Office                                :     VFU, Human Resources Manager

Reports to                         :     CEO

Provides supervision to    :     HR officer and training officer

Effective Date                   :     … . … (see bottom for approval box)

Purpose of the position:

Manages and coordinates the Human Resources functions for VFU including manpower planning, recruitment & selection, orientation, placement, compensation package, performance management, staff capacity building

Major Responsibilities: (please define in output format – 1-10 things of what you expect to see as a result of this position)

Key responsibilities and weighting (adds to 100%)   Key tasks & outputs   Indicators

1.            (20%) Ensure that HR is represented in all areas of the organization and that the HR manual, organizational structure and job descriptions are regularly updated and in compliance with VFU  & VFI standards.

Makes Board presentations of P & C matters            •           Provides general support services to branches on Human Resources issues

•           Updates the employee handbook on a per need basis, and ensures that all revision and addition to the policies are written in the employee handbook; Informs all concerned staff the changes entered into the employee handbook;

•           Ensures that good insurance covers for staff are in place that will be of benefit to the organization

•           All Policies  are updated 

•           As required quarterly present to board P &v C matters •           Manual updated and accessible to all staff in the organization

•           Periodic reports

•           Employee handbook in place

•           Updated JDs and organizational structure

•           All policies updated in line with local law & VFI  and approved by the board

•           Quarterly board presentations

2.         (10%) Staffing Plan   

•           Contributes and advises in senior management strategic planning, with particular responsibility for HR needs, policies and procedures;

•           Prepares and submits annual budget and plan for the approval of the SMT

•           Plans and implements procurements

•           Administers the logistics, safekeeping of the office premises and properties,          

•           Staff plan in place

•           Strategic HR policies are in place

•           Budget proposals and plan

3.          (15%)Recruitment, selection, orientation and placement      

•           Develops letters of appointment, transfer, promotion, and the like; and sends to the concerned staff after approval;

•           Conducts “due diligence” or the “fit and proper” test to assess the job applicant’s background and character;

•           Ensures that VFU maintains a standardized and systematic hiring and recruitment process; develops or updates hiring policies and procedures most appropriate to individual positions;

•           Coordinates all recruitment for VFU: reviews staff requisitions, supervises the hiring and contractual process, and arranges for the new employee’s orientation with the immediate supervisor   

•           Vacancy rate

•           # staff selected

•          (10%)  % staff retention

4.         (10%) Develop compensation  package         •           Reviews the benefits scheme (compensation, incentives, and other benefits) on an annual basis; ensures that it is properly administered in accordance with the employee handbook, and if necessary, recommends to the CEO the renewal of the scheme;

•           Conducts consultations with department heads to determine performance indicators and benchmarks per position;

•           Periodically carries out salaries and benefits surveys for the review process in order to develop and maintain a competitive compensation package and incentive schemes for staff.      •           staff salaries and benefit packages inline with industry levels

•           Salary and benefits survey reports every two years

•           Gets approval from the  VFI & board for all salary adjustments

5.         (20%) Performance appraisal

•           Develop, implement and monitor staff performance appraisals is done on a regular basis;

•           Reviews and upgrades the performance appraisal instrument, at least yearly to determine effectiveness and applicability;

•           Investigates all disciplinary and grievance cases with the respective staff, provides guidance, and corrective action through counseling, training, or instituting disciplinary procedures;

•           In consultation with the senior management, develops performance indicators and standards in promoting staff to higher posts;         

•           % staff undertaking performance appraisal

•           Updated performance appraisal tools in place

•           # Disciplinary actions taken

6.          (10%) Staff capacity building

•           Conducts periodic staff training needs and plans for capacity building- training and staff development;

•           Coordinates and develops the staff development strategy to make sure that the staff continues to achieve professional growth within VFU;    

•           % staff in training program

•           # days of training & # staff trained

•           Impact assessment reports

7.         (10%) Termination of staff   

•           Ensures that every management’s decision to demote or terminate a staff is in accordance with existing laws and regulations;

•           Prepares the Staff retirement and Staff Welfare programs    

•           No company allegations for illegal terminations

•           # staff welfare programs planned and conducted

•           Final payments and exit interviews

8.         And any other duties that may be assigned from time to time (5%)

Visit to the Filed operations  

•           And any other duties that may be assigned from time to time

•           Visit to the Field operations quarterly

•           Ensure quarterly reports on Field visits

 Other Competencies/Attributes:

• Must be a committed Christian, able to stand above denominational diversities
• Able to lead daily devotions

Qualifications:  Knowledge and Technical Skills:

The following may be acquired through a combination of formal or self-education, prior experience or on-the-job training:

• University degree preferably in human resources, social sciences, or psychology. MBA is added advantage  
• 5 Years’ experience as Head of Human resource Functions
• Familiarity with the relevant personnel management issues and trends
• Determined personality with initiative, perseverance and the ability to motivate and manage a team
• Capability and willingness to take responsibility and highly developed sense of integrity

• Ready to comply and live up to and in accordance with the organization Ideals and Core Values
• Be proficient in Micro Soft office applications
• Be a good trainer, facilitator, mentor, and coach
• Very good communication and marketing skills

Working Environment / Conditions:

• Office environment:  typical office based with some travel
• Travel:   80% Domestic and 20%international travel is desired.
• On call:   No in the after normal working hours