ALIMA IN SUDAN

ALIMA has been present in Sudan since 2021 with projects in South Kordofan and Khartoum states responding to urgent health and nutrition needs of populations affected by conflict and the COVID-19 pandemic. In 20222, ALIMA in coordination with the Ministry of Health (MOH) intervened in two localities in South Kordofan supporting Kadugli Teaching Hospital Maternity and Pediatric Units, two Primary Healthcare Centers (PHC) and mobile clinics, including rapid response mobile clinic for the influx of IDPs at Kadugli Bus Station IDP Camp.  ALIMA also strengthened capacity for optimal case management of severe COVID-19 cases by increasing access to medical oxygen at Al Shaab Teaching Hospital, a 350 bed specialist hospital designated as a COVID-19 Treatment Center in Khartoum.  ALIMA  installed a PSA (Pressure Swing Adsorption) Oxygen Plant delivering medical oxygen directly to operating theater and general wards.  Additionally, ALIMA conducted training with MOH staff on oxygen therapy for optimal case management and on preventive and curative maintenance of key biomedical equipment. 

Since the escalation of conflict in April 2023, ALIMA has been responding to the emergency health and nutrition needs in South Kordofan and is in the process of opening a new project in North Darfur. ALIMA plans to scale up emergency response for the influx of internally displaced persons (IDPs) El Fasher, North Darfur with support to primary health care facilities in IDP Camps, a nutrition Stabilization Center, and mobile clinics.  In South Kordofan, ALIMA continues to support life saving healthcare at Kaduli Teaching Hospital, 2 PHCs, and mobile clinics.  ALIMA will implement additional nutrition activities by establishing outpatient therapeutic programs (OTPs) to treat severe acute malnutrition at all supported health facilities in 2023.

Mission Location: At coordination located  with frequent travels to the project areas.

PROTECTION OF BENEFICIARIES AND COMMUNITY MEMBERS 

Level 3: As part of his/her duties, the incumbent will visit programs and come into contact with children and/or vulnerable adults. Therefore, a criminal record check or a certificate of good character will be required. In situations where a criminal record or character reference is not available, a statement of good character will be required.

FUNCTIONAL AND HIERARCHICAL LINKS

He/she reports to the Head of Mission (line manager).

He/she refers technically to the Finance Desk for financial issues and to the HR Desk for HR issues.

He/she manages administrators, supervisors, and assistant administrators in coordination and in the field, accounting managers, and archivists.

He/she works in close collaboration with the coordinators (medical, logistics, and projects).

MISSION AND MAIN ACTIVITIES

The FINRHCO supports the capital and project coordinators in all matters related to the financial, HR and administrative management of all projects that make up the country’s mission. He/she guarantees the proper management of funds and their transparency by ensuring the accounting and financial management of the mission under the ALIMA management framework and local legislation.

1. Budget management

• Contribute to the definition of the mission’s strategy by developing the mission’s budgets and budget amendments

• Consolidate and carry out budgets, in collaboration with the coordinators (monthly general and specific)

• To elaborate on the budgetary follow-ups intended for the headquarters and the members of the country and project coordination, to draw their attention to the possible under- and over-consumption of the budget 

• Produce financial reports for donors so that they can be validated by the head office within the deadlines set out in the funding agreements. 

• Be the focal point for our donor audits at the mission level in conjunction with Alima’s internal audit department. Prepare the documentation, control its content, and alert if necessary.  

1. Accounting

• Ensure the existence of and compliance with financial and accounting resource management rules in the country

• Supervise and oversee the accounting system to ensure transparency, completeness of financial information, compliance with procedures, and legibility of expenditures.

1. Cash management

• To ensure that the necessary and sufficient level of cash is always available for the smooth running of operations with maximum control of security and operational risks

• Ensuring compliance with species management procedures on its mission

• Ensure the archiving of the mission’s accounting documents

1. General management of resources

• Put in place the necessary elements to monitor the use of material resources

• Participate in the development of the mission’s procurement framework (procurement plan)

1. Institutional funding

• Ensure compliance with commitments made to institutional donors (regular meetings, monthly financial monitoring, reports, recommendations, etc.)

• Respect for the procedures of the lessors

• Ensure the proper management of the mission’s human resources under ALIMA’s administrative management framework and local legislation. To this end, act as ALIMA’s representative to the administrative authorities (Labor Inspectorate, Lawyer, Social Security, Taxes, etc.)

• Define, adapt, plan, and oversee the implementation of the mission’s human resources policies, ensuring that they are in line with the context, local legislation, and operational issues.

• Contribute to the definition and implementation of the mission objectives, particularly with regard to the aspects related to team sizing, the required HR profile and capacity, and the strengthening of staff skills in order to effectively achieve the mission objectives.

• Be the focal point and advisor for HR issues to the mission’s managers

1. Administrative management of the mission, legal watch 

• Ensure the updating of legal documents for the proper functioning of ALIMA

• In collaboration with the other members of the coordination team, notably HOM, ensure the annual registration of lease agreements and the terms of contracts for coordination houses and projects 

• Ensure the legal monitoring of the mission by creating and maintaining a network of relevant information, in particular on labour and tax legislation

• Ensure compliance with laws and regulations within the mission in its areas of responsibility (labour law, social and tax legislation, etc.)

• Contribute to the definition, validation, update/revision, and ensure the application of HR management documents, procedures, and policies on the mission (internal regulations, work contracts, recruitment policies…)

• Follow-up of bonus or incentive personnel 

• Collaborate with the Humanitarian Affairs Commission (HAC) to ensure the effective recruitment of local staff. This includes identifying key skills and competencies required for specific roles, conducting rigorous screening processes, and creating effective onboarding programs for new hires.

