Food for the Hungry is an international relief and development organization that answers God’s call to meet the physical and spiritual needs of the poor in more than 26 countries. Founded in 1971 by Dr. Larry Ward, Food for the Hungry exists to help individuals reach their God-given potential. In developing countries on nearly every continent, Food for the Hungry works with churches, leaders and families to provide the resources they need to help their communities become self-sustaining. When disasters strike, Food for the Hungry is often one of the first organizations on the ground to provide and facilitate emergency relief assistance to those in urgent need of food, shelter, and medical care. In 1976, Food for the Hungry (FH) provided emergency relief supplies to Kenya in the Marsabit district. In 2011, Kenya and four other countries experienced the worst drought in 60 years. Through livestock programs, the poor were able to sell their livestock to earn $2.2 million during the drought. This helped communities survive during the food crisis and water shortage. Presently, FH continues to work in Marsabit and three other districts to help rural communities. Click on icons to see how FH is working with Kenyan communities. Our work in Kenya is partially funded by a partner, the EEP Programme. The EEP Programme in Southern and East Africa is jointly funded by the Ministry of Foreign Affairs of Finland (lead donor), The Austrian Development Agency (ADA) and the UK's Department for International Development (DFID). For further information: http://eepafrica.org/Job Summary To provide comprehensive Talent & Culture support to across the FH Kenya’s Country Office by ensuring effective implementation of T&C policies, programs and related activities, and by supporting managers and staff in all T&C matters to enhance organizational effectiveness) Skills & Competencies Vibrant personal relationship with Jesus Christ  Excellent interpersonal relationship, report-writing skills and communications skills  Ability to handle sensitive information with confidentiality and professionalism. Strong administrative, organizational and multitasking skills with attention to detail Highly motivated, self-starter able to work on own initiative in difficult conditions  Understanding of   principles, best practices, and knowledge of labor laws & government regulations that concern workplaces and employment matters. Proficiency in Microsoft Office Suite is a must  Responsibilities Key Result #1 – Managing the recruitment and onboarding process Coordinate – in liaison with the Talent & Culture Manager & hiring manager the entire recruitment cycle, from formulating job advertisements to arranging interviews for specified positions ensuring vacancies are advertised appropriately with clearly stated Job Description  Confirm and affirm that due process has been followed in every employee Resourcing process.  Ensure that advertised vacancies have been longlisted/ shortlisted and the list forwarded to the Talent & Culture Manager/Hiring Manager.  Ensure timely feedback to unsuccessful candidates. Conduct reference check for successful candidates. Ascertain accuracy and completeness of the staff information and records: National ID/ Passport, Advert, Job description, Recruitment sheets, CV’s etc  Coordinate staff onboarding programs.  Prepare contracts, welcome notes and all other statutory documents for newly hired staff, temporary staff and Interns.  Issue onboarding surveys to new staff, prepare reports on the same and forward to the Talent & Culture Manager. Maintain schedules for contract expiry dates and probation period expiry dates and take necessary actions regarding continuing, renewing or terminating contracts. Coordinate staff exit and offboarding processes, including resignations and terminations, conducting exit interviews, processing final settlements and benefits, and ensuring proper handover and documentation. Key Result #2– Performance Management, Employee Relations & Engagement Support with the process of objective Setting, mid-year reviews and end of year appraisals. Coordinate and ensure timely completion of the annual performance evaluation process. Track performance review cycles to ensure timely completion and reporting.  Maintain accurate records of performance evaluations and recommendations for development actions. Support with employee relations, providing guidance on concerns, grievances, or conflicts, escalating serious cases to the Talent & Culture Manager. Support the rollout of well-being, recognition and staff care programs Work to actively engage in building trust with staff all levels in all roles. Support employee wellbeing and work–life balance by effectively managing leave schedules and leave balances across all offices, while ensuring compliance with leave policy. Maintain the Orange HR platform by creating and updating employee profiles. Support staff morning devotions and ensure necessary materials are available in goodtime. Support in developing /communicating a culture that reflects the organization's values, mission, and vision. Key Result #3- Learning, Development & Capacity Building Ensure onboarding of staff on the e-learning platform. Coordinate staff training including mandatory and FH Foundations trainings  Track training attendance and completion Collaborate with line managers to identify and document training needs to inform learning and development plans. In collaboration with the Talent & Culture Manager, support with succession planning.  Qualifications Degree in Human Resources or Business Administration with specialization in Human Resources. 3-5 years of prior work experience in a fast-paced HR environment within an NGO, with familiarity in human resources procedures and practices. Must be a registered member of IHRM with good standing. Certified Human Resource Professional (CHRP)