.
Organising and executing: Plans ahead and works in a systematic and organised way. Follows directions and procedures. Focuses on customer satisfaction and delivers a quality service or product to the agreed standards.
  • Planning and organising: Sets clear objectives, plans activities well in advance and manages time effectively.
  • Delivering results and meeting customer expectations: Focuses on customer needs and satisfaction, sets high standards for quality and quantity and consistently achieves set goals.
  • Following instructions and procedures: Follows instructions and procedures, adheres to schedules and demonstrates commitment to the organisation.
Adapting and coping: Adapts and responds well to change. Manages pressure effectively and copes well with setbacks. 
  • Adapting and responding to change: Adapts to changing circumstances, embraces change, is open to new ideas and deals effectively with ambiguity.
  • Coping with pressures and setbacks: Works productively in a stressful environment, controls emotions in difficult situations and handles criticism effectively.
Enterprising and performing: Focuses on results and achieving personal work objectives. Works best when work is related closely to results and the impact of personal efforts is obvious. Shows an understanding of business, commerce and finance. Seeks opportunities for self-development and career advancement.
  • Achieving personal work goals and objectives: Accepts and tackles demanding goals, works longer hours when necessary and identifies opportunities for progressing to more challenging roles.
  • Entrepreneurial and commercial thinking: Keeps up to date with competitor information and market trends, identifies business opportunities and demonstrates financial awareness.

Job Title: Chief Manager - HR Development and Performance Management

Reference Number: KRA/HR02/14

Supervisor:
 Deputy Commissioner - Human Resources
 
Location: Nairobi
 
Job summary: The purpose of this role is to support the achievement of a high performing talented organisation, centred on the delivery of quality customer service through training and development and performance management.

The job holder is responsible for leading the implementation of the Authority’s performance management system and ensuring there is adequate alignment between individual performance objectives and business objectives. 

S/he will guide management in cascading organisational objectives and goals to staff performance score cards.

Key Responsibilities
  • Participate in the formulation of the divisions strategies and objectives and oversee their implementation;
  • Lead the formulation of policies, operational guidelines, and procedures to optimise productivity;
  • Lead the process of training needs analysis; collate information on staff training and development needs and involvement in identification of suitable interventions for identified gaps to cover KRA’s current and future needs;
  • Oversee the implementation of training programmes ensuring the envisioned return on investment for the Authority is realized;
  • Lead the implementation of the Authority’s performance management system ensuring there is adequate alignment between individual performance objectives and business objectives and performance;
  • Guide management in cascading organisational objectives and goals to staff performance score cards including the identification of KPI’s formulation, formulation of SLA’s and other key measures to track performance;
  • Ensure performance management is integrated with all HR processes including recruitment, training and development, talent management and reward management;
  • Spearhead the formulation of policies, guidelines and frameworks that will guide the management of performance within the Authority;
  • Keep abreast of best practice and industry trends on learning and development and performance management and update practices accordingly;
  • Facilitate discussions with management to identify performance improvement initiatives and priority areas and continuously track current performance highlighting any areas of concern for immediate corrective action;
  • Establish tools, metrics, processes to track both individual and organizational performance, KPI’s, SLA’s and identify improvement areas to enhance productivity, quality and service excellence;
  • Lead the performance review processes and ensure staff comply with all procedures governing the process;
  • Guide leadership in the management of non-performance;
  • Train and coach staff on the Authority’s values, desired behaviours, competencies to ensure these behaviours are understood, cascaded in the organization and become part of the organisational culture;
  • Regularly review the performance appraisal tools and processes and make any adjustments to facilitate a seamless process; and
  • Coordinate and oversee the dissemination of information on performance to staff.
Focus areas of responsibility
  • Performance management
  • Training and development
  • Talent management
Organisational Positioning
 
