CV Ivan Nkono February, 2015

ADDRESS: Malaria Consortium – Africa RO

P O BOX 8045, Kampala STATUS: Married, with two children

TEL (Cell): +256772481995 or +256701481996 NATIONALITY: Ugandan

(Home mobile +256752481995)

E-MAIL: [email protected]

M.Sc Human Resource for International Development, 2009; University of Manchester, United

Kingdom. Subject areas: Core issues in human resource management, human resource

development, human resource practice, international management, organisation behaviour,

organisation development, training & development and research methods (Completed)

Post Graduate Diploma in Human Resource Management, 2002; Uganda Management Institute;

Subject areas: Human Resource Management, Labour law and industrial relations, Research

methods, Management skills improvement, Project planning and management, Quantitative

methods in decision making, Management information systems, Result oriented management,

Training of trainers, job evaluation and reward management, budgetary management &

expenditure control and human resource planning.

Bachelor of Arts (Hons.) Social Science, 2000; Makerere University, Kampala. Subject areas: Economics,

Sociology, and Social Administration.

Certificates:

World Vision International Security Online training (2003)

Competency based recruitment training (September, 2012)

A comprehensive course on interviewing skills and disciplinary hearing (March, 2012)

Emergency and normal recruitment process improvement training (2012)

International training in human resource management in the public sector – Malaysia (2007),

Certificate of outstanding performance – Plan International Uganda (2000)

Certificates in computer applications (Microsoft office)

Human resource information system (Executive HR) and future gateway (2007 and 2009)

Hay job evaluation certification training (Nairobi, 2007)

Break through change process facilitators certification training (Nairobi, 2009)

Bullet proof managers training (Completed May, 2010)

Christian commitment and HR integration training (Senegal, 2008)

Membership to professional bodies and others:

Member of the Uganda Human Resource Managers Association and the INGO human resource

managers association.

Member of the Human Resource working Group – South Sudan

Awards: Equity merit scholarship (University of Manchester); Malaysian Technical Coop.

International exposure: Have been invited to provide human resource technical support to World Vision

offices in Tanzania, Rwanda, Kenya, Senegal, Swaziland, Mali and now in South Sudan; have also attended a 3

weeks orientation in the USA at the Samaritan’s Purse International Head Quarters in Boone, North Carolina.

Work permit: I possess a South Sudan work permit (Serial No: RSS/12,579/14); registered with the

Government of South Sudan as an alien and with a valid South Sudan Visa.

I have over 12 years of working experience in human resource management and development in both human

Humanitarian emergency, post emergency, and development settings with three different international dev’t

and relief organisations. I have the skills and experience in workforce planning, international staffing solutions,

recruitment strengthening, alignment of recruitment to strategy, capacity building, grants recruitment,

preparing staffing budgets, designing and developing human resource strategies, organisational structures,

IVAN NKONO

EDUCATION

CORE COMPETENCIES AND CAREER OBJECTIVES

__________________________________________________________________________ Curriculum Vitae Ivan Nkono Page 2 of 7

policies/ guidelines, HR systems, procedures and tools which have led to strategic decision making and

therefore leading to the effective performance of the human resource function and the organisation as whole. I

I also have skills in improving performance management processes and aligning performance to the strategic

goals and priorities.

DATES: February, 2015 to date

ORGANISATION: Malaria Consortium – Africa Regional Office

POSITION: Regional Human Resources Manager

To support the work of the global human resources team, based in London, UK to ensure strong human

resources management in the Africa Regional Office and the Countries in its remit (Uganda, South Sudan,

Ethiopia, Burkina Faso and Mozambique).

Work closely with the London based human resource team to support the creation, communication and

embedding of the human resources policies, systems and processes; partner with Country Directors and

Country Human Resource Managers on strategic human resource issues; Lead on ensuring compliance,

understanding and application of local employment law within the Africa region, including up-dating employee

hand books; Revising and maintaining effective pay and benefits across the region; Provide support on

employee relation issues, escalating to the Africa Regional office and Human Resources Director; Carry out

workforce planning with country programmes and regional office; Performance management and employee

development.

DATES: December, 2013 to February, 2015

ORGANISATION: Samaritan’s Purse (SP) International Relief –Juba, South Sudan

POSITION: Country Human Resources Manager

Provide strategic leadership, human resource and organisational development technical support to the

Country office as well as over sight in all aspects of human resources across Samaritan’s Purse South Sudan

with aims of optimizing the organisational performance and sustaining the desired culture; I also provide

support to the Country Director, and the entire Senior Leadership Team in aligning employees to the

organisational strategies, goals and priorities as well as Samaritan’s Purse (SP)’s vision, mission and values.

