Main purpose of the role
The purpose of this role is to develop and embed a strategic HR function within the Africa team, working with the Executive Director of Africa as an HR strategist and thought partner and as an integral member of the Africa senior team. The role will also support another global function as a trusted HR Business Partner. As a senior member of the Global HR team, the job holder will play an active role in shaping and delivering CIFF\u2019s organizational-wide people strategy.
The individual will be expected to navigate through ambiguity, manage complex people related initiatives with a proactive and pragmatic approach and advise the EDs on those, while having a strategic lens in driving the execution of the people strategy for the teams on which they support. The role requires thought leadership, strategic thinking, planning and the ability to work at all levels, managing both ambiguity and detail as required. The role requires someone who can proactively operate autonomously, often within a challenging and complex external environment but also work collaboratively across the other HR teams.
Business partnering at CIFF means taking the lead on and managing all elements of a generalist HR role for the designated areas, at a strategic level, whilst ensuring effective delivery of the day-to-day operational agenda, spanning the attraction, development, reward, and retention of our talent. The team act as change agents working closely with the senior leaders and their teams to deliver and embed the People Strategy, upskilling people managers to enable the delivery of CIFF\u2019s strategic goals and contributing more broadly to the philanthropic sector and strategic grantees by leading the way with best-in-class HR practices. They, ensure a diversity lens across all HR activities with responsibility for building organisational and people capability through their excellent understanding of the foundation and the people challenges CIFF faces.
The role involves partnering with the EDs and Directors on change management in their teams, taking proactive measures to avoid employee related risks and ensuring forward thinking actions are undertaken to manage / mitigate risk and reputation. This individual will be responsible for managing complex ER issues in Africa and other teams as may be required. This individual will also work closely on ensuring that the Africa office is fully compliant on all HR aspects, working closely with the Director, People, SRHR, People Operations and Global Reward to achieve this.
The HR team:
This role reports to the Executive Director, People & Culture and will work alongside the small team of HR business partner colleagues across CIFF. Support to this role is provided by an HR Assistant, HR Business Partnering, who has a dotted line into this role.
Role\u2019s responsibilities
HR Leadership:
Play an active role, as a senior member of the HR team, in shaping CIFF\u2019s People Strategy Be accountable for adapting as needed and driving the execution of the People Strategy for Africa and for the global function this role also supports. Play a key role in positioning the HR team as true strategic partners to the business, aligning closely to the business sectors, and proactively working to understand their needs, anticipating the people implications and proactively planning and being one step ahead of providing the required support. Work closely with the ED People and Culture in building a Centre of Excellence for HR Business Partnering at CIFF, keeping abreast of best practice developments in the HR field and how they can be applied to the work the team does to enhance the value add delivered both internally and externally. Work collaboratively with other internal teams to develop and implement relevant risk management protocols, plans and frameworks, keeping CIFF staff at the centre. Inspire and mentor HR colleagues both to deliver exceptional performance for CIFF, and to maximise their personal potential. Act as a true ambassador for the People agenda within CIFF, behaving in a way which exemplifies CIFF\u2019s Leadership Behaviours and Code of Respect.HR Business Partnering
As a senior member of the team, provide up-to-date, professional advice to the EDs (Africa and one other global function), and Directors in the teams, to support the development of people strategies, policies, and initiatives in line with the overall CIFF People Strategy. Lead on talent management for their functions, proactively driving discussions around gaps in capability and ways to upskill teams. Work with the Africa leadership team and other dedicated sector leads to ensure that the people strategy is implemented and adapted based on business requirements. Lead on planning for business continuity by working closely with the leadership on second line readiness for key roles. Build expertise and execution around people management practice across the business. Manage all HR activity on behalf of the relevant business area including pay and performance review, reporting & analysis. Maintain a strong knowledge of employment law supporting in informing policy and/or process updates. Pro-actively use data, metrics, and evidence (including insights from internal surveys - Office Vibe and Your Say) to inform and drive decision making and change across their business areas. Work with the Director, People, Climate, CEO Office and Employee Engagement to drive initiatives to promote a positive and supportive work environment and build a culture of trust and psychological safety; Coach and provide feedback to key stakeholders to help improve business efficiency. Be jointly responsible with all team members under the leadership of the ED, People and Culture for a strong financial and commercial lens across all HR activities and supplier management. Ensure the Africa office is fully compliant on all HR aspects, working closely with the ED, Africa leadership and the Africa legal counsel on pre-empting risk areas, pro-active scenario planning and taking proactive measures to mitigate current and future risks. Closely collaborate with the Director, People, SRHR, People Operations and Global Reward on recurring compliance actions. Work with external parties where appropriate to ensure compliance is mitigated.