Reports to: Deputy Commissioner - Human Resources
 
Direct Reports:
  • Manager - Human Resource Development
  • Manager - Performance Management
Academic and professional qualifications
  • A Bachelor’s degree in Human Resource Management/Social Sciences or a related field;
  • Higher Diploma in Human Resource Management;
  • Membership to a professional body (IHRM); and
  • A relevant Master’s degree is an added advantage.
Experience
  • At least five (5) years’ management experience in training and development support and performance management in a large organisation;
  • Experience in application of performance based resource management systems; and
  • Experience in engaging stakeholders at all levels in the organisations.
Key Competencies
  • Strategic leadership and management skills;
  • Good problem solving, judgement and decision making skills;
  • Excellent communication and interpersonal skills;
  • Well-honed organisational and administrative skills;
  • Strong change orientation;
  • Ability to build a cohesive work environment;
Core Behavioural Competencies
 
Core competencies required for the role: These are patterns of behaviour which will be required for a
candidate to bring to this position in order to perform the required tasks and functions effectively.

Leading and deciding: Takes control and exercises leadership. Initiates action, gives direction and takes responsibility.
  • Deciding and initiating action: Makes effective decisions even under difficult circumstances. Takes responsibility and shows initiative.
  • Leading and supervising: Provides others with clear direction. Establishes standards of behaviour for others and motivates and empowers individuals.
Supporting and co-operating: Supports others and shows respect and positive regard for them in social situations. Puts people first, working effectively with individuals and teams, clients and staff. Behaves consistently with clear personal values which complement those of the organisation.
  • Working with people: Demonstrates interest in others, works effectively in teams, builds team spirit and shows care and consideration for individuals.
  • Adhering to principles and values: Upholds ethics and values, acts with integrity and promotes equal opportunities.
Interacting and presenting: Communicates and networks effectively. Successfully persuades and influences others. Relates to others in a confident and relaxed manner.
  • Relating and networking: Establishes effective relationships with customers and staff, networks effectively within and without the organisation and relates well to individuals at all levels.
  • Persuading and influencing: Makes a strong impression on others, gains agreement and commitment through persuasion and negotiation. Manages conflict effectively.
  • Presenting and communicating information: Speaks clearly and fluently, expresses opinions and arguments clearly and convincingly and makes presentations with confidence.
Analysing and interpreting: Shows evidence of clear analytical thinking. Gets to the heart of complex problems and issues. Applies own expertise effectively. Quickly takes on new technology. Communicates well in writing.
  • Writing and reporting: Writes clearly and succinctly in an interesting and convincing manner. Structures information in a logical manner to facilitate understanding by the intended audience.
  • Applying expertise and technology: Applies specialist technical expertise, develops job knowledge and expertise and shares knowledge with others.
  • Analysing: Analyses data of a verbal and numerical nature and other sources of information, breaks information down into components, probes for further information and generates workable solutions to problems.
Creating and conceptualising: Works well in situations requiring openness to new ideas and experiences. Seeks out learning opportunities. Handles situations and problems with innovation and creativity. Thinks broadly and strategically. Supports and drives organisational change.
  • Learning and researching: Learns new tasks quickly, remembers information and gathers data for effective decision-making.
  • Creating and innovating: Produces new ideas and insights, creates innovative products and solutions and seeks opportunities for organisational change and improvement.
  • Formulating strategies and concepts: Works strategically to attain organisational goals, develops strategies and takes account of a wide range of issues that impact the organisation.
Organising and executing: Plans ahead and works in a systematic and organised way. Follows directions and procedures. Focuses on customer satisfaction and delivers a quality service or product to the agreed standards. 
  • Planning and organising: Sets clear objectives, plans activities well in advance and manages time effectively.
  • Delivering results and meeting customer expectations: Focuses on customer needs and satisfaction, sets high standards for quality and quantity and consistently achieves set goals.
  • Following instructions and procedures: Follows instructions and procedures, adheres to schedules and demonstrates commitment to the organisation.
Adapting and coping: Adapts and responds well to change. Manages pressure effectively and copes well with setbacks.
  • Adapting and responding to change: Adapts to changing circumstances, embraces change, is open to new ideas and deals effectively with ambiguity.
  • Coping with pressures and setbacks: Works productively in a stressful environment, controls emotions in difficult situations and handles criticism effectively.
Enterprising and performing: Focuses on results and achieving personal work objectives. Works best when work is related closely to results and the impact of personal efforts is obvious. Shows an understanding of business, commerce and finance. Seeks opportunities for self-development and career advancement.
  • Achieving personal work goals and objectives: Accepts and tackles demanding goals, works longer hours when necessary and identifies opportunities for progressing to more challenging roles.
  • Entrepreneurial and commercial thinking: Keeps up to date with competitor information and market trends, identifies business opportunities and demonstrates financial awareness.

