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.
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
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.
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.
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
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.
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:
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.
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.
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.