Human Resources Supervisor Job Vacancy in Kenya

Church World Service

Job Description

Position Title: Human Resources Supervisor

Reports To: Human Resources Manager

Division: CWS Africa

Department: Administration, Human Resources

Job Location: Nairobi, Kenya

Grade Level: Grade 7, Supervisor, National

Introduction: Church World Service (CWS) is a not-for-profit, faith-based organization transforming communities around the globe through just and sustainable solutions to hunger, poverty, displacement and disaster. CWS does not discriminate on the basis of race, color, religion, sex, national origin, gender identity, genetic information, age, disability or veteran status in employment or in the provision of services.

Primary Purpose:

The Human Resource Supervisor is responsible for Human Resource functions which include providing consultation to management on strategic staffing plans, budgets, compensation, benefits, training and development, labor relations and HR administration. This position will also have primary responsibility for is responsible for providing support to the various human resource functions of the Church World Service Africa programs. These functions include Human Resources Management, performance management overall HR system strengthening, Talent Acquisition and employee relations.

Under the support of the HR Manager, the HR Supervisor will actively participate in compensation, benefits and development and roll out of global HR initiatives.

This position supervises the Human Resources Officers

Essential Duties:

Human Resource Management

  1. Lead the periodic review of HR policies and procedures recommending changes to the management
  2. Overall in charge of interpretation and implementation of the HR policies
  3. Periodically review organizational charts to ensure that they are up to date.
  4. Ensure that steps and measures are put in place and documented with regards to workforce planning process and succession planning. Work with Supervisors to develop actionable annual leave plans
  5. Maintains up to date knowledge of International HR trends and proposes efficient and effective HR systems and processes to the leadership

Capacity Building and Partnership Management

  1. Provides support and strengthens the capacity of the HR Officers through delegation, coaching and mentoring.
  2. Provides cover and HR support across all HR focal points in the department through periodic visits and one on one discussions.
  3. Provides support and strengthens the capacity of the HR officers and team collaboration through, coaching and mentoring.

Policy and Management

  1. In coordination with the CWS Global HR, ensures that HR policies and practices are in compliance with applicable laws and regulations for the locations where CWS Africa operates in
  2. Works with CWS Corporate Center and CWS Africa supervisors to develop best practices in human resource management and to ensure implementation in a fair, consistent and transparent manner
  3. Reviews and updates the local SOPs and all other human resource policies as appropriate
  4. Provides supervision, support and guidance to the CWS Africa human resources staff
  5. Develops a recruitment strategy for staff; coordinates interviews and hiring processes; and ensures that newly hired staff members complete all necessary HR paperwork and receive proper onboarding
  6. Manages time and attendance monitoring and oversees the use of HR software
  7. Conducts research and provides recommendations to CWS Africa senior management on HR policy practices and developing staffing needs
  8. Oversees the management of the employee benefits program

Performance Management:

  1. Lead the implementation of the Performance Management policy, providing advice and support to employees and Supervisors.
  2. Lead in the planning, training and implementation of key performance management activities as defined in the performance management cycle.
  3. Produce periodic reports aimed at monitoring quality and compliance in the performance management policy.
  4. Manage performance and development of the HR Officers through setting challenging goals, providing continuous feedback, coaching, reviews and evaluations.
  5. Lead the orientation process of new staff in close coordination with departments’ heads, ensuring that all new staff are aware of IRC policies and procedure and the culture of the organization.
  6. Ensure all 90-day action plans and probationary evaluations are done on time, and confirmation letters issued.
  7. Produce relevant reports for management decision making.

Employee Relations:

  1. Work closely with the HR Manager to ensure employees are aware and abide by the relevant employee relations, engagement and inclusion policies and procedures.
  2. Lead on identified actions that are aimed to improve employee-management trust. This includes ensuring periodic employee meetings happen and identified actions are implemented.
  3. Train Supervisors and employees on application of the disciplinary and grievance management policies
  4. Where delegated, lead investigations into alleged violation of the HR policies.

HR Strategy and Systems Strengthening

  1. Support the HR Manager in developing the Incentive Worker Management policies, to include the following topics: recruitment, development, management, salaries, benefits and separation.
  2. Work with the HR Officer – Talent Acquisition to develop, implement and continuously monitor the effectiveness of recruitment policy.
  3. Work with the HR Officer – Benefits, Compensation and Systems to develop, implement and continuously monitor cost effective employee appreciation programs.
  4. Work with the HR Officer –to ensure planning, designing, and overall project management of the Duty of Care Initiatives and develop the policies.

Staff Care

  1. Oversees new staff member welcome and orientation
  2. Ensures that staff members understand and have access to benefits under their health insurance plans
  3. Identifies smart practices on staff care within the international NGO community, and integrates into CWS Africa’s approach
  4. Ensures that the HR unit is accessible and responsive to staff enquiries
  5. Ensures a harassment-free work environment, including through the fair and transparent application of CWS Africa sexual harassment policies
  6. Assists in the administration of employee recognition programs and help plan staff events

Workforce Planning:

  1. Coordinate with hiring managers to identify staffing needs in different areas and departments
  2. Communicate regularly with hiring managers and key stakeholders to understand current and
  3. future hiring needs and put in place the necessary measures to complete on these


