RESPONSIBILITIES

Reporting to the Program/Country Director, the HR manager ensures the efficient management of human resources for Ethiopia/Somalia/Somaliland for which s/he is responsible.Missions

1. Strategy and Steering

·         Contributes towards the drafting, revision and implementation of operational strategy (StratOp) within his/her scope of responsibility;

·         Provides the Program/Country Director with HR options to support the implementation of the StratOp locally;

·         Produces and updates the risk map covering his/her scope of responsibility. Proposes and implements risk mitigation measures;

·         Contributes to incident reporting within his/her scope of responsibility;

·         Produces, compiles and analyses dashboard data; if necessary creates HR KPI specific to his/her programme.

·         Represents HI externally on HR matters concerning his/her geographical area (e.g. forums, operational and strategic alliances); ensures the development of local partnerships necessary to the development of his/her area of activity.

2. Standards and Accountability

·         Ensures respect and application of HI HR standards for the whole of his/her professional sector –regional programme and affiliated countries, with regard to policy, processes and tools;

·         Adapts and contextualises HR standards according to specific local characteristics;

·         Oversees internal control for his/her whole area of responsibility;

·         Guarantees compliance with and application of institutional donor rules on all the projects implemented within his/her scope.

3. Operational HR Management

3.1 Planning programme resources

·         Assists the Program/Country Director with the sizing of resources (quantitative and technical) and the drafting and monitoring of sourcing and skills development plans for the area within his/her geographical scope, thereby contributing to efforts to retain staff and open up key posts to national staff;

·         Assists with the HR section of budgets for project proposals and with budget steering, including HR /payroll projects

·         Ensures the upgrading of managerial skills for all the managers working within his/her geographical scope through the deployment of Manager 2.0 policies and tools and continuous improvement;

·         Organises talents reviews: identifies talents and low performers and adapts the support plans of the staff concerned accordingly;

·         Monitors psychosocial risks at work and ensures appropriate support is provided to any staff concerned;

·         Coordinates specific situations (disabled workers, mobility).

3.2 Administration and payroll

·         Coordinates and monitors the management of national staff contracts and payroll across the programme;

·         Coordinates the administrative management generated by the Conditions and Modalities of Employment of International Staff (general and specific) directly with the HQ operational centres (Personnel Administration Unit, Recruitment and Mobility Unit) and also permits required to work in the country

3.3 Assisting the managers on his/her programme with the implementation of HR policies:

·         On collective issues

o   Work organisation

o   Accompanying change: changes in organisation, the emergence of new professions, the implementation of new HR processes, etc.

o   Quality of Work Life

·         On individual issues:

o   Disciplinary

o   Pay-related

o   Health, etc.

3.4 Legal and social

·         Ensures a positive social climate;

·         Represents HI with staff representatives;

·         Ensures that legal norms and changes to case law are monitored locally with specific regard to employment legislation and the application of the legal framework.

3.5 Rollout of HI’s Code of Conduct and institutional policies

·         Supports the Program/Country Director with the deployment of HI’s Code of Conduct and PSEA;

·         Contributes towards the operational implementation of decisions taken by the crisis cells;

·         Contributes towards the implementation of actions decided by the investigation cells.

4. Professional Channel Management

Leads the professional channel of the RH sector within his/her scope and helps to do so for the organisation as whole

·         Contributes towards the professional channel of the HR sector globally (community of practice);

·         Develops a pool of local talent (carries out technical interviews with the candidates and formulates recommendations; identifies training needs)

5. Emergency Preparedness and Response

Is responsible for providing appropriate support to emergency responses occurring within his/her geographical scope

·         Takes part in analysing the capacity of his/her programmes and teams to respond to emergencies;

·         Contributes towards identifying preparedness measures in liaison with HQ’s Emergency Division; implements these measures;

·         In the event of an emergency response, mobilises and adapts his/her department and its processes: size of the team, line-management, coordination and communication mechanisms, ARCI, reporting, etc.;

·         Strengthens external coordination with colleagues from other organisations.

6. Management

Assumes the role and stance of manager with regard to his/her HR staff:

·         Fosters a team spirit and team works to ensure the necessary synergies between the divisions. Encourages the exchange of practices within and between divisions;

·         Contributes towards the professional development of his/her team members: sets individual objectives, ensures that the know-how and motivations of his/her staff meet the organisation’s needs;

·         Provides individual and collective recognition

·         Develops his/her staff‘s ability to work autonomously

·         Embodies and transmits HI’s values, ensures respect of its code of conduct and institutional policies and is vigilant with regard to expected attitudes and individual and collective behaviours.

Education: BA in Human Resource Management

Experience: 5 years and above in HR Management

Previous INGO experience is advantageous