Talent and Culture Officer

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)
  

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.