Job Title: Chief Manager - Employee Resourcing and HR Administration

Reference Number: KRA/HR05/14
 
Supervisor: Deputy Commissioner - Human Resources
 
Location: Nairobi
 
Job Summary: The purpose of this role is to contribute to the achievement of a highly talented KRA workforce by ensuring efficient and effective recruitment and retention processes, administration of welfare and benefits programmes and maintenance of payroll.

Key Responsibilities


  • Strategically integrate managerial efforts to ensure the Authority’s staffing requirements are met;
  • Manage the recruitment, selection, contracting, induction, probation, staff deployment / redeployment processes to ensure that the Authority attracts and retains the required calibre of staff at appropriate staffing levels;
  • Lead the formulation of compensation strategy and policy aligned to KRA’s business needs and develop and manage related policy and procedures and systems;
  • Oversee regular preparation of relevant management reports, including weekly, monthly, quarterly and year-end reports;
  • Carry out annual reward related equality audits ensuring fairness and consistency in the operation of reward recognition and benefits strategies and related policy procedures and systems;
  • Develop and maintain ways to monitor and keep abreast of external job market reward recognition and benefits policies and explore progressive reward that optimizes the HR expenses budget;
  • Regularly review the Authority’s welfare and benefits plans against industry trends and best practice and identify and recommend areas for improvement;
  • Oversee the maintenance of all HR records to ensure integrity and confidentiality of the data is maintained;
  • Oversee salary administration and payroll management;
  • Manage the administration of the Human Resource Information System; and
  • Oversee dissemination of information on the Authority’s welfare and benefits schemes to ensure transparency.
Focus areas of responsibility
  • Recruitment
  • Compensation management
  • Welfare and benefits administration
  • Salary administration and payroll management
Organisational Positioning
 
Reports to: Deputy Commissioner - Human Resources

Direct Reports: 
  • Manager - Employee Resourcing
  • Manager - HR Administration
Academic and professional qualifications
  • A Bachelor’s degree in Social Sciences or related field;
  • Higher Diploma in Human Resource Management;
  • Membership to a professional body (IHRM); and
  • A relevant Master’s degree is an added advantage.
Experience
  • At least five (5) years’ managerial experience in human resource management with at least two (2) years’ experience in resourcing;
  • Excellent experience of recruitment and selection process including a thorough understanding and working knowledge of pre-employment checks; and
  • Experience of using a HR software system.
Key Competencies
  • Strong leadership orientation;
  • Good communication and interpersonal skills;
  • Excellent organisation skills;
  • Good attention to detail;
  • Personal motivation and drive;
  • Computer proficiency in the standard packages - MS Office; and
  • Proactive and self-driven with a capability of building teams.
Core Behavioural Competencies
 
Core competencies required for the role: These are patterns of behaviour which will be required for a
candidate to bring to this position in order to perform the required tasks and functions effectively.
 
