Your mission

War Child is looking for a:
Roving HR manager 

We are looking for a roving experienced HR Manager to support us in the set-up the HR structure for two countries. The responsibility for the development of the HR department set up is for the Senior HR Business Partners. Therefore, the role will report to the Snr HR Business Partners. 

About the role

The Roving HR Manager is hired to set up a brand-new Human Resources department in two different countries, Kenya and Chad and will act as an architect to build the organization's people strategy, legal compliance foundation, and operational workflows from the ground up. The role is expected to involve collecting, analysing and presenting data, developing policies, templates, procedures, drafting and presenting various reports, facilitate any meetings where applicable. 
The role will work closely with other members of the HR team, to frame the ambition and ensure all elements of the HR Department Set Up are pulled together in close consultation with the Snr. HR Business Partners.
The role holder will need to demonstrate agility and ability to adapt to shifting priorities working with a level of ambiguity due to both internal and external factors while delivering specific results that are key in enhancing the Work plan. 
Considering the personnel data risks, the role holder is expected to propose creative approaches to ensure consultation and uphold confidentiality while protecting our staff. 

What you will do

 SCOPE OF WORK
 
Strategic Alignment and Organization Design

• Organizational Structure: Design the master organizational chart, reporting lines, and functional divisions.
• Job Analysis & Grading: In consultation with the HR Projects lead, conduct job analyses, write and update Job Descriptions (JDs), and establish transparent salary structures.
• Workforce Planning: Forecast hiring needs, budget for headcount growth, and develop a talent acquisition strategy together with leadership.
• Recruitment & onboarding:- Sourcing, onboarding and training of a HR Focal point to take up the new department

Policy and Legal Compliance

• Labor Law Compliance: Ensure all practices comply with national employment and labor laws and develop employee labour law requirements glossary for each country.
• HR Manual and Policies: Draft a comprehensive HR Policy and Procedures Manual (covering recruitment, leave, disciplinary code, grievance handling, code of conduct, and termination) in line with existing WCA policies.
• Employee Handbook: Create a user-friendly staff handbook summarizing key policies for all employees.

HR Systems and Infrastructure

• File Management: Set up standardized, confidential physical and digital personnel filing systems.
• Forms and Templates: Build standard templates for offer letters, employment contracts, appraisal forms, leave request forms, and exit interviews among others.

Compensation Management

• Compensation & Benefits: Benchmark local market pay rates and design a competitive total rewards, health insurance, and benefits framework for all staff categories (Expatriates, national).

Your profile

• Education: Relevant degree in Human Resources Management, Organizational Development, Business Administration, or a related field.
• Experience Relevant progressive HR experience, with proven track record in setting up an HR department from scratch.
• Knowledge: Deep familiarity with local labor laws, compensation benchmarking, HR tech implementation, and change management.
• Skills: Strong interpersonal, policy-writing, coaching, and stakeholder management skills.
• Familiarity with child rights organization set up and the ability to work with remote teams
• Languages: Fluency in English is mandatory, and French is an asset.

What we offer

• Location: Any War Child Alliance Office or Virtually with travel to countries (Kenya and Chad) 
• Type of Contract: Full time
• Duration: Over a period of six months from January to June 2027. 

Why You Should Apply

• Meaningful Impact: Contribute directly to improving the lives of children and families affected by conflict through quality education and long-term, sustainable change.
• Professional Growth: Join a dynamic organisation that values learning, innovation, and professional development, with opportunities for capacity building and growth through the role and War Child’s global network.
• Global Reach: Play a key role in scaling a ground-breaking programme across multiple conflict-affected contexts worldwide.
• Collaborative & Inclusive Culture: Work alongside passionate, mission-driven colleagues in a diverse, inclusive and respectful workplace that prioritises safety, fairness and equal opportunity for all.

How to Apply

Key Deliverables

• Inception Report & Diagnostic Assessment: Initial review of current state, gaps, and roadmap.
• Organizational Chart & Job Descriptions: Complete set of role profiles and grading tiers.
• HR Policy Manual & Employee Handbook: Finalized, legally compliant policy documents and contextualised WCA SOPs
• HR Toolkit & Forms: Contract templates, onboarding checklists, and templates
• HRIS Setup / Software Recommendation: Shortlisted vendor options and a functional digital baseline.
• Handover & Training Report: Training sessions conducted for management and newly appointed internal HR staff

 
Duration and Timeline

• Estimated Timeframe: Typically, 6 months divided into diagnostic, design, implementation, and handover phases.

Interested applicants should submit their CV and cover letter by 23/11/2026, Please note that applications will be reviewed on a rolling basis. We encourage interested applicants to apply as soon as possible, as the vacancy may close before the advertised deadline if a suitable candidate is identified.

Please note that CVs and applications sent by email will not be considered. Applications must be submitted through the official application channel only.

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By submitting your application you certify that all of the statements made in your application are true, complete, and correct and are made in good faith. You understand that falsifying, misrepresenting or intentionally withholding information will be grounds for rejection of your application or withdrawal of any offer of appointment or, if an appointment offer has been accepted, this will be ground for employment sanctions, such as, but not limited to, instant dismissal. In addition, you understand that you need to submit a Criminal Record Certificate and that, if you fail to submit it, no employment relationship can be established.

Disclaimer

• Only applications received via our website are processed.
• If we appoint a suitable candidate before the given closing date, we reserve the right to remove the vacancy from our website before that date. In such a case, any responses received after that time are not processed.
• It could be that during our selection process the closing date for the vacancy is extended. If so, and you have not yet heard from us, your application will remain active.