Regional Human Resources Manager
Job Summary
Our client is seeking a highly experienced and strategic Regional Human Resources Manager to
provide comprehensive leadership and oversight of human resource management across multiple
countries within the Region.
The role is responsible for ensuring the consistent implementation of HR policies, systems,
procedures, and standards while driving workforce planning, recruitment and selection,
employee relations, remuneration and benefits, learning and development, performance
management, safeguarding, compliance, and HR data governance.
The successful candidate will serve as a key strategic partner to regional and country leadership
teams, supporting organizational effectiveness, workforce capability building, emergency
response readiness, and the delivery of global HR priorities within a complex, multicultural, and
geographically dispersed environment.
Job Duties and Responsibilities
A. Building and Strengthening Human Resources (HR) Capacity
- Provide strategic HR leadership across the Region and ensure alignment of HR activities with
global HR strategies, standards, and frameworks. - Establish and strengthen a cohesive HR structure that supports Regional Office and Country/Cluster Delegations.
- Manage and provide leadership to Regional HR teams, ensuring effective resource utilization
and delivery of high-quality HR services. - Provide line management, technical supervision, and capacity building support to HR Officers
and HR focal points across multiple locations. - Act as a key liaison between HRMD Geneva and the Region to ensure effective
implementation of global HR initiatives, reforms, and organizational priorities. - Support the rollout and implementation of HR transformation initiatives and organizational
change programmes. - Provide expert HR advisory services to senior management and line managers on complex HR matters.
- Strengthen HR capability through coaching, mentoring, and structured development of HR teams across the Region.
- Promote collaboration and knowledge-sharing within HR networks across the organization and wider humanitarian system.\
- Provide direct HR technical support during emergency operations, including surge deployments and crisis response staffing.
- Strengthen HR-in-emergencies capacity and ensure readiness of HR teams for rapid response scenarios.
- Develop and maintain strong inter-agency HR networks to share best practices, policies, and innovations in HR management.
B. Recruitment and Selection
- Lead and coordinate regional workforce planning, staffing forecasts, and talent acquisition
strategies across national and international positions. - Ensure alignment of recruitment processes with global HR priorities, diversity objectives, and
organizational workforce planning frameworks. - Oversee full-cycle recruitment and selection processes, including job analysis, sourcing,
shortlisting, interviewing, and selection. - Manage the preparation, review, and quality assurance of job descriptions and recruitment
documentation. - Oversee background verification processes, including reference checks and compliance with
misconduct disclosure requirements. - Ensure adherence to safeguarding standards and ethical recruitment practices across all hiring
processes. - Support classification and grading of national staff positions in collaboration with global HR
classification functions. - Provide technical guidance on diversity, equity, and inclusion targets within recruitment
processes. - Coordinate emergency recruitment and rapid deployment processes in collaboration with HR
emergency teams. - Develop and enhance recruitment tools, templates, and systems to improve efficiency and
consistency. - Oversee onboarding and induction programmes, ensuring smooth integration of new staff into
the organization and its values.
C. Staff Development
- Design, coordinate, and oversee structured onboarding, induction, and orientation programmes
for new employees. - Identify organizational learning needs and develop tailored training and development
interventions. - Advise managers and staff on career development pathways, learning opportunities, and
performance improvement plans. - Monitor and evaluate staff training participation, completion rates, and effectiveness of
learning programmes. - Strengthen leadership and management development initiatives aligned with organizational
priorities and global frameworks. - Promote a culture of continuous learning, professional development, and knowledge sharing.
- Collaborate with occupational health and staff wellbeing units to implement wellness and
psychological support programmes. - Build capacity of managers and HR teams in handling complex employee development and
performance issues. - Drive regional learning and leadership capability development initiatives in line with global HR
strategies.
D. Remuneration and Benefits
- Oversee the design, implementation, and administration of remuneration and benefits systems
for locally recruited staff. - Ensure compensation structures are competitive, equitable, and aligned with organizational and
market standards. - Conduct and review salary benchmarking studies and compensation analyses across countries
in the Region. - Provide technical guidance on the development and maintenance of salary scales and benefits
frameworks. - Ensure compliance with statutory labour requirements and national employment regulations
across jurisdictions. - Support Country and Cluster Delegations in interpreting and implementing remuneration
policies and frameworks. - Promote pay equity through regular analysis of compensation practices and corrective action
where necessary. - Advise management on reward strategies that support talent attraction, retention, and
motivation.
E. HR Policy and Procedures
- Interpret, implement, and ensure consistent application of HR policies, procedures, and staff
regulations across the Region. - Support harmonization and periodic review of staff regulations for locally recruited staff.