Leading and deciding: Takes control and exercises leadership. Initiates action, gives direction and takes responsibility. 
  • Deciding and initiating action: Makes effective decisions even under difficult circumstances. Takes responsibility and shows initiative.
  • Leading and supervising: Provides others with clear direction. Establishes standards of behaviour for others and motivates and empowers individuals.
Supporting and co-operating: Supports others and shows respect and positive regard for them in social situations. Puts people first, working effectively with individuals and teams, clients and staff. Behaves consistently with clear personal values which complement those of the organisation.
  • Working with people: Demonstrates interest in others, works effectively in teams, builds team spirit and shows care and consideration for individuals.
  • Adhering to principles and values: Upholds ethics and values, acts with integrity and promotes equal opportunities.
Interacting and presenting: Communicates and networks effectively. Successfully persuades and influences others. Relates to others in a confident and relaxed manner.
  • Relating and networking: Establishes effective relationships with customers and staff, networks effectively within and without the organisation and relates well to individuals at all levels.
  • Persuading and influencing: Makes a strong impression on others, gains agreement and commitment through persuasion and negotiation. Manages conflict effectively.
  • Presenting and communicating information: Speaks clearly and fluently, expresses opinions and arguments clearly and convincingly and makes presentations with confidence.
Analysing and interpreting: Shows evidence of clear analytical thinking. Gets to the heart of complex problems and issues. Applies own expertise effectively. Quickly takes on new technology. Communicates well in writing.
  • Writing and reporting: Writes clearly and succinctly in an interesting and convincing manner. Structures information in a logical manner to facilitate understanding by the intended audience.
  • Applying expertise and technology: Applies specialist technical expertise, develops job knowledge and expertise and shares knowledge with others.
  • Analysing: Analyses data of a verbal and numerical nature and other sources of information, breaks information down into components, probes for further information and generates workable solutions to problems.
Creating and conceptualising: Works well in situations requiring openness to new ideas and experiences. Seeks out learning opportunities. Handles situations and problems with innovation and creativity. Thinks broadly and strategically. Supports and drives organisational change.
  • Learning and researching: Learns new tasks quickly, remembers information and gathers data for effective decision-making.
  • Creating and innovating: Produces new ideas and insights, creates innovative products and solutions and seeks opportunities for organisational change and improvement.
  • Formulating strategies and concepts: Works strategically to attain organisational goals, develops strategies and takes account of a wide range of issues that impact the organisation.
Organising and executing: Plans ahead and works in a systematic and organised way. Follows directions and procedures. Focuses on customer satisfaction and delivers a quality service or product to the agreed standards.
  • Planning and organising:  Sets clear objectives, plans activities well in advance and manages time effectively.
  • Delivering results and meeting customer expectations: Focuses on customer needs and satisfaction, sets high standards for quality and quantity and consistently achieves set goals.
  • Following instructions and procedures: Follows instructions and procedures, adheres to schedules and demonstrates commitment to the organisation.
Adapting and coping: Adapts and responds well to change. Manages pressure effectively and copes well with setbacks. 
  • Adapting and responding to change: Adapts to changing circumstances, embraces change, is open to new ideas and deals effectively with ambiguity.
  • Coping with pressures and setbacks: Works productively in a stressful environment, controls emotions in difficult situations and handles criticism effectively.
Enterprising and performing: Focuses on results and achieving personal work objectives. Works best when work is related closely to results and the impact of personal efforts is obvious. Shows an understanding of business, commerce and finance. Seeks opportunities for self-development and career advancement.
  • Achieving personal work goals and objectives: Accepts and tackles demanding goals, works longer hours when necessary and identifies opportunities for progressing to more challenging roles.
  • Entrepreneurial and commercial thinking: Keeps up to date with competitor information and market trends, identifies business opportunities and demonstrates financial awareness.

Vacancy: Deputy Commissioner - Head of Human Resources

Reference Number:
 KRA/HR05/14
Supervisor: Commissioner Corporate Support Services
 
Location: Nairobi
 
Job Summary: The purpose of this role is to effectively manage the human resources function in the Authority by ensuring optimal utilisation of resources, developing and building strong working relationships with KRA operating partners
and staff, driving the people management agenda through aligning human resources strategy to the business needs, implementation of human resource projects and effective resourcing solutions as well as managing employee performance.

