Reference number: 2025004
Job status: In-progress
Job category: Local Position
Duty station: Nairobi, Kenya
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CIFOR-ICRAF
The Center for International Forestry Research (CIFOR) and World Agroforestry (ICRAF) envision a more equitable world where trees in all landscapes, from drylands to the humid tropics, enhance the environment and well-being for all. CIFOR and ICRAF are non-profit science institutions that build and apply evidence to today’s most pressing challenges, including energy insecurity and the climate and biodiversity crises. Over a combined total of 65 years, we have built vast knowledge on forests and trees outside of forests in agricultural landscapes (agroforestry). Using a multidisciplinary approach, we seek to improve lives and to protect and restore ecosystems. Our work focuses on innovative research, partnering for impact, and engaging with stakeholders on policies and practices to benefit people and the planet. Founded in 1993 and 1978, CIFOR and ICRAF are members of CGIAR, a global research partnership for a food secure future dedicated to reducing poverty, enhancing food and nutrition security, and improving natural resources. CIFOR-ICRAF is looking for a
Regional Human Resources Manager- Africa CIMMYT
Overview • 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. • 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. • 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 • Align country offices with organizational strategic objectives, policies, and compliance frameworks. • Support effective and transparent management practices within country offices. • Foster collaboration and identify support needs between country offices and HQ teams. • Assist in identifying and mitigating risks, while enhancing internal controls to ensure operational resilience and sustainability. • Manage employee labor relations, including conflict resolution and disciplinary actions. • Develop and implement annual training plans in line with the 2030 strategy. • Oversee HR initiatives, including OHS Programs and environmental well-being efforts
Duties and responsibilities
1. Strategic Support and Alignment
Conduct regular assessments of country office operations to ensure alignment with strategic objectives and regional priorities.
Review and provide insights on the impact of country office activities and initiatives.
Coordinate strategic planning and execution between country offices and HQ.
2. Governance and Compliance
Ensure adherence to organizational policies, DOA, and compliance standards.
Conduct reviews and spot checks to ensure compliance, recommending corrective actions for HR processes and activities.
Collaborate with Legal and other departments to review compliance and address irregularities.
Monitor ongoing compliance through regular reporting and data analysis.
3. Operational Effectiveness
Monitor operational performance, identifying inefficiencies in key HR processes at the regional level. Implement process improvements and training initiatives.
Ensure effective resource utilization and alignment with cost management strategies (structure, staffing, and work allocation).
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.
Contribute for HR to the opening or closing of country Offices in the Region.
4. Workforce and Talent Development
Evaluate and promote/ support leadership and management practices to enhance team engagement and morale.
Support talent development initiatives, focusing on building local/ regional capacity.
Work with relevant areas to address workforce gaps and strengthen team cohesion.
Develop and implement annual training plans with program leads/managers and HQ.
5. Risk Management and Compliance in HR processes
Ensure compliance with institutional policies and procedures (e.g., DoA for contracts).
Identify significant risks regarding staff relations/ management and coordinate actions to mitigate them.
Implement best practices in staff relations/ management across country/ regional offices.
6. Stakeholder Engagement and Representation
Strengthen partnerships with external recruitment companies and networks to boost the organization’s reputation and enhance talent attraction and retention.
Act as a representative of the Regional/HQ team in country offices, ensuring effective communication and coordination.
7. Environmental, Health and Safety Management
Oversee the implementation of Environmental, Health and Safety Programs.