Human Resources Manager

Location:

Position Location:

 

Description

Job Title:    Human Resources Manager (Applicable for Sudan National Only)

Reports To:     Deputy Country Director – Operations/Support

Location:        Port Sudan, Sudan with frequent travel to field locations

Duration:        12 months

ABOUT RI:

Relief International is an international non-profit organization that partners with communities impacted by conflict, climate change and disaster to save lives, build greater resilience and promote long-term health and wellbeing. Our team of more than 7,000 staff and local volunteers work in 15 countries across Africa, Asia, and the Middle East, providing Health and Nutrition, WASH (Water, Sanitation, and Hygiene), Education and Livelihoods programming that creates the foundation for community resilience. We do this by working with local actors to develop safe and inclusive local programming that is evidence based, conflict sensitive, climate smart, and reaches those in need.

POSITION SUMMARY:

The Human Resources Manager (HRM) will lead, develop and strengthen all HR functions in order to provide efficient and effective HR leadership and support to the RI Sudan program – with special focus on effective recruitment, staff development and training, remuneration, performance management, HR Policy and overall compliance, employee relations and staff care. He/She supports the efforts of the Deputy Country Director to recruit, manage, motivate, and develop agile and robust workforce to deliver country strategy. The HRM is an effective advisor and educator on HR matters, including issues of HR policy local and labor law. He/she helps to create an enabling and nurturing work environment that promotes Diversity, Equity and Inclusion, and employee engagement. S/he will also be tasked to development the capacity of national HR staff through coaching and mentorship.

ESSENTIAL RESPONSIBILITIES AND DUTIES

HR Strategy

–          Develop and implement the Country HR strategy and ensure alignment with the RI Country Strategy.

–          Lead regular review of country office roll out of HR policies, employment policies and procedures in compliance to RI’s standards and evolving national labor law.

–          Ensure the consistent implementation of HR and administration policies and procedures across the country program.

Recruitment

–          Partner with the SMT and line managers to ensure adequate workforce planning for Sudan.

–          Ensure staff hiring is conducted efficiently and in compliance with RI’s policies and national labor law. Ensure a transparent, timely, efficient and safe recruitment process.

–          Create a database to monitor the recruitment and orientation of staff is in line with the HR checklist.

–          Ensure pre-employment checks are completed in time for all staff and filed with documentation according to HR checklist.

–          Ensure that all new staff complete required orientation and training programs and uploaded online.

–          Maintain and regularly update the HR Directory with staff details.

–          Support deployment of HR recruitment portal to streamline application and selection process, regularly updating the application with relevant information and data, generate reports for country management team and hiring managers.

Compensation, benefits and performance evaluation

–          Monitors industry salary and benefit levels and movements and recommend adjustments to ensure fair and equitable rewards package that is in line with the RI standards and principles.

–          Assist in advising on best practices on income tax and statutory benefits in accordance with the law in Sudan applicable for private and nonprofit sector.

–          Ensure the timely and efficient payroll preparation for accurate data on donor code, number of days, benefits.

–          Ensure the proper and accurate tracking of leave.

–          Review compensation and benefits package on regular interval in collaboration with country management team.

–          Support deployment of HR payroll application and maintenance of the application, regularly update the application with relevant information and data, and generate reports for country management team.

Employee Relations

–          Help maintain a healthy and empowering office environment that encourages open, honest and productive communication.

–          Ensure the timely processing of new contract, contract extension, staff transfer, promotions and other change of status.

–          Manage processes related to disciplinary actions, staff separation, and termination.

–          Respond to employee related queries and provide services to all HR related inquiries and requests.

–          Conduct periodic office climate assessments and advise management as appropriate on appropriate solutions and achievement of high levels of employee morale, commitment and performance.

–          Keep RI Sudan Employee Manual updated and constantly communicate it, along with other HR policies to staff.

–          Make sure that employees’ files are auditable at all times as per RI standards and any relevant donors’ requirements.

–          Ensure compliance to RI policies, procedures, systems and donor regulations as well as ensuring correctness of necessary documentation such as timesheets, leave forms, payrolls and exit interviews.

Performance Management — RI Performance Evaluation Form

–          Monitor the evaluation processes at all stages and ensure that staff and supervisors complete the review process in a timely manner.

–          Provide guidance to supervisors as they complete evaluations, help supervisors find effective coaching methods that work for specific issues including identifying areas of poor performance and assisting supervisors to establish plans for improving performance (PIPS), be present during review meetings when necessary.

–          Provide ongoing support to RI Performance Evaluation Form users, including responding to various inquiries raised by different employees, clarifying the appraisal forms, methodology etc.

Training

–          Cooperate with RI’s Director of Training and Development to implement capacity building initiatives and motivate staff to participate.

–          Develop professional development plan for Sudan staff utilizing various free and paid-for options, based on best practices in International non-governmental organizations.

–          Provide training, support and advice to local HR staff.

–          Track competency levels against requirements, works with line managers to determine gaps and ensure adequate and effective training and personnel development programs are in place to provide staff with the competencies (skills, knowledge and personal attributes) required for success in their current and future planned roles.

Leadership, Team Management and Coordination

–          Create and sustain a work environment of mutual respect where team members strive to achieve excellence.

–          Supervise, hire and orient new team members as necessary. Promote accountability, communicate expectations and provide constructive feedback via regular performance reviews.

–          Contribute to country team-building efforts, help team members identify problem-solving options and ensure the integration of all team members into relevant decision-making processes.

–          Liaise with peer agency HR staff as well as other RI country HR teams to share knowledge and practices that add value to the HR function and ways to strengthen team management processes.

–          Supports the change processes, providing insight and vision on how to enable change and create process improvements.

Safeguarding and Security

–          Ensure compliance with security procedures and policies as determined by country leadership.

–          Proactively ensure that team members operate in a secure environment and are aware of policies.

–          Consistent with RI’s safeguarding and protection policies, ensure all people who come into contact with Relief International are as safe as possible.

Accountability

–          Relief International team members are expected to support all efforts toward accountability, specifically to our program participants and to international standards guiding international relief and development work, while actively engaging program participants as equal partners in the design, monitoring and evaluation of our field projects.

–          Team members are expected to conduct themselves in a professional manner and respect local laws, customs and Relief International policies, procedures, and values at all times and in all in-country venues.

Equity and Diversity Commitment

–          Demonstrate sensitivity and understanding of systemic diversity and cultural differences.

–          Ensure that gender equity is addressed in our staffing and programming.

–          Perform other functions that maybe assigned from time to time.

QUALIFICATIONS & REQUIREMENTS

This position demands a dynamic individual with a demonstrated ability to achieve results in a demanding and fast paced environment.

–          Minimum Bachelor’s degree from a recognized and reputed university. Master’s degree is preferred with professional training.

–          At least 7 years progressive fulltime employment in a similar position preferably in nonprofit sector with at least 5 years in an HR supervisory/management position.

–          Proven experience of providing leadership on all HR issues at the same time balancing the strategic role with the need to deliver effective day-to-day HR administration services.

–          Direct experience of organizing large scale recruitment.

–          Ability to prioritize and deal with competing demands.

–          Previous experience of staff supervision and capacity building.

–          Well-developed conceptual, critical, and analytical thinking with the ability to convey complex information in a straightforward way and influencing this to a wider audience.

–          Fluent spoken and written English.

RI Values:

 

We uphold the Humanitarian Principles: humanity, neutrality, impartiality, and operational independence. We affirmatively engage the most vulnerable communities. We value:

–          Inclusiveness

–          Transparency and Accountability

–          Agility and Innovation

–          Collaboration

–         Sustainability