Employee Relations
Ensure that people management issues of change and growth are managed and develop workforce plans to ensure the right organizational design. Deliver practical day to day HR policy and practice and advice that fits the business and is not \u2018over engineered\u2019. Lead on all employee relations activity in their client groups, supporting and advising investigation and hearing leads on appropriate processes for disciplinary, grievance, or change management processes. Work collaboratively with the Director, People, SRHR, People Operations and Global Reward and their team to ensure an effective and efficient HR service across CIFF.Recruitment & Selection
Lead on all recruitment and selection in their sector teams \u2013 either directly at M2 (Senior Manager) grade and above, or overseeing recruitment below this grade - ensuring that the approach to recruitment and selection supports the People Strategy\u2019s priorities and CIFF\u2019s purpose, and CIFF\u2019s employer brand is built and maximised. Ensure that a best practice end to end process, using the enhanced and rigorous recruitment process and tools is followed, keeping headhunter involvement and spend to a minimum. Support hiring managers in designing job descriptions, hiring timelines and advertising outlets. Lead, participate in and manage panel interviews, leading final selection decisions and making offers to candidates.
Reward
Support the Director, People, SRHR, People Operations and Global Reward and play an active role in the annual pay review cycle, contributing to development of the pay review proposals and supporting processes and be fully accountable for the pay review cycle in their sectors. Support people managers in their client sectors through all reward processes acting as confidential advisors and experts to ensure CIFF\u2019s approach to reward is applied consistently and fairly across the foundation. Retain a strong awareness of pay across sector teams identifying changes, particularly in providing insights local to Africa. Identify areas of employment law change or requirements to inform reward policy and / or process updates.Learning and Development
Support the Global Head of L&D to develop and embed a first-class L&D strategy. Work collaboratively with the Learning & Development team in creating a coaching culture through the roll out of coaching skills across the foundation and working with the Executive Team and Directors to ensure they are embedded and sustained.Global Projects
Take the lead on key new HR initiatives and projects as required. Provide cover and support for the absences for other HR Business Partners.Requirements
Skills & Experience
Extensive and demonstrable experience of business partnering acting as a key strategic partner in all areas of HR and implementing organizational business strategies from a people perspective. Experience of managing complex stakeholders and operating as a trusted advisor across all organizational levels Confidential and discreet with experience operating in roles that have confidentiality at their core. A proven track record of coaching and developing teams. Excellent knowledge and competency in all the fundamentals of HR \u2013 Reward, Recruitment & Selection, L&D, Employee Relations \u2013 preferably with a strong grounding in the private sector International or NGO experience is desirable. Excellent up to date knowledge of employment law and best practice. Experience of using HR Information Systems. Outstanding communication skills, oral & written, influencing and negotiation skills Strong interpersonal skills with an excellent team work ethic. Highest levels of judgment and professional integrity. Knowledge and considerable use of psychometric testing activity and feedback.
Person Specification
Authentic leadership style with an innate understanding of leading self, others & organisations Ability to demonstrate a passion for CIFF\u2019s mission. Ability to quickly develop credibility; an active builder of strong trust-based relationships at all levels with differing levels of HR understanding and competency. A real \u2018people person\u2019 with excellent interpersonal skills and emotional intelligence. Highly curious, keen to continuously broaden business experience and master new knowledge. A strong work ethic, high energy, ability to work autonomously and manage own time well Flexible and adaptable, coping with changing workloads and requirements. Strong cultural awareness and sensitivity. Ability to maintain and handle confidential and sensitive issues acting with discretion, diplomacy, and tact Confident public speaker with the ability to present to groups
Benefits
The salary for the role is KES 13,200,000.
Alongside a competitive salary, we offer a generous benefits package here at CIFF that includes, but is not limited to the following:
Annual leave - 25 days per annum. Increasing by 1 day after each year of service, to a maximum of 30 days. Bonus - CIFF currently operates a discretionary bonus scheme. Training allowance Wellbeing allowance Life insurance Medical insurance
Please submit your application on or before Friday 11 April 2025. CIFF reserves the right to close the job advert early if we receive a high number of suitable applications.
CIFF is a place where everyone can grow, develop and fulfil their potential, and we welcome applications from all candidates who meet the requirements of our roles, regardless of their sex, gender identity, sexual orientation, race, national origin, cultural or ethnic background, disability, marital status, religious identity, or age.
And we are committed to making reasonable accommodations for any prospective or existing CIFF employees with disabilities. If an accommodation is needed to participate in our recruitment process, or to perform essential job functions once in role, please make your recruiter aware so we can ensure you are given the support you need.