Kenya Revenue Authority (KRA)

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1 Kenya Revenue Authority (KRA) Chief Manager - HR Development and Performance Management Job details Reference Number: KRA/HR02/14 Job Title: Chief Manager - HR Development and Performance Management Supervisor: Deputy Commissioner - Human Resources Location: Nairobi Job summary The purpose of this role is to support the achievement of a high performing talented organisation, centred on the delivery of quality customer service through training and development and performance management. The job holder is responsible for leading the implementation of the Authority s performance management system and ensuring there is adequate alignment between individual performance objectives and business objectives. S/he will guide management in cascading organisational objectives and goals to staff performance score cards. Key responsibilities Participate in the formulation of the divisions strategies and objectives and oversee their implementation; Lead the formulation of policies, operational guidelines, and procedures to optimise productivity; Lead the process of training needs analysis; collate information on staff training and development needs and involvement in identification of suitable interventions for identified gaps to cover KRA s current and future needs; Oversee the implementation of training programmes ensuring the envisioned return on investment for the Authority is realized; Lead the implementation of the Authority s performance management system ensuring there is adequate alignment between individual performance objectives and business objectives and performance; Guide management in cascading organisational objectives and goals to staff performance score cards including the identification of KPI s formulation, formulation of SLA s and other key measures to track performance; Ensure performance management is integrated with all HR processes including recruitment, training and development, talent management and reward management; Spearhead the formulation of policies, guidelines and frameworks that will guide the management of performance within the Authority; Keep abreast of best practice and industry trends on learning and development and performance management and update practices accordingly; Facilitate discussions with management to identify performance improvement initiatives and priority areas and continuously track current performance highlighting any areas of concern for immediate corrective action; 1

2 Establish tools, metrics, processes to track both individual and organizational performance, KPI s, SLA s and identify improvement areas to enhance productivity, quality and service excellence; Lead the performance review processes and ensure staff comply with all procedures governing the process; Guide leadership in the management of non-performance; Train and coach staff on the Authority s values, desired behaviours, competencies to ensure these behaviours are understood, cascaded in the organization and become part of the organisational culture; Regularly review the performance appraisal tools and processes and make any adjustments to facilitate a seamless process; and Coordinate and oversee the dissemination of information on performance to staff. Focus areas of responsibility Performance management Training and development Talent management Organisational positioning Deputy Commissioner - Human Resources Chief Manager - HR Development and Performance Management Manager - Human Resource Development Manager - Performance Management Academic and professional qualifications A Bachelor s degree in Human Resource Management/Social Sciences or a related field; Higher Diploma in Human Resource Management; Membership to a professional body (IHRM); and A relevant Master s degree is an added advantage. Experience 2

3 At least five (5) years management experience in training and development support and performance management in a large organisation; Experience in application of performance based resource management systems; and Experience in engaging stakeholders at all levels in the organisations. Key Competencies Strategic leadership and management skills; Good problem solving, judgement and decision making skills; Excellent communication and interpersonal skills; Well-honed organisational and administrative skills; Strong change orientation; Ability to build a cohesive work environment; Core behavioural competencies Core competencies required for the role: These are patterns of behaviour which will be required for a candidate to bring to this position in order to perform the required tasks and functions effectively. Leading and deciding Takes control and exercises leadership. Initiates action, gives direction and takes responsibility. Deciding and initiating action Leading and supervising Supporting and co-operating Makes effective decisions even under difficult circumstances. Takes responsibility and shows initiative. Provides others with clear direction. Establishes standards of behaviour for others and motivates and empowers individuals. Supports others and shows respect and positive regard for them in social situations. Puts people first, working effectively with individuals and teams, clients and staff. Behaves consistently with clear personal values which complement those of the organisation. Working with people Adhering to principles and values Interacting and presenting Demonstrates interest in others, works effectively in teams, builds team spirit and shows care and consideration for individuals. Upholds ethics and values, acts with integrity and promotes equal opportunities. Communicates and networks effectively. Successfully persuades and influences others. Relates to others in a confident and relaxed manner. Relating and networking Establishes effective relationships with customers and staff, networks effectively within and without the organisation and relates well to individuals at all levels. 3

4 Persuading and influencing Presenting and communicating information Analysing and interpreting Makes a strong impression on others, gains agreement and commitment through persuasion and negotiation. Manages conflict effectively. Speaks clearly and fluently, expresses opinions and arguments clearly and convincingly and makes presentations with confidence. Shows evidence of clear analytical thinking. Gets to the heart of complex problems and issues. Applies own expertise effectively. Quickly takes on new technology. Communicates well in writing. Writing and reporting Applying expertise and technology Analysing Creating and conceptualising Writes clearly and succinctly in an interesting and convincing manner. Structures information in a logical manner to facilitate understanding by the intended audience. Applies specialist technical expertise, develops job knowledge and expertise and shares knowledge with others. Analyses data of a verbal and numerical nature and other sources of information, breaks information down into components, probes for further information and generates workable solutions to problems. Works well in situations requiring openness to new ideas and experiences. Seeks out learning opportunities. Handles situations and problems with innovation and creativity. Thinks broadly and strategically. Supports and drives organisational change. Learning and researching Creating and innovating Formulating strategies and concepts Organising and executing Learns new tasks quickly, remembers information and gathers data for effective decision-making. Produces new ideas and insights, creates innovative products and solutions and seeks opportunities for organisational change and improvement. Works strategically to attain organisational goals, develops strategies and takes account of a wide range of issues that impact the organisation. Plans ahead and works in a systematic and organised way. Follows directions and procedures. Focuses on customer satisfaction and delivers a quality service or product to the agreed standards. Planning and organising Delivering results and meeting customer expectations Following instructions and procedures Adapting and coping Sets clear objectives, plans activities well in advance and manages time effectively. Focuses on customer needs and satisfaction, sets high standards for quality and quantity and consistently achieves set goals. Follows instructions and procedures, adheres to schedules and demonstrates commitment to the organisation. Adapts and responds well to change. Manages pressure effectively and copes well with setbacks. Adapting and responding to change Adapts to changing circumstances, embraces change, is open to new ideas and deals effectively with ambiguity. 4

5 Coping with pressures and setbacks Enterprising and performing Works productively in a stressful environment, controls emotions in difficult situations and handles criticism effectively. Focuses on results and achieving personal work objectives. Works best when work is related closely to results and the impact of personal efforts is obvious. Shows an understanding of business, commerce and finance. Seeks opportunities for self-development and career advancement. Achieving personal work goals and objectives Entrepreneurial and commercial thinking Accepts and tackles demanding goals, works longer hours when necessary and identifies opportunities for progressing to more challenging roles. Keeps up to date with competitor information and market trends, identifies business opportunities and demonstrates financial awareness. 5

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