I work closely with the International Head Quarters in implementing the global HR policies and processes

and also the recruitment of the international staff; Provide supervision and leadership of 5 Human Resources

Officers in South Sudan in the field locations of Juba, Yida, Akuem, Mabana, Mayendit and one Government

Relations Officer based in Juba; Provide technical Human Resource support to 85 International Field Staff and

830 National staff working in the 5 locations listed above.

Key achievements:-

Have provided leadership and strategic direction of the HR department; presented a proposal to Senior

management and our International Head Quarters to develop a Country strategy that provided direction

for the organisation and aligning performance to the strategic priorities; participated in the development

of the Country strategy – This has enabled us to align the performance management to strategic priorities

of the organisation.

Provided technical guidance and leadership of the Human Resources function by developing the HR

strategy map, HR balanced score card and the annual operations plan for the HR department - The annual

operations plan has guided the setting of the performance goals and key performance indicators that are

aligned to the strategy for the HR team – this has increased staff motivation because it provides clarity on

how staff are contributing to the organisational strategic goals and objectives.

Strengthened the recruitment processes and systems for Samaritan’s Purse in South Sudan; developed the

recruitment process map to guide managers and the HR Officers; developed the recruitment tracking tool

(dash board with traffic light colours); developed the recruitment policy guidelines; trained interviewers

(hiring managers and HR officers) in interviewing skills improvement; developed workforce planning tools

to manage growth (new projects/ grants) and managing natural attrition (project closures); Developed the

HR budgeting tool that guides program development team and other departments in budgeting HR related

costs; developed all the recruitment and development tools needed/ policies and have also facilitated

recruitment of both national and international staff – This has improved on our turnaround in identifying

talent that will drive our strategy.

EXPERIENCE


Strengthened staff orientation and induction processes; have developed detailed orientation and induction

policy which is now accessed in our HR manual; developed a standard orientation programme that is used

by the Field HR Officers in facilitating orientation for new staff in the different field offices; have

developed an orientation pack for new staff (National and International); have developed an orientation

and induction checklist to guide supervisors and Field HR Officers on what is expected; facilitated

orientation and induction processes for international and national staff – this has improved on staff

awareness of the organisation expectation and improved on staff retention.

Reviewed, developed, disseminated and implemented various HR policies and procedures; developed and

rolled out the human resources manual and aligned it to the labour laws of South Sudan; have raised

awareness of managers and staff on different policies both for the national and international staff; have

developed other separate polices that are attached to the HR manual as appendices; have also summarised

policies into pocket hand outs that are easy to understand for both the national and international staff –

this has increased staff awareness of existing policies and procedures.

Improved record keeping, documentation and shared services; have developed the “ hr one stop shop” –

this is a shared drive where information is shared across all the field offices in South Sudan; developed

standard filing checklist to facilitate the HR Officers in keeping records for staff on their files; Carried out

personnel file audits to identify missing documents for follow up purposes – this has facilitated easy

information retrieval.

Have read all the South Sudan labour laws (Labour Act, 1997, Social Insurance Act, Income Act, Work

Injuries Act of 1981 and South Sudan Government circulars from the Ministry of Labour, Public Service &

Human Resources Development) - made summaries of key issues to know for managers; this has reduced

on the number of litigations for the financial year 2014 compared to 2013 where we had over 6 cases in

Aweil court.

Have strengthened the performance management and engagement processes; developed guidelines for

performance management including the matrix reporting relationships; have developed the performance

management tools like performance goal setting templates, probationary evaluations review template, mid-

term evaluation template, annual performance review template, performance improvement plans template,

performance consequence management guidelines; Built the capacity of managers and the Field HR

Officers in facilitating performance management processes; have also developed performance management

training materials for orientation and existing staff – this has improved the quality of reviews done at

different stages of the performance management cycle; have advocated for performance alignment –

linking the strategy to performance targets and accountability.

Streamlined contract management processes for Samaritan’s Purse South Sudan national staff and ensuring

that they are aligned to the labour laws of South Sudan; developed guidelines to clarify different contract

categories and also developed end of contract tracking tools for open and fixed term contracts.

