ABOUT RIGHT TO PLAY:
Right To Play is a global organization, using the transformative power of play to educate and empower children facing adversity. Through playing sports and games, Right To Play helps over one million children learn through play to create better futures, while driving lasting social change in more than 20 countries each week. Founded in 2000 by social entrepreneur and four-time Olympic gold medalist Johann Olav Koss, Right To Play is headquartered in Toronto, Canada and has national fundraising offices in Canada, Germany, the Netherlands, Norway, Switzerland, the United Kingdom, and the United States. Regional offices are in Africa, Asia, and the Middle East. Therefore, Right To Play is looking for a qualified, experienced and self-motivated Human Resources and Administration Coordinator.
I. JOB SUMMARY
The Human Resources and Administration Coordinator reports directly to the Country Director (CD) and technically to the HR Manager at Africa Reginal Office. His/her main role is to help and enable the management of the human resources and administration, establish and maintain transparent and objective systems that attract and retain talent, motivate staff to perform effectively, build trust, facilitates the capacity building and development of employees and ensures that the compensation system is effectively implemented into the country.
II. SUPERVISORY AND ADVISORY RESPONSIBILITIES
(A) DIRECT REPORTING LINES
Job title | Number of Employees per Job Title |
Logistics Assistant | 1 |
Drivers | 2 |
(B) INDIRECT REPORTING LINES
Job title | Number of Employees/Volunteers per Job Title |
NA |
|
(C) INDIRECT ADVISORY RESPONSIBILITIES
The Human Resources and Administration Coordinator provides advice on the interpretation of HR policies, HR issues, local employment laws and practices to management and staff.
III.RESPONSIBILITIES Time%
In accordance with Right To Play (RTP) approved policies and procedures, the employee:
1. | Staffing, recruitment and selection
| 20% |
2. | Compensation and total rewards
| 15% |
3. | Payroll and HR information management
| 15% |
4. | Employee relation and employee services
| 15% |
5. | Performance appraisals, training and development
| 10% |
6. | HR planning, policies implementation
| 10% |
7. | General HR / Office Administration
| 10% |
8. | Performs other duties as assigned. | 5% |
IV. PLANNING AND ORGANIZING
The incumbent is expected to develop the work plan independently and review with the country manager to ensure alignment with the country work plan. The incumbent is also expected to heavily participate in the country HR planning and implementation.
V. MINIMUM QUALIFICATIONS (Must have)
(A) EDUCATION/TRAINING/CERTIFICATION
(B) EXPERIENCE
C) COMPETENCIES/PERSONAL ATTRIBUTES
(A) TECHNICAL SKILLS
VI. DESIRED QUALIFICATIONS (An Asset)
VII. JOB CONTRIBUTIONS/IMPACT
(A) PROBLEM SOLVING
The incumbent is expected to follow the established HR policies and procedures to solve HR issues. However, he/she is expected to interpret the policies to solve unusual situations following consultation with MHR. The incumbent is also expected to provide coaching and guidance to employees and management in dealing with HR related issues.
(B) FINANCIAL IMPACT
The incumbent is expected to communicate payroll related information on the approved budget. Failure to provide accurate information in the payroll will have financial implications. The incumbent is expected to recommend changes to benefits based on changes in country laws. Failure to keep abreast with changes in local laws may have financial implications as well as implications on the image of the organization. The HRO will work closely with the program team to ensure HR expenses such as salaries and benefits are considered when preparing proposals for donors.
(C) INFORMATION MANAGEMENT
The incumbent is expected to keep track of HR database and personnel files of employees including confidential information.
(D) CONTINUOUS IMPROVEMENT
The incumbent is expected to recommend improvements to HR policies, procedures and practices based on the requirements of local labour laws.
(E) RELATIONSHIP MANAGEMENT
The incumbent is expected to maintain good relationships with all employees.
VIII. CONTACTS/KEY RELATIONSHIPS
(A) Internal
Country Manager, program team and other country office staff, regional team and HR HQ.
(B) External
HR consultants, insurance company representatives, advertising agencies, legal advisor, tax consultant, HR forum of INGOs.
IX. WORKING CONDITIONS
(A) PHYSICAL ENVIRONMENT AND EFFORT
The incumbent is expected to sit in an office for long periods of time and is expected to go for filed visits.
(B) SENSORY DEMANDS
The incumbent’s job requires concentration, accuracy and attention to detail specially when working with the budget and database.
(C) MENTAL DEMANDS
The incumbent’s job requires attention to deadlines and may include conflicting priorities.