Title: HR Manager
Location: Ramallah, West Bank, oPt
Contract Duration: 2 years
Contract Type: National
The Opportunity
The HR Manager, with the support of the Country Director, is responsible for managing and leading human resources services and functions to a high quality in both a development and humanitarian response context, and for developing and executing a Human Resource strategy enabling the implementation of the overall Country Strategic Plan. As a member of the Senior Management Team (SMT) the HRM is responsible to support the development of an organisational culture and improve active and regular working relationships with different sectors and stakeholders.
The post holder will be accountable for the provision of effective HR services in the oPt CO. The post holder is expected to put in place and ensure the implementation of HR policies and practices consistent with SCI global policies and procedures and compliant with local labour regulations; to manage personnel recruitment, compensation and benefit packages; develop, deliver and promote learning and development plans for the Country Office, and play a key role in ensuring team competency and capacity to effectively deliver programme activities in line with the strategic plans. Monitor and ensure the smooth running of the overall HR unit for the Country Office. Look after staff wellbeing and ways to support staff. Champion of a culture of pride by leading adherence to and implementation of Save the Children Code of Conduct, Child Safeguarding Policy, Sexual Harassment and PSEA.
In the event of a major humanitarian emergency, the post holder is expected to work outside the normal role profile and be able to vary working hours accordingly.
In order to be successful, you will bring/have:
Essential:
• Bachelor’s Degree in Human Resources/ Business Management/ Administration or any related field.
• 7+ years of experience in HRM in oPt, 3+ of which in a managerial role.
• Previous experience working in international organization/company.
• Knowledge of salary and benefit structures, with previous experience in salary reviews and benefit structures.
• Demonstrated experience in examining and developing personnel, operations and procedures manuals, formulating policy, and developing and implementing new strategies and procedures.
• Knowledge of Israeli and Palestinian Labor laws and regulations.
• Demonstrated capacity in staff Onboarding and in developing and conducting employee orientation sessions.
• Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.
• Ability to interact with all levels of the organization independently, and foster a cooperative work environment.
• Ability to supervise and train employees.
• Cross-cultural experience, understanding and sensitivity.
• Excellent organizational and time management skills.
• Fluent in both Arabic and English, written and spoken.
• Ability to work in a team/independently.
Desirable:
• A professional HR Certification.
• Master’s degree in Human Resource management or related field.
• Experience working in a humanitarian or emergency response context.
• Demonstrated capacity in conflict resolution and grievance resolution
• Understanding and knowledge of SC’s global Quality Learning Framework, focusing on literacy, numeracy and wellbeing of children
• Valid driving licence.
• Familiarity with HR research/survey practices and development.
• Knowledge of computerized information systems used in human resources applications.
• Knowledge of different donor’s rules and regulations.
KEY AREAS OF ACCOUNTABILITY:
Key Area 1: SMT: As a member of the Senior Management Team, contribute to:
• Leadership of the oPt CO
• Support the development of an organisational culture that reflects our broad-spectrum programming 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.
• Support the design and implementation of 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, donors, partner agencies including major institutional donors, and local and international NGOs as requested, delegated, and authorized by the CD
• Ensure the oPt office complies with all Save the Children policies and procedures outlined in the Quality Framework where applicable
• Ensure that the required support is provided promptly, at scale and in line with the rules and principles during emergencies, working closely with the CD and Regional Office.
Key area 2: Human Resource Management
• Make sure that all HR tasks are implemented and performed, as described or as needed.
• Make sure HR systems in place to work both in emergencies and in normal context
• Focal person for the Sexual Harassment and Bullying policy, conduct trainings for staff, partners and donors, and ensure compliance and staff awareness towards this policy.
• Be part of Extended Senior management team, and identify risks for staff and propose mitigation for those risks.
• Administer and monitor all benefits enrolments, changes and terminations. Ensure all personnel issues are done from employment, staff entitlements, leave tracking, orientation, probation, resignation, release letters, termination, staff exit process, recommendations, and follow up on any other personnel related paper work.
• Perform day-to-day employee relations including maintaining awareness of all personnel policies and answering HR questions and directing employees as appropriate.
• Support managers through Save the Children performance management system; Develop to Perform (D2P) process including guidance in setting performance objectives, employee development plans and communications, assist managers in assessing employee performance and addressing deficiencies. This will include embedding the process in the overall on boarding process.
• HR lead for the emergency response and ensuring that the HR aspects of the Save the Children emergency response interventions are observed according to HR standards and comply with local legal procedures and Save the Children’s policies. This includes the facilitation of the deployment of emergency response staff: HST, short term, regional, country deployed staff etc.
• Responsible to liaise with the assigned advocate for HR legal issues and consultations.
• Represent Save the Children in other organizational meetings, workshops and seminars relating to human resources responsibility and accountability, or other areas as needed.
Key Area 3: Recruitment/resourcing and Onboarding:
• Develop and deliver an HR strategy, ensuring SCI has the right team with the right competencies in place, ensuring succession planning and planning retention strategies.
