Qualifications

• Postgraduate Diploma
• Served in the grade of Senior Human Resource Management Officer II DPP 8 or a comparable and relevant position in the wider Public Service for a minimum period of three (3) years;
• Bachelor’s degree in either, Sociology, Public/Business Administration, Human Resource Management or any other relevant qualification from a recognized Institution;
• Postgraduate diploma in Human Resource Management or its equivalent from a recognized institution;
• Demonstrated merit and ability as reflected in work performance and results; v) Be a member of the Institute of Human Resource Management; and
• Meet the requirements of Chapter Six (6) of the Constitution of Kenya 2010; Integrity, Honesty, and Accountability.

 Duties & Responsibilities

An officer at this level will be responsible to the Principal Human Resource Management Officer for the assigned Human Resource Management function. Specifically, duties and responsibilities will include:

• Implementing human resource management strategies derived from the ODPP strategic plan;
• Implementing performance management system of the human resource management division;
• Participating in the recruitment and selection processes;
• Implementing Personnel Emolument budget for staff of ODPP;
• Preparing and executing divisional and individual work plans;
• Developing job descriptions for submission to the Salaries and Remuneration Commission for evaluation;
• Preparing monthly, quarterly, and annual human resource reports;
• Participating in the review and development of human resource management policies, guidelines, procedures, and standards to enhance service delivery;
• Compiling agenda for the Human Resource Advisory Committee (HRAC) meetings in line with the ODPP policies and procedures on promotions, confirmations into permanent employment, Special Duty Allowances, re-designation, and disciplinary matters;
• Implementing Human Resource Advisory Committee approved minutes by ensuring copies of the minutes are filed, drafting of correspondences to the employees, and dispatch for signature by the relevant action officers;
• Updating staff exits either through natural attrition, retirement, promotions and re-designations, transfer of service, secondment, resignations, and termination for informed decision-making on staff retention;
• Reconciling staff establishments and staffing levels by updating staff distributions of all stations, updating staff levels to assist in human resource planning; and
• Compiling cases for the Deployment Committee Agenda on deployment and transfers.