794 Remote Hr Director Talent Acquisition Development jobs in Kenya

• Develop and implement comprehensive talent acquisition strategies aligned with organizational goals.
• Oversee the full recruitment process, including sourcing, screening, interviewing, and onboarding candidates.
• Utilize various recruitment channels, including job boards, social media, professional networks, and agency partnerships.
• Build and maintain a strong pipeline of qualified candidates for current and future hiring needs.
• Partner with hiring managers to understand their staffing requirements and provide expert guidance throughout the hiring process.
• Develop and manage employer branding initiatives to attract top talent.
• Ensure a positive and engaging candidate experience from initial contact to offer.
• Track and analyze recruitment metrics (e.g., time-to-hire, cost-per-hire, source effectiveness) to identify areas for improvement.
• Ensure compliance with all relevant labor laws and regulations.
• Manage and mentor junior recruiters or HR team members involved in talent acquisition.
• Contribute to the development and implementation of HR policies and procedures related to recruitment.
• Promote diversity and inclusion in all recruitment activities.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• Minimum of 6 years of progressive experience in Human Resources, with at least 4 years focused specifically on talent acquisition and recruitment management.
• Proven success in developing and implementing effective talent acquisition strategies.
• Strong understanding of various recruitment methodologies, sourcing techniques, and applicant tracking systems (ATS).
• Excellent interviewing and assessment skills.
• Exceptional communication, interpersonal, and stakeholder management abilities.
• Experience in building and managing employer brand initiatives.
• Knowledge of relevant labor laws and HR best practices.
• Ability to work independently, manage multiple priorities, and thrive in a fully remote environment.
• Strong analytical skills and proficiency in HR analytics.
• CIPD or SHRM certification is a plus.

• Develop and execute comprehensive talent acquisition strategies to attract and retain high-caliber candidates.
• Manage the end-to-end recruitment process, including sourcing, screening, interviewing, and extending offers.
• Partner with department heads to forecast hiring needs and build robust talent pipelines.
• Develop and implement employee relations programs to foster a positive and engaged workplace culture.
• Address and resolve employee grievances and conflicts in a fair and timely manner.
• Ensure compliance with all relevant labor laws and regulations.
• Develop and deliver HR policies and procedures, communicating them effectively across the organization.
• Oversee the onboarding process for new hires, ensuring a smooth and welcoming experience.
• Utilize HRIS and other systems to manage employee data and generate reports.
• Stay current with HR trends and best practices, recommending improvements to existing processes.

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Proven experience as an HR Manager or Senior HR Generalist, with a strong focus on recruitment and employee relations.
• In-depth knowledge of talent acquisition strategies and employment law.
• Experience with HRIS and applicant tracking systems (ATS).
• Excellent communication, negotiation, and interpersonal skills.
• Ability to handle confidential information with integrity and discretion.
• Strong problem-solving and decision-making abilities.
• Proficiency in virtual collaboration tools and remote work technologies.
• SHRM or HRCI certification is a plus.
• Minimum of 7 years of progressive HR experience.

• Serve as a strategic HR partner to assigned business units, understanding their goals and challenges.
• Develop and implement talent acquisition strategies to attract and retain top talent.
• Oversee performance management processes, including goal setting, performance reviews, and development planning.
• Advise on employee relations issues, ensuring fair and consistent application of policies.
• Collaborate on compensation and benefits strategies to ensure competitiveness and equity.
• Develop and execute organizational development initiatives to enhance employee engagement and productivity.
• Facilitate talent reviews and succession planning processes.
• Provide guidance and support on HR policies and procedures.
• Analyze HR data to identify trends and recommend data-driven solutions.
• Stay current with HR legislation and best practices to ensure compliance and mitigate risk.

• Bachelor's degree in Human Resources Management, Business Administration, Psychology, or a related field. Master's degree or HR certification (e.g., SHRM, CIPD) is a plus.
• Minimum of 6 years of progressive experience in Human Resources, with a strong emphasis on HR Business Partnering and Talent Management.
• Proven experience in talent acquisition, performance management, and employee relations.
• Solid understanding of labor laws and HR compliance requirements.
• Excellent communication, interpersonal, and influencing skills.
• Strong analytical and problem-solving abilities.
• Proficiency in HRIS systems and HR software.
• Ability to manage multiple priorities and work effectively in a fast-paced, remote environment.