Worked with the project/ program managers in reviewing and standardizing job descriptions and job titles

that are aligned to the organization strategy; position titles have been standardized across all the field

offices; the organization structure has also been standardized to support the Country strategy; job

description folder created on the shared drive; Managers and the Field HR officers have been trained in

reviewing and developing job descriptions – have also developed training materials and all is accessed on

the shared drive.

Spearheaded organization learning and development; I am the program online development advocate for

Samaritan’s Purse South Sudan; provide technical support in staff training enrollment, providing guidance

and monitoring progress; identify capacity gaps – by conducting training needs analysis; facilitating tailor

made trainings to address the capacity gaps; and also built the capacity of the Field HR Officers to support

staff who are pursuing online development programs; have also developed the learning and development

guidelines for the organization.

Facilitated staff wellbeing initiatives and improving on the engagement levels; carried out HR clinics/

impulse checks at field level – this involved taking note of staff concerns and developing corrective actions;

developed standard guidelines for managing employee welfare at field level – in addition I introduced a

pre-paid medical insurance cover with International Medical Group; have also introduced the Group

Accident insurance benefit which has not been part of the staff benefits.

Optimizing value for money in the HR related processes; participated in the salary survey that was

conducted by the birches group for South Sudan NGOs; Read and interpreted 2 reports 60 pages each

and presented the implications of the survey to Senior Management; developed recommendations for

salary structure and benefits review & budgeting for 2015; supervised payroll preparation and improved its

administration by developing policies for guidance.

Have developed discipline and grievance procedures; have also been part of the disciplinary committee

where hard decisions were made and as a result three key staff were terminated – this has reduced on

similar cases because it has set a precedence for the remaining staff.

Coordinated 4 court cases in Aweil working along with our lawyer, labour office and Area Coordinators;

this involved attending court sessions in Aweil representing Samaritan’s Purse; submitting petitions

through our Lawyer and also coordinating the translation of court rulings from Arabic to English.


Have prepared and submitted – weekly and monthly HR department reports and other briefs for senior

management; also developed HR reporting templates to facilitate the HR reporting at Field level.

DATES: August, 2013 to October, 2013

ORGANISATION: World Vision Mali (West Africa)

POSITION: People & Culture (HR) Specialist – International Staffing and Capacity Building

(Secondment)

The overall purpose of this job is to build capacity of the HR teams to be more effective and also assist the

expatriates to understand their entitlements as per World Vision International policies and procedures

Key achievements:-

Built the capacity of the national HR team in World Vision Mali to effectively support the HR needs

and requirements for the international staff; National staff were trained on all related policies and HR

processes.

Developed the recruitment procedures and tools for effective support at field level

Developed and summarised user tools for all international policies – the global and local policies – and

improved accessibility through shared services.

Developed the human resource annual Operation Plan that was aligned to the strategy of World

Vision Mali programme and Global HR frame work.

Developed the capacity of the HR team in supporting emergency responses and grant related

programmes and also developed guidelines for reference purposes.

Developed the action diversity plan for World Vision Mali

Guided the HR team in providing adequate support in managing performance management processes

for both the national and expatriate staff and also presenting the new performance guidelines for FY

2014.

Developed a recruitment process map for World Vision Mali to provide direction in managing

recruits both at the head office and the field offices.

Evaluated jobs in World Vision Mali using the hay method and also built the capacity of the National

job evaluation committee and HR local staff to effectively evaluate jobs in World Vision Mali.

DATES: February/2012 to November/2013

ORGANISATION: World Vision Uganda

POSITION: People & Culture (HR) Specialist – Recruitment and International Staffing

The overall purpose of my job is to manage overall staff acquisition by providing effective end – to –end

recruitment process support through deliberate forecasting, sourcing, screening, assessment and placement of

professional and technical personnel in a timely and cost effective manner for staff working in programmes and

emergencies. (Overall I am World Vision Uganda’s Recruiter – for Programmes and Grants).

Key achievements

Built the capacity of the all hiring managers and Field HR staff in basic interview skills and existing HR

policies - this greatly improved the quality of the interviews; quality interview reports and identifying

excellent candidates.

I supported the proposal writing processes for different grants by advising on staffing costs for the

proposal, structure, guiding job description formulation and taking note of anticipated positions for

the grants to be included in the workforce plan.

Developed and rolled out the annual workforce plan for World Vision Uganda and this greatly

improved the recruitment turn around.

