| 1. Welfare
Infrastructure
- Plan for and define standards for welfare facilities (workplace and residential areas) and activities i.e. houses, schools, social halls, social amenities etc. to achieve safe and dignified spaces for all.
- Audit, report and ensure infrastructures within the estate/factory/unit are maintained to the highest standards on time in full within the allocated budget.
- Implement Company housing policy and related guidelines
- Jointly with the Occupational Safety and Environment Manager, implement (Water, sanitation, and Hygiene) WASH programmes
Management – Social safety and wellbeing
- Train & develop all employees on welfare issues relating to Human Rights, gender-based violence, Counselling & work standards
- Facilitate the implementation of all company policies and procedures, especially HR, CoBP and specifically Sexual Harassment Policy
- Develop and implement an equal opportunity and gender diversity policy to enhance Diversity and Inclusion at the workplace.
- Responsible for cascading Company information relating to HR and welfare to employees, and coaching and mentoring on welfare, gender diversity & human rights
- Implement Welfare policy in the business and ensure policies and procedures on welfare are current, conform and where appropriate are best practice
- Design and coordinate mental health and well-being including psychosocial support for employees in the business.
- Develop and coordinate Dignity Enhancement committee meetings with the leadership team and rollout actions as deemed fit.
- Drive social campaigns, audit and report on gender, welfare, and human Rights.
- Participate in welfare related conflict resolution and escalation of welfare related incidences
- Conduct employee satisfaction and knowledge surveys to gauge knowledge and satisfaction levels.
- Undertake needs assessment on need basis to inform social capital expenditure projects beneficial to the employees
- Put in place a robust welfare grievance handling mechanism at all levels including village mechanisms
- Coordinate training and supervision of welfare grievance groups
Interface with internal stakeholders, such as Estates, Factories, Finance, HR, Legal, Security, Supply Chain, Unilever Tea Kenya Limited , Unilever Tea Tanzania Ltd and external stakeholders.
- Partner with NGOs and other stakeholders on enhancing livelihoods and socio-economic programs
- Jointly with the Resident Medical Officer of Health develop a robust GBV case management and referral mechanism
- Coordinate training on GBV and GBV case management for health workers and medical personnel
- Jointly with the Resident Medical Officer of Health and security management, set up a GBV desk to offer specific support to survivors of GBV (medical support, counselling and reports to the police)
- Propose new ideas within company scope to improve overall welfare for employees
2. Human Rights Policy
- Safety for Women, Girls and Boys – To provide specific support to female employees on matters of abuse and harassment, including a “Safety for Women, Girls and Boys” programme
- To support the implementation of employee welfare policies, guidelines, and procedures
- Implement internal Grievance Mechanism for all employees and dependants
- Oversee the implementation of Responsible Sourcing Policy principles in our operations
- Implement support programs for vulnerable groups such as children, persons with disabilities, female headed households, expectant and breastfeeding mothers.
- Design and implement programmes on gender diversity
- Implement Gender based violence prevention programs targeting employees, dependants, schools, and youths.
- Provide specific support to the Business Integrity committee through conducting social impact assessments and counselling survivors and their families
- Review welfare policies and align them with human rights policies and laws
3. Program Monitoring, evaluation and reporting
- Oversee the success implementation of Unwomen partnership with the selected partners
- Ensure the timely implementation and accurate delivery of program and data for safe rural spaces
- Collaborate with the implementing partners and ensure Monitoring & Evaluation of program impact and activities are effectively done.
4. Community Engagement
Expropriation management
- Engage with external parties, Government, and subject matter experts to oversee monitoring of the GoR’s Resettlement Action Plan
- Review and monitor the implementation and efficacy of the Livelihood Restoration Plan with external experts and escalate issues through the Oversight Committee to the GoR
Community Liaison
- Establish external Grievance Mechanism for members of the community with specific focus on those resettled from the Industrial Block and Resettlement Villages (Host Site Households) and escalate issues to Government through the Oversight Committee
- Develop and build interaction between UTR, its own worker villages, and the local community, inclusive of the large number of Outgrowers
- Establish appropriate programs to address reconciliation issues that will be amplified by the proximity of people living in villages. Where appropriate to liaise with government and NGOs to facilitate this work
- Establish linkages and referral pathways with local Government bodies/ agencies to address grievances
5. Targets and Budget
- Deliver welfare targets in line with Company strategy to be done for the year.
- Plan and ensure welfare expenditures are in line with the budget, review monthly “budget vs. actual” and participate in new budget development-annual operational budget for welfare department
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- University Graduate-Degree in social sciences/business administration or Human Resources, education, law, development studies or gender
- Excellent computer skills and MS- office
- Experience with employee data software system will be an added advantage.
- 5 Years working experience is required in a customer/stakeholder engagement role.
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- Service delivery providers (either in-house/outsourced)
- HR community
- Local Labor Inspectorate
- Line Managers/Unit managers/Operations Managers
- Employees (Non-management and Management)
- Legislative bodies (external)
- External HR bodies of best practice (relevant to market)
- Internal departments e.g Procurement, Legal, Finance
- Gender machineries
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