Job Description
Background
UNDP is committed to achieving workforce diversity in terms of gender, nationality, and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.

UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

UNDP is the leading United Nations organization in fighting to end the injustice of poverty, inequality, and climate change. Working with our broad network of experts and partners in 170 countries, we help nations to build integrated, lasting solutions for people and planet. Learn more at or follow at @UNDP

The Human Resources (HR) unit provides support to Country Office (CO) management in ensuring that the office is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the CO's agenda and Sustainable Development Goals. The HR team applies strategic human resource management policies, procedures, programs and solutions – that leverage both technology and analytics – to promote a strong people management culture and high performing, diverse, inclusive and equitable workplace.

Under the overall guidance of the of the DRR (Operations) and the direct supervision of HR Associate, the Talent Development & Inclusion Associate ensures execution of transparent and efficient HR services in the CO. Promotes a collaborative, client-oriented approach and supports the maintenance of high staff morale.

The Talent Development & Inclusion Associate may supervise and lead clerical and support staff. The Talent Development & Inclusion Associate works in close collaboration with the Programme, Operations, and project teams in the CO, UNDP HQ OHR Business Partners, and staff in GSSC and other UN Agencies to exchange information and resolve complex HR-related issues.

Duties And Responsibilities
Ensure effective administration and implementation of HR strategies and policies.

• Ensure full compliance of records and reports with UN rules, regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and proper functioning of the HR management system and practices.
• In consultation with the direct supervisor and office management, support CO HR business processes mapping, and provide input to content elaboration and update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR. Adapt processes and procedures where necessary to meet the needs of CO.
• Provide information to management and personnel on the implementation of HR policies, corporate strategies, rules and regulations, HR business processes, and proper use of contractual modalities.
• Collect information and support to UNDP's participation in inter-agency exercises.
• Collect information on the risk management of Country Office HR activities to proactively manage and mitigate the risk.
• Support PSEAH Committee in creating awareness-raising in local communities on their rights, the fact that assistance to them is never to be conditioned on sexual favours and options for reporting incidents of sexual exploitation and abuse. Prevention.
• Support in providing awareness-raising material (such as "No Excuses") and sessions on PSEAH for all staff and other personnel in UNDP on a regular basis, including for new-comers.
• Support the PSEA Committee in making appropriate recommendations on enhancing prevention strategies. This could include collecting and analyzing information on actu-al/potential risk factors for vulnerability to sexual exploitation, abuse and harassment (SEAH) and elaborating measures to address them.
• Liase with HR colleagues in ensuring g procedures to guard against hiring of persons who have a record of SEAH offences are put in place and applied.

Provide HR services to the UNDP CO and other UN agencies, including recruitment and staffing.

• Implement recruitment processes in coordination with GSSC and locally with Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, providing support for the submission of compliance reviews as per the actions delegated to the CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions.
• Facilitate creation and update of positions in ERP (or create positions if delegated) and association and update of positions to chart fields, in coordination with budget owners.
• Monitor and track transactions related to positions, recruitment, through ERP and other relevant corporate platforms.
• Maintain local rosters relevant to Diversity & Inclusion.
• Support the validation of relevant cost-recovery charges for services provided by UNDP to other Agencies.
• Implementation of recruitment processes including drafting job description, provision of input to job classification process, vacancy announcement, screening of candidates, participation in interview panels.
• Provision of related human resource functions like recruitment and selection, benefit and entitlement administration, and similar functions.
• Assist in creating awareness through organization trainings on Gender, PSEA and disability and inclusion.
• Monitor and report on diversity and inclusion in the country office through development of HR related dashboard on these thematic areas
• Provide information for cost recovery bills and ERP for HR services provided by UNDP to other Agencies.

Ensure proper staff performance management, talent management and career development in CO.

• Provide background information and maintain related data acting as Secretary to formal CO management groups responsible for collectively reviewing and discussing CO staff performance, talent, and development needs.
• Provide assistance to Performance Management reporting and monitoring.
• Provide input to the CO-wide Learning plan's preparation in consultation with the Senior Management, HR Analyst, and Talent Development Manager.

Support facilitation of talent development, Inclusion and knowledge sharing in the CO.