- Act as the regional focal point for HR compliance, safeguarding, and workplace conduct
matters. - Ensure effective implementation of the Staff Code of Conduct and related ethical frameworks.
- Support the development and maintenance of employee wellbeing, health, and psychological
support systems. - Manage HR contracts, documentation, and procedural compliance across all HR processes.
- Conduct preliminary reviews and assessments of HR-related issues, including misconduct,
grievances, and workplace concerns. - Escalate complex or high-risk cases to HRMD Geneva in line with established protocols.
- Ensure confidentiality, accuracy, and appropriate documentation of all HR case management
processes. - Coordinate communication of HR policy updates and procedural changes across the Region.
- Promote awareness of safeguarding, child protection, and workplace ethics among all staff and
affiliates.
F. Performance and Data Management
- Establish and monitor regional HR performance indicators aligned with global HR KPIs.
- Ensure accurate, timely, and complete HR data management and reporting across the Region.
- Oversee submission of HR data to central HR systems as the single source of truth.
- Conduct workforce analytics to support strategic decision-making and organizational planning.
- Produce HR reports, dashboards, and narratives on workforce trends, diversity, and talent
metrics. - Advise managers on performance management systems, including objective setting, appraisal
processes, and performance improvement. - Support management of underperformance, disciplinary issues, and employee relations cases.
- Ensure strict compliance with HR data protection, confidentiality, and governance standards.
G. Technical Support to National Societies
- Provide technical HR advisory support to National Societies within the Region as required.
- Support HR capacity-building initiatives for National Societies in collaboration with relevant
coordination units. - Contribute to strengthening HR systems, policies, and practices across partner organizations.
H. Case and Complaints Management
- Serve as the regional focal point for HR case management, employee relations issues, and
workplace conflicts. - Receive, assess, and manage complaints and allegations in a confidential and professional
manner. - Ensure timely escalation and resolution of cases in line with established HR protocols and
policies. - Maintain accurate documentation and case records in compliance with organizational
requirements. - Coordinate with investigative and oversight functions where required.
I. Other Responsibilities
- Provide short-term surge support to other regions, HRMD Geneva, or organizational projects as
required.
• Participate in emergency response staffing, deployments, and organizational transition
initiatives.
• Undertake any other HR-related duties assigned in line with organizational needs and priorities.
J. Contribution to a High-Performing Global HR Function
- Demonstrate the highest standards of integrity, confidentiality, professionalism, and ethical
conduct. - Contribute actively to the achievement of global HR strategic objectives and organizational
priorities. - Promote collaboration, knowledge sharing, and alignment across global HR teams.
- Foster a culture of innovation, continuous improvement, and high performance within HR
functions. - Support surge planning, emergency preparedness, and HR operational readiness.
- Act as a role model for leadership, accountability, and service excellence within the HR function.
Education & Qualifications
Master’s Degree (or equivalent) in Human Resource Management, Business Administration,
Organizational Development, or related field.
• Professional HR qualification is required.
• Project Management certification will be an added advantage.
Experience
• Minimum of 8 years’ progressive HR management experience in a multicultural environment.
• Minimum of 5 years’ experience in Organizational Development and/or Change Management.
• Minimum of 5 years’ experience in recruitment, talent management, or HR business partnering.
• Proven experience working in international organizations, NGOs, or complex multicultural
environments.
• Strong experience in labour law application across multiple jurisdictions.
• Experience in safeguarding, misconduct prevention, and workplace ethics frameworks.
• Experience managing geographically dispersed teams.
• Experience in emergency response or field operations will be an added advantage.
• Experience working across multiple regions will be an added advantage.
Knowledge, Skills & Competencies
• Strong strategic leadership and HR management capabilities.
• Excellent coaching, mentoring, and people development skills.
• Strong stakeholder engagement and relationship management abilities.
• Excellent conflict resolution, negotiation, and mediation skills.
• Strong analytical, planning, and organizational skills.
• High level of integrity, confidentiality, and professional judgment.
• Strong understanding of HR systems and data-driven decision-making.
• Excellent written and verbal communication skills.
• Ability to operate effectively in multicultural and complex environments.
Languages
• Excellent written and spoken English is required.
• Working knowledge of French is required.
• Knowledge of Spanish or Arabic will be an added advantage.
Application Process
Interested candidates should submit their CV together with copies of relevant academic and
professional certificates to careers@morsanhr.co.ke.
Please indicate “Regional Human Resources Manager” in the email subject line.
Only shortlisted candidates will be contacted for interviews.