Jaza Energy Inc. is a Canadian-based, off-grid energy company that provides solar-powered battery packs and charging hubs to remote, rural villages in East Africa. The company was founded in 2015 and aims to provide clean and affordable energy to people who lack access to the electrical grid. The company establishes solar-powered charging stations in communities, where residents can rent and recharge portable lithium-ion battery packs.

Job Roles & Responsibilities:

• Ensure that open Jaza Star positions for new sites in Expansion are advertised extensively.
• Monitor the number of interested candidates during Jaza Stars recruitment and ensuring that it meets the set criteria for interviews and training to be conducted
• Ensure that all necessary arrangements for interviewing and training process are made for each site in the expansion pipeline
• Conduct interviews, classroom training and on-site training for possible Jaza Star recruits
• Identify possible areas of concentration for training for the Jaza Star recruits and recommend inputs to the training materials
• Ensure that all onboarding action items for new recruits are followed and all necessary documentation is filled appropriately. This includes:
• Ensuring that they are registered on the Dashboard and set their accounts on the Star App
• Requesting for employment agreement from the HR department, sign and share back for filling
• Uploading the Jaza Star registry with the new recruit details

Qualifications:

• Diploma or Bachelor degree in Education, Community Development, Psychology, Sociology, HR and any other related field.
• Previous experience in roles where rural outreach, recruitment and training was done.
• Ability to tap into local networks, leveraging community connections, and local job boards to find candidates.
• Ability to position the company as an attractive local employer.
• Ability to develop tailored recruitment strategies and training guide to attract and train candidates.
• Experience in conducting in-person interviews and trainings.
• Ability to assess candidates for both technical skills and cultural fit within the community-oriented nature of rural work environments.
• Ability to manage the full recruitment cycle in a rural environment where resources may be more limited.
• Effective planning and prioritization to ensure timely and efficient hiring processes, even with fewer candidates.
• Strong problem-solving skills to handle challenges like long hiring timelines, training and/or limited local candidate pools.
• Strong interpersonal and relationship-building skills to establish trust within a close-knit community.
• Familiarity with local languages or dialects can be a huge asset, especially in remote/rural areas.
• Ability to work independently, interact with people of different backgrounds, cultures, languages and to travel frequently to remote locations.