• Ensure effective recruitment, retention and succession of staff processes according to SCI recruitment policy and procedure.
• Managing the recruitment process and system for the country office (manage the workforce planning by working closely with department heads), supporting the HR team to conduct initial screening of applicants’ CVs, initial short listing of candidates, scheduling interviews, ensuring standard job descriptions, job advertisements, setting and preparing rejection letters for applicants not selected, help in setting criteria for selection, etc.).
• Manage the induction and on boarding process for new staff, and ongoing work-place learning using SCI Onboarding system (Passport to Success).
Key Area 4: Capacity Building, Staff Development and Well-being:
• Contribute to MEEE regional HR capacity building plans and initiatives as needed.
• Develop and deliver HR trainings for HR and non-HR personnel for all cadres of staff to raise awareness of HR processes and procedures.
• Develop and deliver a Learning and Development (L&D) plan for the CO, identify training opportunities for staff and department heads to develop high quality teams and ensuring adequate budgets. Work closely with department heads to ensure linkage to the development needs as part of the D2P process.
• Work with leadership and management to manage talent review process for staff as part of the annual cycle.
• Travel to Field Offices (FOs) to provide hands-on practical support to managers and staff.
• Monitor staff morale and well-being and support the implementation of the staff wellbeing plan, promote regular communication and coordination with all staff, and ensure adequate support mechanisms are in place.
Key Area 5: HR systems, policies and procedures:
• Responsible for updating the HR Manual and ensure the implementation of HR policies and practices consistent with SCI global policies and procedures including the CO Essential Standards and compliant with local labour regulations.
• Ensure monthly and quarterly reports due for the Regional Office/Centre are completed, reviewed, and submitted on time.
• Ensure that SC HR trackers and systems (Oracle HRIS, leaves, payroll, staff info, and other trackers) are timely updated.
• Provide effective advice and support to staff and line managers on personnel issues, grievances, or staff conflict, conduct debriefing and exit interviews for leaving staff and ensure issues affecting staff retention are addressed.
• Ensure that any conflict, grievance and harassment cases are effectively mediated, and reported as needed.
• Lead or participate in investigations as necessary and ensure full confidentiality and compliance with SCI policy and procedures.
• Monitor and advise on disciplinary matters in accordance with established policies and procedures and Labour Law of respective jurisdictions.
• Actively promote Save the Children policies and practices with respect to child protection, code of conduct, health and safety, equal opportunities and other relevant policies and procedures.
• Lead the delivery and management of the Sexual Harassment and Bullying policy, conduct trainings for staff, and ensure compliance and staff awareness towards this policy. Establish CO reporting mechanism and ensure availability for all CO staff (including the field).
Key Area 6: Compensation and Benefits:
• Manage the updating of the monthly payroll for international staff and ensure the payroll for national staff and volunteers is prepared and processed on timely manner.
• Ensure proper documentation and filing of all payrolls and the support documentation in an orderly manner.
• Ensure providing the RO/Centre with international staff completed forms and documents when newly hired or released.
• Conduct salary surveys, review salary scale & benefits, and compare with other similar INGOs, to maintain external competitiveness and internal equity in SC salary scale and benefits.
• Support in the design and implementation of equitable compensation system relevant for both development and emergencies.
• Manage the job evaluation system and salary review exercises as needed.
• Advise the SMT as required on organizational structure, staffing and competencies, grading and job profiles annually, or as needed.
• Ensure full compliance with SC global reward policies and philosophies.
Key Area 7: Staff Management, Mentorship, and Development:
• Ensure appropriate staffing and competencies within HR function in the CO.
• Ensure HR staff understand and are able to perform their roles in emergency/non-emergency contexts.
• Manage the performance of HR staff through:
• Effective use of the Performance Management System including the establishment of clear, measurable objectives, ongoing 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 at standard and above and less than satisfactory, with appropriate performance improvements/work plans
The Organisation
We employ approximately 25,000 people across the globe and work on the ground in over 100 countries to help children affected by crises, or those that need better healthcare, education and child protection. We also campaign and advocate at the highest levels to realise the right of children and to ensure their voices are heard.
We are working towards three breakthroughs in how the world treats children by 2030:
• No child dies from preventable causes before their 5th birthday
• All children learn from a quality basic education and that,
• Violence against children is no longer tolerated
We know that great people make a great organization, and that our employees play a crucial role in helping us achieve our ambitions for children. We value our people and offer a meaningful and rewarding career, along with a collaborative and inclusive environment where ambition, creativity, and integrity are highly valued.
How to apply:
Application Information:
Please attach a copy of your CV and cover letter with your application, and include details of your current remuneration and salary expectations. A copy of the full role profile can be found at https://stcuk.taleo.net/careersection/ex/jobdetail.ftl?job=210007VI&tz=GMT%2B03%3A00&tzname=Asia%2FAmman
We need to keep children safe so our selection process, which includes rigorous background checks, reflects our commitment to the protection of children from abuse.
All employees are expected to carry out their duties in accordance with our global anti-harassment policy.
