Save the Children is an exciting and dynamic organization that follows a holistic approach to achieve more for children and use its resources in an efficient and sustainable way. In every programming we aim to achieve results at scale, build partnership to influence others and increase our impact; look for innovate solutions to the problems children faces, campaign for better practice and ensure that Children’s voices are heard.
Job Title | DIRECTOR OF HUMAN RESOURCES |
Code | 1044 |
Place of Work | Addis Ababa |
Programme/Unit | Ethiopia Country Office Senior Management Team |
Monthly Salary in ETB | As per the Scale |
No. of Positions | 1 |
Length of Contract | One year with the possibility of Extension |
ROLE PURPOSE:
As a member of the Senior Management Team (SMT) in the Ethiopia, the Director of HR shares in the overall responsibility for the direction and coordination of the Country Office (CO). The HR director has ultimate responsibility for all people based activity within the organization from both an operational and strategic perspective in Matrix structured organization. S/he is involved in many areas, such as resource planning and recruitment, training, managing a variety of employee relation issues and being the first point of contact for all employee related issues. The Director of HR in his/her capacity will be accountable for the provision of effective HR services in both emergencies and development programming contexts. As member of the SMT, the position holder is also expected to play a significant role in ensuring gender equity among staff is maintained across the organization.
KEY AREAS OF ACCOUNTABILITY:
As a member of the Senior Management Team, contribute to:
Leadership of the Ethiopia Country Office
Support the development of an organisational culture that reflects our dual mandate values, promotes accountability and high performance, encourages a team culture of learning, creativity and innovation, and frees up our people to deliver outstanding results for children and excellent customer service for our members and donors
Help design and implement a coherent organizational structure that is consistent with agency practices and appropriate to program needs
Help establish, maintain, and improve active and regular working relationships with: host government authorities, partner agencies including humanitarian and development donors, and local and international NGOs
Ensure the Ethiopia Country Office complies with all Save the Children Management Operating Standards and Standard Operating Procedures
Ensure that all required support is provided promptly, at scale and in line with the rules and principles during emergencies, working closely with the Regional Office
Work with SMT for creating a diverse and inclusive organization that can better attract and develop the strongest global talent; nurture world class creativity and innovation; and understand and relate to our beneficiaries and their communities
Policies and Procedures
Supervise the Human Resources function to ensure that advice and support are provided to managers and staff on interpretation and application of policies and procedures and on other HR related matters
Supervise the development of dual mandate HR practices and processes aligned with the organisation’s overall strategy and SCI MOS to meet the evolving needs of the organisation
Ensure appropriate and adequate humanitarian HR procedures are detailed in the Country Office Humanitarian Preparedness Plan in order to enable rapid scale up
Facilitate the HR aspects (such as deployment mechanisms) of Ethiopia's Humanitarian Response Team
Provide ethical oversight and leadership across the Country Office
Ensure that staff and Save the Children Associates are aware of and adhere to the Child Safeguarding Policies
Support in establishing goals or principles regarding a staff that is diverse in race, ethnicity, gender, age, and disability and take a leading role to play in implementing the policies and goals.
Child safeguarding
Oversee that the organization recruit only representatives who are suited to work with children and to apply strict child safe recruitment practices
Ensures that everyone associated with the organisation is aware of their obligations and responds appropriately to issues of child abuse and the sexual exploitation of children.
Ensure the country Offices establish and maintain systems which promote awareness of Child Safeguarding, enable the prevention of harm, facilitate the reporting of and responding to safeguarding concerns.
Staff Recruitment and Retention
Ensure appropriate recruitment, retention and succession of staff including orientation programmes; design and implementation of compensation and performance management systems relevant for both development and emergencies, and career development for staff
Ensure through thorough review that employment terms, conditions and practices are fair, consistent, compliant with labour law and Save the Children human resource policies and best practice, and appropriate to the context
Prepare terms and conditions of employment and issue all employment and consultancy contracts in compliance with Ethiopian Labour Law and regional HR best practices
In collaboration with Director of Finance, ensure maintenance of updated information on staff salaries, allowances and income tax calculations in compliance with current laws and regulations
Develop a culture of performance management across the organization, where staff are held accountable and rewarded for high performance
Lead implementation and maintenance of performance management system that is in alignment with organizational goals
Ensure that performance reviews are conducted regularly by supervisors; provide training and advise to managers on effective implementation of performance management
Analyse on an on-going basis the organisational staffing profile and, in conjunction with senior managers, advising on job holder competencies and skills in light of changing contexts and content
Providing guidance on staff capacity building and in formulating the annual training calendar, and offering expert facilitation of in-house training programs such as performance management workshops and orientation programmes
Ensure that staff have access to HR guidance on individual development opportunities arising from performance review feedback and personal career development interests
Monitor and advise on disciplinary matters in accordance with established policies and procedures
Mediate conflict, grievances and harassment cases
Oversee that the legal unit deliver a reliable, accurate, timely and well-informed advice to HR Department and the Senior Leadership Team on legal issues and the potential legal implications of various organization strategies, initiatives and projects. The positions provides legal services, analysis of legal risks and legality assurance to the management and ensure that appropriate legal service is delivered for the organization by closely working with retained lawyers.
Ensure that the legal unit work closely with different departments to deliver a fair and consistent service both in minimizing risk to the organization and reacting to the organization needs. The incumbent will have active role in looking into staff grievances along with the HR director to ensure appropriate system is adopted for employee grievance management.
Ensure appropriate staffing within Human Resources
Ensure that all HR staff understand and are able to perform their roles in an emergency
Manage the HR team; define expectations, provide leadership and technical support as needed, and evaluate direct reports regularly
Ensure the recruitment, training, and promotion of staff as appropriate and ensure availability of appropriate professional development opportunities for staff
Incorporate staff development strategies and Performance Management Systems into team building process. Establish result based system and follow up
Manage the performance of all staff in Human Resources work area through:
Effective use of the Performance Management System including the establishment of clear, measureable objectives, on-going feedback, periodic reviews and fair and unbiased evaluations;
Coaching, mentoring and other developmental opportunities;
Recognition and rewards for outstanding performance;
Documentation of performance that is less than satisfactory, with appropriate performance improvements/ work plans
MINIMUM QUALIFICATIONS AND EXPERIENCE