Developed a recruitment dash board which measures the number of days it takes to fill the jobs. The

dash board has three traffic light colours (that measure performance) for each position per month –

this helped us to see how long it takes us to fill the positions and finding alternative sourcing methods

to improve on the timelines.

Prepared detailed monthly recruitment – this facilitated timely recruitment of positions.

Developed and rolled out the recruitment policy for World Vision Uganda

Established the competency based and practical assessments to improve the quality of interviews for

leadership and managerial positions.

Developed a recruitment process map that guides the recruitment procedures for World Vision

Uganda

Led and participated in the World Vision International Global initiatives/ projects as a leader and a

driver – such projects include, Hay job evaluation, implementation of our people (World Vision

International HR system, implementing our voice survey, employee value proposition, introducing

TEECAP (Team work, Excellence, Commitment, Accountability and Passion in everything we do as an

organisation.


Participated in the formulation of the HR strategy and ensuring that it is aligned to the organisation

and global HR strategy (LEADER).

Introduced recruitment cost saving strategies – like online advertising; alternative sourcing of

candidates through head hunting, poaching and referrals – this reduced on the cost of doing business

but also facilitated timeliness in our recruitment process.

DATES: 2/2009 – end of Jan, 2012

ORGANISATION: World Vision (Uganda)

POSITION: People & Culture (HR) Specialist –Humanitarian Emergencies/Grants and International

Staff

The overall purpose of this job was to provide HR technical support and to lead the implementation and

management of World Vision Uganda grants & humanitarian emergency human resource functions (attracting,

developing, utilising and retaining) for both the local and international staff.

Key achievements:-

Participated in the capacity assessment for the UWASH staff and also identified training needs from

the performance appraisals – ensuring that personal development plans are effected and trainings are

undertaken to bridge the gaps.

Reduced the recruitment lead time for grants related projects from over 100 days to an average of 43

days

Supported the UWASH Senior Finance Officer in verifying correct salary charging costs, labour

distribution reports and corresponding budget lines.

Project manager for the hay job evaluation exercise for World Vision Uganda: - over 150 jobs were

evaluated & classified and I took part in the actual evaluation and the implementation of the project

(This was a World Vision International initiative). The jobs were evaluated using the hay method with

support of the Job Evaluation Manager – a computerised system for Hay.

Team leader: -Led a team that was responsive to the recruitment needs; Karamoja Drought Response

Programme where a total of 100 staff were recruited in a record time of two weeks and also the

recruitment of over 60 staff for the Water Sanitation and Hygiene Project for Northern and Western

Uganda.

Carried out the staff satisfaction survey to assess the climate in which the employees are working and

to respond to issues that are found to have made the climate unfavourable.

Implemented two World Vision initiatives to address increased incidences of malaria in staff by

providing free mosquito nets and also advocated for Christmas vouchers to increase staff morale and

motivation.

Participated in the World Vision Uganda break through change process (team building process) as a

Driver/Facilitator and replicated it to World Vision Uganda, Swaziland hence improved working

relations/ interrelations and work processes- This stimulated knowledge sharing.

Developed a recruitment dash board for World Vision Uganda which has helped in monitoring the

recruitment timelines for all the position.

Prepared recruitment reports, special reports on special projects ie Hay job evaluation exercise,

Human resource clinic reports and specific area office visit reports.

Prepared annual contracts for both national and international staff and contracts for staff on special

grants of 3 to 6 months.

Liaised with the World Vision International headquarters – United States of America on daily basis on

issues relating to international staff contract renewals, up-dating the international payroll and the

international human resource systems on changes in staffing issues.

Developed and implemented guidelines for project and grants that are phasing out.

I participated in the development of the human resource strategy for World Vision Uganda (2011 -

2013)

DATES: 11/2007 – 1/2009

ORGANISATION: World Vision (Uganda)

POSITION: Human Resource Manager

As a Human Resource Manager, I had overall responsibility of planning, reviewing and implementing

mechanisms of attracting, developing, utilizing and retaining the human resources in line with the World Vision

strategy, standards, policies and labour laws and also providing leadership to a team of 5 Regional Human

Resource Officers.

I was supervising a team of five Human Resource Officers; three in the Regions and two at the National Office.

Key achievements:-

Developed the human resource manual for World Vision Uganda which was approved in February,

2009


Prepared proposal and implemented the human resource support management information system

which improved documentation, record keeping and internal control for the human resource

department.

