Specific Duties:

Human Resources Function

• Lead the Human Resources function and manage the team that provides HR and Protocol services.
• Foster coordination and collaboration partnerships with functions directly engaged in research for development and those in support thereof.
• Ensure that the function serves the strategic and operational objectives of the organization by shaping the HR and protocol functions accordingly.
• Implement organisational design plans, including preparation and review of job classifications, job descriptions, job adverts, recruitment and associated systems.
• Implement talent management and succession planning initiatives.
• Ensure the effectiveness of the recruitment and selection process of regular and other categories of staff in compliance with the national legislations and existing policies and guidelines of icipe.
• Oversee the effective management of employment contracts and benefits for all categories of staff, including offers of employment, issuing of contracts, enrolment in insurance and benefits’ schemes, and effective onboarding of staff.
• Continuously improve HR policies, processes and procedures in consultation with the legal office.
• Provide advice on HR policy interpretation when required; and ensure that staff and managers know how to access them.
• Oversee reviews of salaries, and staff related insurances and other staff benefits, in accordance with policies and guidelines and to ensure equity and value for money.
• Lead the learning and development programmes, developing the capabilities and competences of research leaders, corporate services managers as well as research support staff, encompassing amongst others, both management/supervisory skills and soft skills.
• Implement skills capacity development programmes, aligned with the Centre’s plans and strategic goals.
• Effectively manage the annual performance management cycle, develop and implement performance management policies, systems, and tools and implement recognition and rewards policies.
• Take a leading role in enhancing employee relations by proactively engaging managers and staff across the centre, identifying means to enhance positive relations, and taking initiative to address employee concerns.
• Develop and implement HR information systems to support service delivery and decision making, specifically HR within ERP, staff attraction, staff recruitment, learning & development systems, staff performance management system, and management of consultants’ contracts and other supporting systems.
• Manage staff occupational health and safety matters and ensure compliance with national standards and international best practice.
• Oversee the effective management of the staff separation process.
• Provide strategic and tactical advice to the Director General on a diverse range of HR issues and
• make recommendations on improvement initiatives and various management projects as necessary.

Protocol and Liaison Function

• Oversee functions related to protocol and liaison especially in addressing immigration and diplomatic affairs. This responsibility ensures the maintenance of a close and cordial working relationship with the related Government entities.
• Ensure compliance with the terms and conditions of the Memorandum of Understanding with
• Governments, including conditions on immigration laws and duty-free privileges.
• Develop and enforce policies and procedures for the protocol and liaison function.

Additional responsibilities

• Expected to make decisions for the unit’s functions.
• Ability to think strategically, and to develop and execute strategic HR planning with high level of autonomy.
• Experience in managing a team.
• Responsible for centre-wide people activities.
• Contribute to the management of the centre wide communications activities.
• Establish and manage an annual budget for the HR functions in a responsible and cost-effective manner.
• Participate in HR and institutional development studies, where necessary and appropriate.
• Support the development and use of data driven decision making systems.
• Participate in resource mobilization processes and contribute to strategic mission and organisational development.
• Ability to build effective working relationships with a wide range of stakeholders with different cultural and disciplinary backgrounds, within and outside the organization.

Requirements/Qualifications

• Master’s degree or equivalent in Human Resources or a business-related field.
• Comprehensive knowledge of organizational policies and practices in research organizations is highly desirable.
• Good knowledge of labor laws in jurisdictions that icipe operates in.
• Excellent computer skills in various standard operational systems e.g., Microsoft and experience in the use of ERP systems
• Robust experience in HR project management and administration, ideally within international notfor-profit organizations or similar complex environments.
• Capacity to manage, supervise and evaluate the performance of staff.
• Capacity to network and collaborate with government functionaries and HR systems in other related organisations.
• Personal integrity and credibility.
• Excellent analytical and problem-solving skills, including conflict management skills.
• Ability to operate effectively with a high degree of independence.
• High degree of tact, discretion, and good judgement to effectively manage sensitive and confidential issues.
• At least 15 years of relevant experience in Human Resources, with increasing levels of responsibilities encompassing a broad spectrum of HR functional areas and including experience in international organizations.
• Demonstrated expertise in developing and implementing comprehensive HR strategies and policies, with a strong ability to oversee significant organizational initiatives and adapt to evolving workforce needs.