1. Administrative Management of Human Resources

1. Recruiting

• Support the implementation of the HR strategy, ensuring that it is aligned with the organization’s mission and goals. This includes overseeing the development and implementation of HR policies, procedures, and guidelines, and providing guidance and support to managers and staff on HR-related matters.

• Ensure the rigorous application of the recruitment policy on all bases and applied to all positions (from the definition of the need to the archiving of recruitment files)

• Train the Project Administration Managers (PAMs) in ALIMA procedures, best practices and recruitment techniques

• Participate in the recruitment process for base managers (HR validation)

• Participate in the recruitment process of the ETAMs at the bases on request of the PC and/or the RAP

• Provide RAPs and team leaders with recruitment tests when required or advised and requested

• Provide RAPs with a general induction of ALIMA and the mission, support the updating of the project section, and ensure that each staff member benefits from this induction

• Provide induction for all HQ or coordinated managers and for all positions at level 12 and above

• Ensures that each new employee recruited to the base is briefed on the internal regulations, the code of conduct, the anti-fraud policy, and the policy for the prevention of harassment and sexual and gender-based violence

• Ensure that the induction process is understood by stakeholders and implemented on the mission (coordination and baseline).

1. Work contract and follow-up

• Ensure that personnel files are complete and maintained in electronic format on Sudan Drive

• Implement efficient contract monitoring tools and ensure that RAPs use them (monitoring of contract dates, leaves, etc.)

1. Payment of salaries, taxes and social contributions

• Oversee the use of the payroll software and train RAPs on their responsibilities

• Validate payrolls each month for each base

1. Life and team composition

• Support the organization of monthly staff meetings

• Participate in staff representative/coordination meetings

• Participates in the resolution of work conflicts in collaboration with project coordinators, RAPs and team leaders

1. Operational management of Human Resources

• Support project coordinators and department managers in defining the composition of their teams

• Update and share mission organization charts with the bases, coordination, and headquarters every month

• Participates in the elaboration of the mission’s budgets for the HR part (organization chart, salaries, bonuses…), international transport, and rent.

1. Quality management of personnel

1. Job Profile – Performance Objective Plan – Review

• Provide RAPs and team leaders with standard job profiles

• Ensure that updated job profiles are available for each employee and that each employee has read and signed them, support the RAPs and team leaders in case of blockage

• Train team leaders in the use of POP documents and reports

• Verify that team leaders set goals at the beginning of the period and complete staff reviews at the end of the period

• Analysis personnel reviews from a career path perspective

1. Training and capacity building

• Contribute to the identification of training needs for the mission’s staff 

• Compile all training needs annually and develop an annual training plan for the mission

• Be proactive in identifying sources of funding for training, and in identifying collaborations with other NGOs and training organizations in the country 

• To be responsible for the organization of training taking place in the coordination or in the city of the coordination

• Propose and anticipate the secondment of personnel to other ALIMA missions

• Accompany the capacity building of all employees in support of team leaders

• Collect data related to the training provided in the field and propose an analysis of this data 

• Apply post-training monitoring and evaluation methods to measure the impact 

• Ensure the link with the Head of Training at the headquarters 

1. Specific management of international staff

1. Administration

• In liaison with the administrative department in Dakar, ensure the administrative follow-up of the international staff: arrival and departure dates paid leave, passports, visas, and airline tickets

• In collaboration with the Admin/HR Manager, ensures the renewal of expatriate visas, securing visas, and/or any other legal documents required by the police and the Ministry (Agreement, Convention with the Ministry of Trustees, Request for Entry Authorization…)

• Monitor contract dates and bring them to the attention of line managers at least 3 months in advance

• Ensures the constitution of the files of the internationals and provides the necessary documents for those who do not have them (ALIMA card, mission order, residence permit…)

1. Recruitment and follow-up

• Support the mission leader and the project coordinators in the planning of the breaks and provide a monitoring tool

• In collaboration with the administrators, alert for interim and final reviews

• Ensures the transmission of the end-of-assignment reports to the HR referent of the

• Supports the Head of Mission in the management of human resources of expatriate personnel (conflict management, the anticipation of recruitment, drafting of job profiles, etc.)

1. Team management and animation

• Set up a finance and HR department to coordinate in a spirit and operation that guarantees synergies between services. Promotes the exchange of best practices within and between departments.

• Define job profiles and performance objective plans for team members to develop skills. Participates in the reviews of his/her team in a career path approach and participates in the reviews of the project administrative managers (RAP)

• Make training and job changes possible by strengthening their skills and developing their autonomy

• Propose and anticipate secondments to other ALIMA missions

• Identify the skills that team members need to acquire to master their positions and organize training to reinforce them OR ensure that the organization’s needs match the know-how and motivations of its employees

• Embodies and transmits values, ensures compliance with the code of conduct and institutional policies, the state of mind, and expected individual and collective behaviours

• Organize and facilitate team meetings

1. Implementation of preventive measures against abuse of power, gender-based and sexual violence, fraud and money
   laundering
   

• Participate in training and awareness sessions

• Provide ongoing training to all staff on the anti-fraud policy 

• Apply standards for abuse prevention

• Ensure that team members attend training and awareness sessions and follow abuse prevention rules

• Contribute to creating and maintaining a nurturing and protective environment

• Expertise
• Countries of intervention
• Space donator
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