The International Maize and Wheat Improvement Center (CIMMYT) is a cutting edge, non-profit, international organization dedicated to solving tomorrow\u2019s problems today. It is entrusted with fostering improved quantity, quality, and dependability of production systems and basic cereals such as maize, wheat, triticale, sorghum, millets, and associated crops through applied agricultural science, particularly in the Global South, through building strong partnerships. This combination enhances the livelihood trajectories and resilience of millions of resource-poor farmers, while working towards a more productive, inclusive, and resilient agrifood system within planetary boundaries.
CIMMYT is a core CGIAR Research Center, a global research partnership for a food-secure future, dedicated to reducing poverty, enhancing food and nutrition security, and improving natural resources. The CIMMYT Regional office for Africa is located at the World Agroforestry Centre (ICRAF) at Gigiri, Nairobi, with country offices in Ethiopia, Senegal, and Zimbabwe.
In Kenya, CIMMYT is hosted by World Agroforestry (ICRAF), that is headquartered on United Nations Avenue, Nairobi.
We invite you to learn more about CIMMYT and World Agroforestry by accessing our web sites: www.cimmyt.org and www.worldagroforestry.org
CIMMYT is looking for a: Regional Human Resources Manager- Africa
\u2022 The Regional HR Manager will play a critical role in strengthening operational efficiency across country offices within the region for Human Resources. This position ensures that country offices are aligned with organizational goals, adhere to policies, and operate effectively within their strategic mandates. The role involves regular monitoring, capacity building, and strategic advisory to enhance overall performance and accountability.
\u2022 This position will support the Regional Director and Management by providing strategic leadership, aligning country/ regional activities with institutional goals, facilitating coordination between HQ and country/regional offices, and making localized decisions to address specific challenges and opportunities. Oversight, monitoring/ assurance and compliance are essential aspects of this function.
\u2022 Collaborate closely with other Regional Managers and focal points of the Operations Chapter to ensure the seamless adaptation and implementation of policies, procedures, and new system architecture (e.g., ERP and contract systems), focusing on process improvement while maintaining business continuity during the transition.
Objectives of the Position
\u2022 Align country offices with organizational strategic objectives, policies, and compliance frameworks.
\u2022 Support effective and transparent management practices within country offices.
\u2022 Foster collaboration and identify support needs between country offices and HQ teams.
\u2022 Assist in identifying and mitigating risks, while enhancing internal controls to ensure operational resilience and sustainability.
\u2022 Manage employee labor relations, including conflict resolution and disciplinary actions.
\u2022 Develop and implement annual training plans in line with the 2030 strategy.
\u2022 Oversee HR initiatives, including OHS Programs and environmental well-being efforts
Summary of responsibilities
1. Strategic Support and Alignment
\u2022 Conduct regular assessments of country office operations to ensure alignment with
strategic objectives and regional priorities.
\u2022 Review and provide insights on the impact of country office activities and initiatives.
\u2022 Coordinate strategic planning and execution between country offices and HQ.
2. Governance and Compliance
\u2022 Ensure adherence to organizational policies, DOA, and compliance standards.
\u2022 Conduct reviews and spot checks to ensure compliance, recommending corrective actions
for HR processes and activities.
\u2022 Collaborate with Legal and other departments to review compliance and address
irregularities.
\u2022 Monitor ongoing compliance through regular reporting and data analysis.
3. Operational Effectiveness
\u2022 Monitor operational performance, identifying inefficiencies in key HR processes at the
regional level. Implement process improvements and training initiatives.
\u2022 Ensure effective resource utilization and alignment with cost management strategies
(structure, staffing, and work allocation).
\u2022 Work with the regional Director and Country Offices, to include HR management, training,
support, well-being, and other relevant aspects in operational plans and budgets.
\u2022 Contribute for HR to the opening or closing of country Offices in the Region.
4. Workforce and Talent Development
\u2022 Evaluate and promote/ support leadership and management practices to enhance team
engagement and morale.
\u2022 Support talent development initiatives, focusing on building local/ regional capacity.