  1. Support the end-to-end Recruitment Cycle (post vacancies, short-list CV’s, arrange interviews,
  2. Maintain candidate employment applications, conduct reference checks, extend offers, send regrets letters to unsuccessful applicants, update recruitment report, etc.)
  3. Conduct interviews for all positions within the organization.
  4. Determine selection criteria for candidates by liaising with managers and other members of staff
  5. Focus on key areas of the recruitment process such as gender, diversity and inclusion principles, communication throughout the recruitment process and the candidate journey, to ensure that CWS portrays a positive and attractive employer brand.
  6. Manage the internal recruitment process to the policy deadlines.
  7. Build and review CWS internal channels of recruitment, through the HR system, social media channels and other software, to ensure CWS reach is maximized.
  8. Review the entire end to end recruitment process on a regular basis and suggest areas of improvement.
  9. In collaboration with Hiring Manager and HRO Recruitment, manage compensation negotiations with selected candidates

Recruitment materials

  1. Review job descriptions in accordance with organization standards and general best practice.
  2. Review and amend interview assessments to ensure that they are adequate and serve the purpose of identifying the best candidates for each role.
  3. Review and amend interview guides, ensuring the structure and questions provide the hiring panel with the opportunity to identify the best fit for the role and the organization.

Contract Management

  1. Develop and disseminate offer letters and contracts to successful candidates.
  2. Work with the HRO Talent and acquisition to ensure the staff contracts are up to date.


  1. Ensure an onboarding program which is vital for improving employee retention rate
  2. Oversee the onboarding program for all new hires!
  3. Ensure the new hire have mentors


  1. Conduct background checks and run reference checks on selected candidates.
  2. Through the support of HRO Talent acquisition ensure all CWS new hires have valid background checks
  3. With the support of the HRO talent Acquisition conduct periodic check for all staff compliance documentation to ensure thy are renewed on time.

Reporting and Analysis

  1. Submit monthly recruitment report to the HRM for review.
  2. Prepare staff turnover reports.
  3. Maintain all documentation pertaining to Recruitment.
  4. Maintain the confidentiality of all sensitive HR/Recruitment information and other CWS RSC
  5. Africa pertinent information



  • Six (6) years equivalent paid work experience.
  • Four (4) years human resources experience required.
  • One (1) years Supervisory experience required.
  • Demonstrated experience with staff training and development required.
  • Previous experience working with an International NGO strongly desired.
  • Proven sense of professional discretion, integrity, and ability to manage situations diplomatically and to effective resolution.
  • Strong management, interpersonal and negotiation skills and a demonstrated ability to promote harmonious/cohesive teamwork, in a cross cultural context.
  • Diplomatic and strong acumen in establishing positive working relationships with employees and all other stakeholders to maximize cooperation and productivity.


  • Thorough knowledge and comprehensive understanding of U.S. and Kenya Labor Law and retirement benefits rules and regulations preferred;
  • Demonstrated knowledge of performance management systems and performance evaluation
  • Exceptional interpersonal communication skills;
  • Strong organizational and time management skills;
  • Computer literacy, with a strong emphasis on Microsoft Excel and Outlook

Education & Certifications:

  • Bachelor’s degree in Human Resources, Business administration or related field, or four (4) years additional work experience in lieu of a bachelor’s degree.
  • A member of Human Resource Management association or related preferred.


  • Supervise staff to ensure policies and procedures are implemented and executed in accordance with guidelines and standard operating procedures;
  • Maintain a high-performance standard with attention to detail, completing tasks within set timeframes;
  • Exercise good judgement and seek guidance as appropriate when confronted with unanticipated problems;
  • Deal effectively and courteously with a large number of associates, outside agencies, refugees and members of the general public;
  • Manage large and diverse workload under pressure with competing priorities.
  • Maintain the integrity of official records;
  • Analyse and solve complex problems and make sound decisions;
  • Work with minimal supervision
  • Maintain a high performance standard with attention to detail;
  • Work independently and contribute to overall operations of RSC Africa;
  • Actively participate in the implementation of the U.S. Refugee Admissions Program (USRAP).

Important Requirements:

  • Strong English communication skills, both written and oral.
  • Ability to work in a multi-cultural environment required.
  • Commitment to diversity, equity, and inclusion and willingness to support CWS’ Platform on Racial Justice as a CWS employee required.

Special Requirements:

  • COVID Vaccination is required for all successful candidates
  • The candidate should be of good health, willing and able to travel extensively in often difficult conditions, and have a high degree of flexibility. Must have proof of Yellow Fever vaccination before traveling for RSC Africa.
  • This position is based in Nairobi, Kenya
  • This position requires use of laptops at all time, competence in Microsoft office packages is required.
  • This position may require travel in sub-Saharan Africa on short notice and under sometimes difficult conditions to meet demands of a dynamic operational program.
  • Background check which includes references and an educational and criminal check is required before the start of employment.
  • A valid passport and the ability to maintain a valid passport throughout the entire appointment is required, which includes having enough passport pages for travel.
  • Physical: This position requires bending, squatting, crawling, climbing, kneeling, sitting, standing, walking, pushing/pulling, handling objects (manual dexterity), reaching above shoulder level, using fine finger movements and lifting/carrying heavy loads.
  • Environmental: Incumbents in this position will be exposed to excessive noise, marked changes in temperature and/or humidity, dust and infectious diseases, harsh weather climates, long work hours, bumpy roads, extended travel, excessive sun exposure, and non-ventilated spaces.
  • Full time
  • All employees should be prepared to work from the CWS office within their location of hire. Remote work arrangements may vary depending on location and the governing rulings regarding the COVID-19 pandemic

How to apply

To apply Log onto CWS Careers site: Work with CWS - CWS (

Disclaimer: Job Opening advertised to create a talent pool for future opportunities.