I up-dated the human resource system for the international staff using the World Vision International

program called the IBIRS which is used for posting internal jobs, renewing contracts for international

staff, allocating benefits for international staff and managing entry and exits.

Managed, mentored and appraised a team of 5 human resource officers under my supervision.

Conducted four Human Resource clinics/ visits/outreaches at Regional level [ Mbale for the east, Gulu

for the north, Hoima for the west and Masaka for the south] to sensitize and educate the field staff

on recruitment process, performance appraisal, staff wellbeing and benefits hence improved

knowledge of staff on human resource policies and procedures.

Carried out a hardship assessment for Karamoja Region in the Districts of Kotido, Kaabong and Abim

which led to the development of a hardship policy and benefits for Karamoja staff.

Carried out a staff debriefing for staff that were staying in hard to reach areas like Karamoja, Pader

and Bundibugyo by defusing stress through psychosocial programmes hence improved delivery of out

puts and services.

Led a team (addressing human resource issues) in the break through change process for northern

Uganda

Led World Vision human resource team in the restructuring exercise for the Programme division for

purposes of organisation improvement.

Participated in the formulation of the Country strategic plan for World Vision Uganda for 2010-2012

Carried out salary and benefits survey with other comparator organisations in order to improve our

salary structure and benefits to attract and retain the best staff in the organisation.

Reviewed the annual operation plans for the last two financial years 2008 and 2009 by reflecting on

activities achieved, what has not been achieved and lessons learnt. The lessons learnt were used to

enhance planning of activities in line with the new strategic plan.

DATES: 10/1999 – 9/2007

ORGANISATION: Plan International Uganda

POSITION: Human Resources Officer

As HR Officer i was providing technical support in human resource management issues for the

sub Offices including recruitment, selection, staff welfare and development in line with Plan

International Uganda Human Resources policies and professionally accepted HR management

principles.

Key achievements:-

Carried out recruitments for all vacant positions, preparing correspondences, contracts

for staff, carried out exit interviews and management of interview reports and records.

Sensitised 180 field staff on human resource issues; recruitment procedures, benefits,

discipline and grievance procedures, performance management and exit procedures.

Developed and managed the human resource information system and orientation hand

book for international staff hence improved orientation and settlement of new staff and

proper data management for the human resource department.

Carried salary survey and cost of living analysis to review the salaries and benefits for

staff which led to the review of the salary structures.

Improved on record keeping/ documenting and filing of personnel information – by

developing the filing checklist.

Developed a leave management system to track all the types of leave entitlements for

all staff.

Developed demographic analysis reports which were submitted to the international

Headquarters every quarter hence improved manpower planning and benefits

management.

Paddy Mugalula | Area Coordinator | Samaritan’s Purse International Relief | www.samaritan.org

Phone: +211 923160480 | Fax: | E-mail: [email protected]

Margaret Kagimba | People & Culture Director | World Vision South Sudan | www.wvi.org

Phone: +211 927 445724 | Fax: | E-mail: [email protected]

Former functional supervisor at World Vision Uganda (Nov, 2007 to January, 2012)

REFEREES

http://www.samaritan.org/

mailto:[email protected]

mailto:Margaret%20Kagimba/HTIO/LCRO/WorldVision

http://www.wvi.org/



Hugh Greathead | Regional Director, Humanitarian Emergency Affairs | World Vision South Africa

Region | www.wvi.org; Phone: +27(0)791280138 | Fax: | E-mail: [email protected]

[ Mailing: P O Box 5903, Weltervreden Park Gauteny 1715] – my line supervisor at World Vision Uganda

(Nov, 2007 to January, 2012)

Godfrey Senkaba, E-mail: [email protected]; World Vision USA – Program Quality Advisor,

Program Transition Team, Strategic Programming & Sponsorship Effectiveness; Phone 202.572.6574

Paul Kimalyo, E-mail: [email protected]; Head Procurement & Logistics GIZ; Tel: +256772494772

(Formerly with Plan International Uganda as Administration Manager)

Paul Kinuthia

Regional Food Programming Adviser - East Africa, World Vision (FPMG), Email: [email protected];

Skype: kinuthia2541; Tel: + 256 (312) 264 690/1; +256 (417) 114 273;

Fax: +256 (414) 258587; Cell: +256-774 686 530

http://www.wvi.org/





Documents

CV Ivan Nkono February, 2015