• Support in organizing training for the operations and projects personnel
• Assist in the creation and implementation of a local onboarding plan, leveraging corporate resources.
• Synthesize lessons learned and best practices in HR as well as Diversity & Inclusion.
• Make sound contributions to knowledge networks and communities of practice.
• Spearhead the development of a yearly Whole Office Learning Plan, outlining talent management.
• Follow up and support mandatory courses learning by all staff and provide status report on the same.
• Promote, administer, and support enrolment in professional certification programmes and staff development programmes.
• Function as liaison between UNDP in Kenya and UNDP's global Talent Development Unit
• Encourage collaborative peer learning, coaching, and mentoring.
• Engage personnel in learning and development as faculty, participants, and experts.
• Encourage personnel to share their knowledge to grow the team capability.
• Promote on-the-job learning and ad-hoc learning events including brown bag lunches, webinars, and self-directed learning.
• Support personnel to take an active responsibility for their own career development.
• Support supervisors in championing the implementation of staff members' Career De-velopment Plans.
• Identify and promote available internal and external development opportunities.
• Support onboarding staff by promoting available development resource.
• Support as a key organizer of peer learning, brown bag sessions coaching and mentoring activities and, on the job, learning and ad-hoc learning events including brown bag lunches, webinars, and self-directed learning projects.
• Assist in the Development and implementation of strategies, and initiatives to promote diversity, equity, and inclusion within the office.
• Support leadership to ensure policies, procedures, and practices are inclusive and support underrepresented groups.
• Organize training sessions and workshops on Diversity & Inclusion issues.
• Analyze workforce data to identify trends, disparities, and opportunities for improvement in diversity and inclusion.
• Act as a resource for employees, providing support and guidance on D&I issues and fostering an inclusive work environment.
• Monitor the effectiveness of D&I initiatives and report progress to leadership.
• Partner with hiring units and recruitment focal points to attract and retain diverse talent through inclusive hiring practices.
• Collaborate with Managers and Peers to support diversity goals in the office.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.

Competencies
Core
Achieve Results:
LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline

Think Innovatively:
LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements

Learn Continuously:
LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback

Adapt with Agility:
LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible

Act with Determination:
LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident

Engage and Partner:
LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships

Enable Diversity and Inclusion:
LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination

Cross-Functional & Technical competencies (insert up to 7 competencies)
Thematic Area
Name
Definition
HR - Recruitment
Recruitment design and

management

Knowledge of, ability to design and manage end to end recruitment processes

Business Management
Digital Awareness and Literacy Ability to monitor new and emerging technologies, as well as understand their usage, potential, limitations, impact, and added value. Ability to rapidly and readily adopt and use new technologies in professional activities, and to empower others to use them as needed. Knowledge of the usage of digital technologies and emerging trends.

Business Management
Customer Satisfaction/Client Management Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions, and deliver timely and quality results and/or solutions to fulfil and understand the real customers' needs. Provide inputs to the development of customer service strategy. Look for ways to add value beyond clients' immediate requests. Ability to anticipate client's upcoming needs and concerns.

Business Management
Communication Ability to communicate in a clear, concise and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience. Ability to manage communications internally and externally, through media, social media, and other appropriate channels.

Business Management
Monitoring & Evaluation Ability to systematically monitor results of strategies, programmes, and activities with a view to make sure that they are being implemented effectively; Ability to provide managers and key stakeholders with regular feedback and reporting on the consistency or discrepancy between planned activities and programme management and results. Ability to make independent judgment of the management and results of strategies, programmes and activities based on set criteria and benchmark, keeping in mind the needs and concerns of client, current and upcoming. Knowledge and understanding of monitoring and evaluation frameworks, concepts, methodologies, systems, processes, and tools. Ability to make an independent judgement based on set criteria and benchmarks. Ability to anticipate client's upcoming needs and concerns

HR - Talent management
Career management and support Ability to design career management and support frameworks, processes and programmes, identify relevant resources to support individuals in assessing their career aspirations and preferences, designing and implementing career development strategies

HR - Talent management
Diversity and inclusion Ability to design and deliver diversity and inclusion approaches; ability to integrate diversity and inclusion considerations into the specific people and organizational strategies, policies and initiatives; knowledge of the theory and methods to mitigate biases and eliminate discrimination; knowledge of practical ways to increase participation of under- represented groups in the workforce; knowledge of inclusive workplace practices and behaviours

Education
Required Skills and Experience
Secondary education with specialized certification in HR is required. Or

A university degree in Human Resource, Business Administration, Public Administration, or an equivalent field will be given due consideration, but it is not a requirement.

