Head of Human Resource -Maternity Cover

Job Description

TEAM/PROGRAMME: HR  

LOCATION:  Addis Ababa

GRADE:  1B

CONTRACT LENGTH: 6 Months 

CHILD SAFEGUARDING

Level 3.  The responsibilities of this post may require the post holder to have regular contact with children and young people. In the overseas context all posts are considered to be level 3.

As part of these responsibilities the post hold will support the establishment of child safeguarding systems, promote a culture of keeping children safe, and ensure that potential harm to children (by our own staff and/or as a result of how we do our work) is identified and addressed on an ongoing basis. Report and respond to interventions as determined by your position and responsibilities identified in the Child Safeguarding Policy.

ROLE PURPOSE: 

Reporting to the HR Director, She/he will be overseeing and lead the recruitment and selection process of the country office by playing a critical role in ensuring that the organization is hiring the best possible talent and will be in charge of delivering all facets of recruiting success

As part of the recruitment process, the role holder will majorly be expected to support the recruitment effort through sourcing talent. In addition to these, S/he will be expected to lead global/ regional initiatives coming to the department from regional and global HR team.

SCOPE OF ROLE:

Reports to: HR Director

Staff Directly Reporting to this Post: HR specialist ,and HR Assistant

Dotted line relationship – None

Functional relationship – Area Office HR and Admin Managers

Job-specific roles and responsibilities

Recruitment and Selection

• Contributes across the HR team as a whole, recommending improvements to systems and procedures to improve efficiency in the department and also by supporting the HRD in developing HR’s strategic role within the organization.
• Develops, maintains and implement effective recruitment/sourcing strategy and procedures and provide timely and accurate information and advice.  

• Provides appropriate and effective guidance and assistance to managers and team leaders regarding recruitment best practice.
• Assist line managers in designing and developing job descriptions, person specifications and conduct job evaluations to attune each job with the job family.
• Ensure the overall recruitment and selection process is conducted within the agreed time frame for each open position and ensure hiring managers are provided with continuous update regarding open vacancies.
• Ensures that employment offers and agreements are accurate and produced within the agreed timeframes.
• Ensure Gender target is in the frame to ensure gender diversity and equality is maintained in each recruitment process.
• Lead the recruitment process of Senior roles.
• Lead recruitment and selection activities of new projects at the proposal development stage.
• Oversee the recruitment and selection policy and procedure is maintained by all HR recruiters.
• Provides backup support for the HR coordinators in the administration of the recruitment process.
• Provide essential back up to other members of the Department and may be called on to provide cover as and when required.

HR Planning

• Support the recruitment and selection activities for upcoming projects at the proposal development stage.
• Engage in analysis of skills and qualities required for each particular job and develop JD in collaboration with the hiring managers.
• Supporting department leads in the forecast of yearly needs
• Conducting supply forecasting through a review of manpower within and outside of the organization
• Work on new and upcoming projects/programs to standardize JDs, structure and grading system.
• Oversee advertisement of vacancies; assess applications, interview applicants together with hiring manager.

New Initiatives and Strategic engagement

• Provide insight and recommendations on new HR initiatives that can be leveraged to strengthen HR practices
•  Assist in developing and implementing HR strategies aligned with the overall business strategy of
• Support the development of policy documents, manuals and procedures within the department

Performance Management

• Drive and manage the development and implementation of performance management policies and procedures
• Provides advice and assistance to managers so as to ensure that high performance is recognized and poor performance timely addressed
• Review and improve existing performance management systems
• Seeks appropriate advice on performance management issues as and when required

Staff Management

• Motivate staff under his/her supervision and build team spirit for effective working relationships.
• Ensure that staff under his/her supervision properly plan and organize their tasks
• Ensure that job objectives are set, and performances are evaluated timely and with the required quality
• Hold a periodic meetings with HR Coordinator and Assistant HR Officer for regular updates and addressing of issues.
• Facilitate and support the staff development under his/her supervision, including nurturing and coaching on specific issues.

Networking

• Use internal and external networks to locate and reach out to ideal candidates and also best HR practices for organizational learning.
• Work together with other HR team to establish a recognizable “employer of choice” reputation for the organization, both internally and externally.
• Communicate with managers and employees regularly to establish rapport, gauge morale, and source new candidate leads.
• Maintain regular contact with possible future candidates.

Reporting and communication

• Prepare comprehensive bimonthly and quarterly report on key result areas in relation to the post.
• Assist the HR Director in the preparation of the annual HR report.
• Prepare reports of field visits conducted if any.

Others

• Together with other team, conduct periodic visit to sub offices in support of HRD activities upon receiving request for support.
• Assist in the development and updating of HR policies, procedures and processes.
• Perform other special projects as assigned.

SKILLS AND BEHAVIOURS (our Values in Practice)

Accountability:

• Holds self-accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children values
• Holds the team and partners accountable to deliver on their responsibilities - giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved

Ambition:

• Sets ambitious and challenging goals for themselves (and their team), takes responsibility for their own personal development and encourages others to do the same
• Widely shares their personal vision for Save the Children, engages and motivates others
• Future-orientated, thinks strategically

Collaboration:

• Builds and maintains effective relationships, with their team, colleagues, members and external partners and supporters
• Values diversity, sees it as a source of competitive strength
• Approachable, good listener, easy to talk to

Creativity:

• Develops and encourages new and innovative solutions
• Willing to take disciplined risks

Integrity:

• Honest, encourages openness and transparency

Job Requirement

qualification and Experience

• Minimum of BA Degree in relevant field.
• 10 years of relevant progressive experience, out of which 5 years in managerial positions
• Experience and practice in learning and development approaches, including a good understanding of the issues that impact effective learning
• Proven track record in managing all aspects of learning cycle including conducting training needs analysis and evaluating impact of learning initiatives
• Sound group facilitation skills
• Very good communication skills
• Extensive experience in supporting the development of organizational strategies, policies, guidelines and work processes
• Significant experience in managing a team/program/project
• Good knowledge in delegation and empowering others
• Good skill in emotional intelligence
• Good skill and experience in conflict management
• Good interpersonal skills such as negotiation, strategic thinker, detail-oriented, result oriented,
• Very good knowledge in Matrix reporting structure