Key Responsibilities
  • Provide leadership and ensure development of strategic initiatives for the HR department in line with KRA’s corporate strategy;
  • Provide to the Authority, an optimum number of well trained, appropriately skilled and highly motivated staff to meet its objectives;
  • Oversee the development, management and implementation of HR projects;
  • Oversee the human resources development function as well as monitor and measure resourcing solutions and assess the extent to which they are impacting attainment of the Authority’s overall goals and objectives;
  • Maintain good employee relations and effective staff disciplinary machinery;
  • Ensure awareness of the requirements of the employee legislation to ensure that the Authority complies with legal requirements;
  • Develop and maintain competitive remuneration and terms and conditions of service able to attract, retain and motivate professional staff;
  • Ensure all staff are compliant with the Public Service Commission requirements on the declaration of income, assets and liabilities;
  • Provide key input in the formulation of the Human Resources strategies and operational plans and support implementation and monitoring of the same;
  • Initiate and manage Human Resources Policies and Procedures that support retention of staff in the Authority and optimise productivity;
  • Regularly review divisional performance and establish areas requiring performance improvement;
  • Establish and maintain strategic relations with internal and external stakeholders for the benefit of the Authority in the realisation of its objectives;
  • Lead, guide and motivate staff in the human resources division, and provide advice to the Heads of Departments on HR issues;
  • Provide leadership in the collective bargaining discussions;
  • Develop effective evaluation framework for service delivery in the HR division;
  • Develop and maintain comprehensive employee records and information for use in planning and management decisions; and
  • Oversee the administration of the staff pension scheme in accordance with the relevant legislation, regulations and to the highest professional standards for the benefit of members.
Focus Areas of Responsibility
  • Strategy planning and policy;
  • HR development and performance management;
  • Employee resourcing and HR administration;
  • Employee relations and HR service delivery; and
  • Pensions Management.
Organisational Positioning
 
Reports to: Commissioner Corporate Support Services
 
Direct Reports:
  • Chief Manager - HR Development and Performance Management
  • Chief Manager - Employee Resourcing and HR Administration
  • Chief Manager - Service Delivery
  • Chief Manager - Employee Relations
  • Chief Manager - Pensions
  • Chief Manager - Strategy, Planning and Policy
Academic and professional qualifications
  • A Master’s degree in a relevant field and technical/professional qualifications;
  • A Bachelor’s degree in Social Sciences or related field;
  • Higher Diploma in Human Resource Management; and
  • Membership to a professional body (IHRM).
Experience
  • At least ten (10) years’ experience in human resource management with at least three (3) years’ senior managerial experience.
Key Competencies
  • Strong leadership and management orientation;
  • Good communication and interpersonal skills;
  • Business acumen and commercial skills;
  • Excellent organisation and administrative skills;
  • Solid knowledge of labour laws;
  • Personal motivation and drive;
  • Computer proficiency in the standard packages - MS Office; and
  • Proactive and self-driven with a capability of building teams.
Core Behavioural Competencies

