Working Environment: As required - Must be willing and able to travel to other countries in the region, some that are difficult and remote contexts. 

About Church World Service (CWS): Church World Service (CWS) is a not-for-profit, faith-based organization transforming communities around the globe through just and sustainable solutions to hunger, poverty, displacement, and disaster. CWS does not discriminate on the basis of race, color, religion, sex, national origin, gender identity, genetic information, age, disability, or veteran status in employment or in the provision of services.

The Regional HR Director, Africa will lead and drive the development of a strategic, effective, and integrated HR function across all CWS Africa country offices and programs. This role ensures that the organization has the structure, culture, and talent required to deliver on program goals and effectively serve clients. The Director will guide country offices in establishing robust HR systems, policies, and practices, while aligning with Global CWS and regional HR priorities.

Working closely with HR at the Headquarters (HQ), the Regional Representative for Africa, and country-level leadership, the role holder will oversee HR operations, lead senior-level HR initiatives (including compensation frameworks, performance management, talent management and learning and development), and ensure compliance with local labor laws and global HR standards. S/he will work with the leadership to identify and manage HR related risks. The Director will also model and promote CWS values, fostering a workplace culture of integrity, collaboration, and care.

Key relationships:

Internal to CWS

• CWS Africa Senior Management and leadership teams
• Line Managers/Supervisors,
• HR Colleagues across CWS Africa
• All CWS Africa staff
• HR Team at HQ

External: HR service providers, other organizations and HR Networks.

1. Strategic HR Leadership & Organizational Development (20%)

• In liaison with HR at the HQ, develop and implement a HR operations plan for Africa, ensuring alignment with CWS global HR priorities and CWS Africa strategic direction.
• Contribute to the organization’s strategic planning and ensure HR considerations are embedded in multi-year plans.
• Lead the integration of HR management from regional RSC Africa structures to CWS structures at the region and country offices, ensuring a smooth change management process.
• Provide technical leadership of the HR function across the region ensuring capacity (people, systems and processes) that is able to drive the intended organizational culture and achievement of organizational goals.
• Work with the regional and country office leadership to ensure that change across the organization is effectively managed.

2. HR Policy, Compliance & Risk Management (20%)

• In coordination with the CWS Africa leadership and HR at HQ, develops and implements HR policies, processes and practices that are in compliance with INGO best practices, and applicable laws and regulations for the locations where CWS Africa operates.
• Ensure audit‑ready documentation, internal controls, and HR compliance reporting across the region.
• Provide guidance to leadership and line managers to ensure fair, consistent, and transparent employee practices.
• Regularly provide and interpret HR metrics (turnover, time‑to‑fill, diversity indicators, performance cycle completion, etc.) to inform leadership decisions.
• Oversee internal HR compliance reporting and conduct regular HR process reviews across the region.

3. Talent Acquisition, Compensation & Workforce Planning (15%)

• Advise CWS Africa leadership on staffing models, workforce planning, and organizational design to meet programmatic needs.
• In collaboration with finance and departmental heads and country representatives, ensure total employee costs (compensation, benefits, training, etc.) are budgeted for and all employee related activities are within budgeted allocations.
• Provide technical oversight for recruitment of key and senior roles; support country HR teams in full‑cycle recruitment.
• Lead talent acquisition for key HR leadership roles across Africa and provide technical oversight to country-level HR teams.
• Drive talent and succession management and leadership development programs across the region.
• Develop and implement a nimble, performance-based compensation structure that recognizes performance, skills, experience, and tenure.
• Oversee employee benefits programs, ensuring competitive and compliant packages across countries.

4. Performance Management & Learning and Development (15%)

• Lead implementation and continuous improvement of the CWS Performance Management System and process.

• Build capability of managers and supervisors in performance feedback, coaching and evaluation.
• Provide leadership on training needs assessments and development of annual training plans for staff and HR teams.
• Oversee the development and implementation of robust supervisory and management training programs.
• Oversee onboarding/orientation of new employees and those appointed/deployed to different roles and countries.
• Oversee effective and timely probationary performance management.

5. Staff Care, Culture & Employee Relations (15%)

• Champion employee wellness, and duty of care practices; ensure appropriate response in stressful incidents.

