As part of the launch of a new intervention in Chad, EMERGENCY is looking for a Field HR Manager with an excellent knowledge of French—an essential requirement for operating in the local context—and availability for a mission of at least 6 months starting from August 2026. The Field HR Manager is responsible for implementing and developing the HR function within the new intervention context, ensuring the correct application of EMERGENCY’s policies and procedures while contributing to their adaptability and structuring based on the local context. During the project’s startup phase, the selected candidate will work in close collaboration with the Program Coordinator to define and build the country’s HR Office. They will handle all aspects related to the establishment and management of local personnel: from defining contracts and salary frameworks to staff selection and onboarding processes, up to registrations with competent authorities and the implementation of required administrative and legal fulfillments. Furthermore, they will actively contribute to the recruitment, management, and development of local staff, supporting expatriate personnel in human resources management and promoting a culture focused on performance evaluation and feedback. The position will report hierarchically to the Programme Coordinator and functionally to the HR Desk of the Field Operations Department (HQ).
Main Duties and Responsibilities:
HR Strategy
- Contributes to Workforce Planning activities to ensure the organization has a workforce aligned with short- and medium-term objectives (quantity, quality, skills, cost).
- Manages the proper local application of HR processes, policies, and procedures (recruitment, compensation, management, and training/development plans) in line with the annual and strategic plan.
- Provides the FOD HR Department with all information that may require modifications/exceptions to policies in response to specific project priorities/needs, discussed and agreed upon with local Management.
- Facilitates constant and effective communication across various levels (project leadership figures and FOD) to raise professional standards and develop human resources.
Compensation, Benefits & Payroll Administration
- Works on activities related to payroll and personnel administration (prepares and manages documentation related to the employment relationship and handles any formal communications required by current legislation).
- Conducts periodic market analyses and surveys to evaluate Emergency’s positioning and competitiveness in the country regarding salaries and benefits.
- Calculates labor costs to contribute to Budget preparation.
- Suggests corrective actions for the salary policy and/or the structure of compensation packages to ensure proper positioning and competitiveness, enabling the attraction and retention of the talent and resources necessary to achieve Project objectives.
Staffing & Recruiting
- Based on the personnel needs defined in the Budget, initiates all processes necessary for onboarding resources: search and selection activities, relations with labor authorities for employment contract drafting in compliance with national law and the Salary Policy defined by EMERGENCY.
- Ensures that the integration of new resources is supported by an adequate Onboarding process.
- Acts as the local reference point for welcoming, integrating, and onboarding International resources on mission at the Project.
- Actively engages locally with International staff nearing the end of their mission to gather potential candidate names to report to the FOD International Staff Management Department.
Referral Program
As the HR figure on the ground, the HR Field Manager plays an active role in supporting International Staff Management (HQ) in searching for new international profiles. In particular:
- Aware of open positions within international staff planning, takes a proactive approach with international personnel on mission—especially medical and nursing staff—encouraging the referral of personal contacts deemed qualified and interested in filling vacant positions.
- Collects and forwards names suggested by international staff to the central HR team, facilitating initial contact and providing relevant contextual information useful for profile evaluation.
- Collaborates with the International Staff Management team to ensure referrals are managed in a structured manner, consistent with selection policies and aligned with project needs.
Learning & Development
- Provides specialized, organizational, and bureaucratic support to Department Heads, from the design phase to the evaluation of training offers, to ensure effectiveness, quality, and responsiveness to identified needs.
- Promotes career paths and suggests resource development plans to Project Coordinators and Department Heads to enhance potential, boost motivation, and increase a sense of belonging to the Organization.
- Coordinates and supervises the promotion process, ensuring the correct application of related policies and tools.
- Contributes to replacement planning through Succession Planning activities that value the potential of local resources and promote their progressive professional growth.
- Acts as a coach and consultant for Project Coordinators/Department Heads to support them in executing their resource management tasks, raising awareness about the importance of performance evaluation and providing feedback.
Labor Law and Compliance
- Plays a central role in the day-to-day management of local human resources, in compliance with legal requirements and the HR vision defined by EMERGENCY’s policies.
- Manages the documentary archive relating to employee history and is responsible for drafting personnel reports and statistics based on requests.
- Handles the drafting and periodic updating of the HR Handbook, in collaboration with the FOD HR Department.
- Locally manages the Compliance Mechanism and any verification and investigation activities required by the procedure.
Employee Wellness
- Promotes initiatives aimed at fostering a welfare policy within the mission, increasing awareness of the Organization’s culture, mission, and core values, helping every single collaborator feel part of the project.
- Proposes interventions that promote employee well-being, inclusion, and diversity.
- Acts as the Focal Point for resolving any internal conflicts within the project and is responsible for managing and resolving disputes with national staff.
- Works with Management and staff to foster positive relationships, maintain a good internal climate, build a sense of belonging, and reduce turnover.
Listening and Support for International Personnel
The HR Field Manager represents an accessible and trusted reference point for international personnel on mission, with the aim of:
- Welcoming and listening firsthand to any relational issues, doubts about roles, or difficulties integrating into the operational context.
- Fostering a climate of trust and openness, promoting the psychological and relational well-being of international staff.
- Collecting and reporting issues to the central HR team and/or project reference points, ensuring appropriate and timely follow-up in compliance with confidentiality and organizational policies.
- Collaborating with Project Coordinators to identify practical and sustainable solutions to the critical issues raised, contributing to the maintenance of a positive and collaborative work environment.
Specific Requirements
- At least 3 years of experience in Human Resources Management, Evaluation, and Development, gained in the role of HR Business Partner or HR Manager within structured and complex organizations;
- Previous experience in managing the labor law aspect of employment relationships: managing communications to employees, handling contractual matters, disciplinary proceedings, and litigation management;
- Knowledge of Reward and Compensation & Benefit processes;
- Motivation to work in the humanitarian field and sharing of EMERGENCY’s values and mission;
- Excellent communication and interpersonal skills. Ability to interact with various levels of the Organization and listen to everyone’s needs to translate them into management support actions and/or potential solutions to identified critical issues;
- Ability to guide and support key project roles in people management & development;
- Analytical and organizational skills;
- Ability to work under pressure, sustaining intense work paces;
- Fluent knowledge of French (essential for working in the local context) as well as intermediate knowledge of English or Italian;
- Excellent knowledge of Excel.
Required Availability
6 months of stay abroad, including a period of paid leave to be taken at the end of the mission in agreement with the Programme Coordinator.
More Information
- Job City chad
