Director, Human Resource Management and Development at Nakuru County Government

Basic Salary Scale: Kshs. 124,630 – 172,350 p.m. Job Group CPSB 03 (R) Allowances as per the SRC circulars attached to the position. Terms of Service: Five (5) year contract

Requirements for appointment

• Served for a minimum period of fifteen (15) years, three (3) of whichshould be in the grade of Principal Human Resource Management and Development Officer, Job Group ‘N’ and above; 

OR

• Must have Served for a minimum period of fifteen (15) years, three (3) of which should be at Senior Management Level in the field of Human Resource Management and Development in the wider public service or the Private Sector;
• A Master’s degree in any of the following fields; Human Resource Management/Development or Industrial Relations from a recognized institution;
• A Bachelor’s degree in the following fields; Human Resource Management/Development or Industrial Relations from a recognized institution;

OR

• A Bachelor’s degree in Social Sciences such as, Sociology, Public/Business Administration, or any other relevant Bachelor’s Degree from a recognized university and a postgraduate Diploma in Human Resource Management
• Certificate in Strategic Leadership Development Programme lasting not less than six (6) weeks from a recognized institution;
• Must be a Certified Human Resource Professional (CHRP-K)
• Must be a Member of the Institute of Human Resource Management (IHRM) and in good standing;
• Have a Certificate in computer application from a recognized institution; and
• Should demonstrate merit and ability as reflected in work performance and results.

Duties and Responsibilities

• Recommending systems and management practices that facilitate efficient and effective management of the human resource management and development function;
• Providing guidance on execution and implementation of human resource management and development strategies and policies;
• Designing, planning and ensuring implementation of training guidelines for enhancing skills on human resources;
• Recommending performance improvement strategies that are adaptive to the changing environment and technology;
• Carrying out research on human resource management best practices;
• Aligning the human resource management and development strategy to the county strategy;
• Providing guidance on the implementation of human resource management and development policies, guidelines and regulations as issued by the County Public Service Board from time to time;
• Overseeing management and monitoring of employee relations, welfare and occupational health and safety policies to build a conducive work environment;
• In liaison with County Public Service Board, develop staffing norms, organization culture and modelling for optimal use of human resource;
• Monitoring implementation of Pay and Benefits Policy and suggesting areas of review;
• Management of the County Integrated Personnel Payroll Data (IPPD);
• Ensuring maintenance of an up-to-date human resource development database;
• Forecasting human resource development requirements for the public service through periodic training needs assessments and human resource surveys;
• Liaising with the national government on technical assistance programmes and scholarship opportunities for the County Public Service; 
• Monitoring and evaluating the impact of human resource training and development programmes in the County Public Service;
• Secretary to the County Human Resource Management Advisory Committee (CHRMAC); and
• Forecasting skill and competency requirements and devising strategies for bridging the gaps.