• Support employee recognition, and implementation of employee engagement initiatives.
• Promote effective communication across the organization.
• Ensure that HR units at the region and in the countries are accessible, responsive, and proactive in addressing staff concerns.
• Foster a positive, inclusive, and harassment-free workplace culture across CWS Africa.
• Promote a strong culture of integrity, accountability, and collaboration.
• In collaboration with the security and administration unit leadership, advise on duty of care obligations and ensure workplace safety, security, and staff well-being.
• Provide guidance on investigations, disciplinary actions, grievances, and maintaining a harassment‑free workplace.
• Promote inclusion, respectful communication, and CWS values across diverse teams.

6. Leadership, Collaboration & Representation (10%)

• As needed, serve on CWS Africa leadership forums; contribute HR insight to regional leadership decision‑making.
• Liaise routinely with CWS HQ HR, Regional leadership, Security, and Program leadership to advance cross‑cutting HR initiatives and organizational priorities.
• Represent HR in cross-departmental initiatives, decision-making processes, and audits.

7. Other Duties (5%)

• Provide surge/coverage support for key HR leadership gaps in country programs.
• Participate in special projects and perform other responsibilities as assigned, to enhance HR efficiency and organizational effectiveness.
• Continuously monitor HR data, trends, and KPIs to inform decision-making.

Education & Certifications:

• Bachelor’s Degree in Human Resource Management, Organizational Development or related.
• Postgraduate qualification/certification in Human Resource Management is preferred.
• A Member of Institute of Human Resource Management (IHRM) with good standing.

Experience:

• Ten (10) years management experience preferably in an International NGO in a similar
• Eight (8) years HR Management experience in progressively advanced
• Proven experience working in an HR management capacity with large multi-cultural
• Knowledge of Kenyan labor laws and customs.
• Knowledge of other African country and US labor laws is preferred.
• Experience US refugee resettlement, refugee protection, or humanitarian relief programs
• Proven experience in adapting to, working with and excelling at using new technologies in a fast-paced
• Good knowledge of African country, U.S. and Kenya retirement benefits rules and regulations
• Computer literacy with a strong emphasis on Microsoft office and Human Resources Information Systems. 

Skills and Abilities

• Exceptional interpersonal communication
• Strong organizational and time management
• Ability to manage and leverage organizational culture
• Work and make decisions independently and contribute to overall operations at management
• Exercise good judgment and seek guidance as appropriate when confronted with unanticipated challenges.
• Maintain a high performance standard with attention to detail, completing tasks within set
• Deal effectively and courteously with a large number of associates, outside agencies, refugees and members of the general
• Manage large and diverse workload under pressure with competing
• Maintain the integrity of official
• Analyze and solve complex problems and make sound
• Maintain a high-performance standard with attention to
• Work independently and contribute to overall operations of CWS
• Flexible, agile and adaptable to changing priorities as

Important Requirements:

• Strong English communication skills, both oral and
• Ability to work in a multi-cultural environment
• Commitment to diversity, equity, and inclusion and willingness to support CWS’ Platform on Racial Justice as a CWS employee
• Remain alert and responsive to any child safeguarding and PSEAH (Prevention of Sexual, Exploitation, Abuse and Harassment) risks, acquire relevant knowledge and skills which will enable you to promote strong safeguarding PSEAH practices, understand the child safeguarding and PSEAH Policies and procedures, and conduct yourself in a manner consistent with the Child Safeguarding and PSEAH Policies.

• The candidate should be of good health, willing and able to travel as required, sometimes in difficult conditions, to meet demands of a dynamic operational program.
• Must have proof of Yellow Fever vaccination before traveling for CWS Africa
• This position requires the use of a laptop at all times, competence in Microsoft office packages is required.
• Background check which includes references, and an educational and criminal check is required before the start of employment.
• A valid passport and the ability to maintain a valid passport throughout the entire appointment is  required, which includes having enough passport pages for travel.
• Environmental: Incumbents in this position may be exposed to excessive noise, marked changes in temperature and/or humidity, dust and infectious diseases, harsh weather climates, long work hours, bumpy roads, extended travel, excessive sun exposure, and non-ventilated spaces.
• All employees should be prepared to work from the CWS office within their location of hire. Remote work arrangements may vary depending on location and the governing regulations based on prevailing context.