Job Description
REQUIREMENTS FOR APPOINTMENT
For appointment to this position, a candidate must have:
i) Served in the grade of Senior Human Resource Management Officer II DPP 8 or in a
comparable and relevant position in the wider Public Service for a minimum period of
three (3) years;
ii) Bachelor's degree in either, Sociology, Public/Business Administration, Human
Resource Management or any other relevant qualification from a recognized Institution;
iii) Post graduate diploma in Human Resource Management or its equivalent from a
recognized institution;
iv) Demonstrated merit and ability as reflected in work performance and results;
v) Be a member of the Institute of Human Resource Management; and
vi) Meet the requirements of Chapter Six (6) of the Constitution of Kenya 2o1o; Integrity,
Honesty and Accountability.
DUTIES AND RESPONSIBILITIES
An officer at this level will be responsible to the Principal Human Resource Management
Officer for assigned Human Resource Management function. Specifically, duties and
responsibilities will include:
1. Implementing human resource management strategies derived from the ODPP strategic
plan;
2. Implementing performance management system of the human resource management
division;
3. Participating in the recruitment and selection processes;
4. Implementing Personnel Emolument budget for staff of ODPP;
S. Preparing and executing divisional and individual work plans;
6. Developing job descriptions for submission to the Salaries and Remuneration
Commission for evaluation;
7 Preparing monthly, quarterly and annual human resource reports;
B. Participating in the review and development of human resource management policies,
guidelines, procedures and standards to enhance service delivery;
9. Compiling agenda for the Human Resource Advisory Committee (HRAC) meetings in
line with the ODPP policies and procedures on promotions, confirmations in to
permanent employment, Special Duty Allowances, re-designation and disciplinary
matters;
10. 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;
11. Updating staff exits either through natural attrition, retirement, promotions and redesignations, transfer of service, secondment, resignations and termination for
informed decision making on staff retention;
12. Reconciling staff establishments and staffing levels by updating staff distributions of all
stations, updating of staff levels to assist in human resource planning; and
13. Compiling cases for the Deployment Committee Agenda on deployment and transfers.