Experience
Minimum of 6 years (with high school diploma) or 3 years (with bachelor's degree) of progressively responsible HR and/or administrative, talent development experience at the national or international level is required.

Required Skills
Experience in the use of computers and office software packages (MS Word, Excel, etc.) and advanced knowledge of web-based management systems such as ERP.

Desired skills in addition to the competencies covered in the Competencies section:

• Experience in management of learning & development functions.
• Experience and knowledge of recruitment procedures of national/international organizations.
• Experience in Diversity & Inclusion practices national/international organizations.
• Experience in preparation and presentation of reports and overviews.
• Knowledge of project management processes monitoring & evaluation tools.

Equal opportunity
As an equal opportunity employer, UNDP values diversity as an expression of the multiplicity of nations and cultures where we operate and, as such, we encourage qualified applicants from all backgrounds to apply for roles in the organization. Our employment decisions are based on merit and suitability for the role, without discrimination.

UNDP is also committed to creating an inclusive workplace where all personnel are empowered to contribute to our mission, are valued, can thrive, and benefit from career opportunities that are open to all.

Sexual harassment, exploitation, and abuse of authority
UNDP does not tolerate harassment, sexual harassment, exploitation, discrimination and abuse of authority. All selected candidates, therefore, undergo relevant checks and are expected to adhere to the respective standards and principles.

Right to select multiple candidates
UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.

Scam alert
UNDP does not charge a fee at any stage of its recruitment process. For further information, please see

• Serve as a strategic HR partner to assigned business units, aligning HR strategies with organizational goals.
• Lead and manage talent acquisition, including recruitment, interviewing, and onboarding processes.
• Develop and implement performance management systems, providing guidance on employee development and career pathing.
• Oversee employee relations, addressing grievances, and ensuring a positive and productive work environment.
• Design and facilitate employee engagement initiatives and programs to foster a strong organizational culture.
• Administer compensation and benefits programs, ensuring competitiveness and compliance.
• Provide coaching and support to managers on HR-related matters, including conflict resolution and change management.
• Ensure compliance with all labor laws and regulations.
• Analyze HR metrics and trends to identify areas for improvement and propose data-driven solutions.
• Contribute to the development and implementation of HR policies and procedures.
• Champion diversity, equity, and inclusion initiatives within the organization.

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree or HR certification (e.g., SHRM-CP, PHR) is highly preferred.
• Minimum of 6 years of progressive experience in Human Resources, with a strong background in talent management and employee relations.
• Proven ability to build and maintain strong relationships with employees and management.
• Excellent understanding of employment law and HR best practices.
• Strong analytical and problem-solving skills, with the ability to interpret HR data.
• Exceptional communication, interpersonal, and influencing skills.
• Experience in organizational development and change management is a plus.
• Ability to work independently and as part of a team in a fast-paced environment.
• High level of integrity and discretion in handling confidential information.

• Serve as a strategic HR partner to assigned business units.
• Provide guidance on talent acquisition, retention, and succession planning.
• Oversee performance management processes and employee development initiatives.
• Manage employee relations, including conflict resolution and investigations.
• Advise on compensation, benefits, and HR policy interpretation.
• Develop and implement HR strategies to support business goals.
• Analyze HR data to identify trends and recommend solutions.
• Champion HR best practices and foster a positive organizational culture.
• Support change management initiatives and organizational development.
• Ensure compliance with labor laws and regulations.
• Build strong, trusting relationships with employees and leadership.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. Master's degree or HR certification (e.g., SHRM-CP, SHRM-SCP, HRBP) preferred.
• Minimum of 5 years of progressive HR experience, with at least 2 years in an HRBP role.
• Proven experience in talent management, employee relations, and performance management.
• Strong knowledge of Kenyan labor laws and HR best practices.
• Excellent communication, interpersonal, and influencing skills.
• Demonstrated ability to work independently and manage multiple priorities in a remote setting.
• Proficiency in HRIS systems and HR analytics.
• Experience in conflict resolution and investigation procedures.
• Strategic thinking and problem-solving capabilities.
• Discretion and ability to handle confidential information.