Strategy
  •  Strategic thinking: Senior Managers who possess strategic thinking are able to think broadly around the many issues which affect organisations operating in increasingly complex environments. When developing a strategy for their own organisation, they are able to take a long-term view, to see beyond the obvious and to relate the potential impact of wider issues to their own organisation.
  • Systems thinking: Senior Managers who possess systems thinking understand that independent actions or activities can affect disparate parts of their organisation. They are knowledgeable about a wide range of functions across the business and how they interrelate, taking account of the impact of change across functions when developing strategy and considering change to existing systems or processes.
  • Awareness of the external environment: Senior Managers who possess an awareness of the external
  • environment are conscious of developments and trends in the world at large. They consider ongoing changes in society, government and legislation, their own industry and market, imagining the likely impact of these developments on their own organisation.
  • Initiating change: Senior Managers who initiate change are alert to the need for change before that need becomes manifest in the external or internal environment. They seek to influence changing events, encouraging the implementation of new policies, systems and practices. They are proactive in communicating the need for change to others and in monitoring the effects of change on the organisation.
Culture
  • Quality focus: Senior Managers who possess a quality focus demonstrate a personal commitment to high standards of excellence and challenge others to meet or exceed those standards. They introduce, develop and evaluate quality assurance systems and processes, creating a culture of continuous improvement within their organisation.
  • Teamwork focus: Senior Managers who possess a teamwork focus foster active cooperation among their colleagues in the pursuit of Board goals, resolving conflict by exploring differences in an open and sensitive way. They build team spirit and cohesion across functional boundaries in their organisation, encouraging a ‘team approach’ to problem solving and offering their own help and support.
  • People Resource focus: Senior Managers who possess a people resource focus have consideration for and respect the needs and feelings of other people. They are tolerant of differing points of view, recognising and valuing others’ contributions, abilities and opinions.
  • Organisational learning focus: Senior Managers who focus on organisational learning create an organisational climate which encourages people to learn from their successes and failures. They promote the development of systems and processes which enable all of the organisation’s stakeholders to give feedback, and use this information to re-focus business strategy, develop new organisational structures, revise existing functions and identify new products and services.
People
  • Communicating: Senior Managers who are well-developed at communicating are, first of all, good listeners. They communicate with others in a clear and concise manner and check to ensure that messages have been understood. They gain influence by the effective use of information, targeting their communication to meet the information needs of their audiences.
  • Creating a personal impact: Senior Managers who create a personal impact make an immediate positive impression on others. They establish a rapport quickly and project an aura of authority and credibility, persuading others to give their agreement and commitment. In situations where pressure or conflict arises, they retain their composure, using personal influence to achieve compromise.
  • Giving leadership: Senior Managers who are good at giving leadership provide a clear sense of direction to others. They are ready and able to take charge of a situation, organising resources and guiding others towards the successful completion of the task at hand.
  • Promoting development of others: Senior Managers who promote the development of others actively seek to encourage others to develop their own skills and talents. They create a positive organisational climate which fosters learning and development by evaluating their own and others’ performance fairly and objectively, providing honest and constructive feedback, and acting as coach or mentor when appropriate.
  • Networking: Senior Managers who possess the skill of networking use informal ’systems’ to get things done. They establish, maintain and develop a wide range of contacts which enables them to gather information and utilise the strengths and abilities of others in order to enhance organisational and personal performance.
Operations
  • Governance: Senior Managers who are skilled at governance know and understand their regulatory, fiduciary, and legal responsibilities. They respect their ethical and moral obligations and act with integrity at all times, setting high standards of ethical behaviour for everyone in the organisation.
  • Decision making: Senior Managers who possess the skill of decision making are willing to commit to a definite course of action and can support or defend their decisions with confidence. They make firm and timely judgements based on factual information and reasonable assumptions, using a variety of information sources and management tools and techniques.
  • Contributing specialist knowledge:Senior Managers who are able to contribute specialist knowledge possess a breadth and depth of technical knowledge and experience in their field. They maintain and develop this knowledge throughout their professional lives, keeping abreast of developments in their own and related industries and markets. They are willing to share their knowledge and experience with others, applying their specialist skill to improve the overall performance of the organisation.
  • Managing performance: Senior Managers who are skilled at managing performance seek constantly to maximise organisational effectiveness by monitoring and reviewing performance. They strive to balance performance based on short-term objectives against achievement of longer-term strategic goals. They require that sufficient data about financial and other parameters of organisational performance are available, assimilating it quickly and interpreting it objectively against appropriate benchmarks.
  • Analysing situations: Senior Managers who are able to analyse situations ensure that all of the relevant information has been gathered, linking it together to establish cause and effect and to identify any relationship between issues. They probe the facts and challenge assumptions, ensuring that all aspects of an issue are considered and debated thoroughly.
The Deputy Commissioner will among other duties be responsible for managing the Human Resources department as well as supervising the work of the Chief Managers.

How to Apply

If you meet the requirements stipulated, please apply, quoting the position title on or before Wednesday 17th December 2014. 

Applications including curriculum vitae, contact email and daytime telephone contacts, current position and remuneration, names and addresses of three referees should be emailed to esdkra@kpmg.co.ke. 


Only short-listed candidates will be contacted.

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