\u2022 Work with relevant areas to address workforce gaps and strengthen team cohesion.
\u2022 Develop and implement annual training plans with program leads/managers and HQ.
5. Risk Management and Compliance in HR processes
\u2022 Ensure compliance with institutional policies and procedures (e.g., DoA for contracts).
\u2022 Identify significant risks regarding staff relations/ management and coordinate actions to
mitigate them.
\u2022 Implement best practices in staff relations/ management across country/ regional offices.
6. Stakeholder Engagement and Representation
\u2022 Strengthen partnerships with external recruitment companies and networks to boost the
organization\u2019s reputation and enhance talent attraction and retention.
\u2022 Act as a representative of the Regional/HQ team in country offices, ensuring effective
communication and coordination.
7. Environmental, Health and Safety Management
\u2022 Oversee the implementation of Environmental, Health and Safety Programs.
\u2022 Collaborate with OHS specialists to train staff in health, safety, and emergency procedures.
\u2022 Collaborate with HR HQ to develop and implement environmental, health and safety
strategies and well-being initiatives that address country and regional needs and priorities.
8. Compensation and Benefits Management
\u2022 Develop and implement a global compensation and benefits strategy, including salary
evaluation, job grading, and compliance with local regulations.
9. Internationally Recruited Staff Management
\u2022 Coordinate on and off boarding of IRS with Programs, Country Offices and HQ HR. Provide
adequate level of administrative support to IRS and dependents.
10. Audit and Compliance Support
\u2022 Support all audit efforts on HR matters for staff and projects in all country offices.
\u2022 Ensure compliance with labor laws and update HR policies and procedures accordingly.
11. Tools and Systems Management
\u2022 Collaborate with HR HQ to develop, implement, and manage internal tools and systems
for HR reporting, and data analysis as well as staff management at the country/ regional
level.
12. Monitoring and Oversight
\u2022 Conduct ongoing monitoring and oversight of country office operations, ensuring they
meet HQ standards.
\u2022 Provide regular updates to HQ on the status of country offices, including KPI\u2019s.
\u2022 Coordinate with HQ to address issues identified during monitoring activities.
Requirements
\u2022 Bachelor\u2019s or master\u2019s degree in human resources management, Business Administration, or a related field.
\u2022 At least 8-10 years of progressive HR experience, including regional or multi-country management.
\u2022 Experience in human resources governance, compliance, and strategy alignment.
Personal attributes and competencies
\u2022 Ability to align HR activities with organizational goals and policies.
\u2022 Proven ability to lead, inspire, and develop HR teams across regions.
\u2022 Experience in driving change management initiatives and fostering a positive organizational
culture.
\u2022 Strong understanding of labor laws, internal controls, and audits.
\u2022 Experience developing and implementing training and capacity-building plans.
\u2022 Experience working in a regional or multi-site capacity, ideally within an international
organization.
\u2022 Proven experience in workforce planning, recruitment practices, employee relations,
performance management, and organizational development.
\u2022 Familiarity with HRIS systems.
\u2022 Excellent verbal and written communication skills in English, with cultural sensitivity for
diverse, multi-lingual teams.
\u2022 Proficiency in presenting HR data and insights to senior leadership.
\u2022 Ability to manage multiple priorities across regions with high attention to detail.
\u2022 Expertise in planning and implementing HR initiatives effectively.
\u2022 Adaptability and cultural sensitivity for working in diverse regional contexts.
Terms and conditions
\u2022 This is a Locally Recruited Staff (LRS) position and on competitive remuneration in local currency, commensurate with skills and experience.
\u2022 The appointment will be for two (2) years, including a six-month probationary period, with the possibility of extension contingent on performance, continued relevance of the position and available resources.
\u2022 The duty station will be in Nairobi, Kenya. Application process
Go to http://worldagroforestry.org/working-for-icraf/vacancies
\u2022 CV and Cover Letter should be in PDF and Labelled with the applicants First and Second Names.
\u2022 We will acknowledge all applications but will only contact short-listed candidates.
CIFOR-ICRAF is an equal opportunity employer. Staff diversity contributes to excellence.
Benefits