Job Objective:
Define Human Resources policy for the mission and coordinate its implementation and deployment throughout the mission in order to provide optimum support to programs.
Key Responsibilities:
The Human Resources head of department is in charge of:
- Contributing a Human Resources perspective to coordination discussions
- Advising other departments on their Human Resources needs
- Ensuring that Human Resources needs and constraints are taken into account in the preparation of projects
- Collecting data and writing the Human Resources section of proposals and reports to funding bodies and contributing to the financing plan
- Ensuring that his/her contribution to “proposals” and reports is consistent with the rest of these documents
- Representing the mission to outside bodies on issues of Human Resources and developing a network for the exchange of information and good practice
- Supervision of the drafting, monitoring and termination of employment contracts of local employees and follow-up of the termination of employment contracts of expatriate staff members
- Checking the documentation of staff files and the archiving of documents according to guidelines laid down by ACF and its funding bodies
- Supervising the collection of data relative to variable elements in staff pay (monitoring hours worked, salary advances, bonuses, deductions etc) for locally recruited and expatriate employees and for the production of local employees’ payroll
- Monitoring the social benefits paid directly by ACF to both locally recruited and expatriate staff (child allowances and other benefits)
- Administering requests for loans by local staff and monitoring their repayment
- Checking the tax returns of local staff and ensure timely payment of taxes to the authorities concerned
- Checking on visas, work permits, expatriates’ declarations to the local authorities, and ensuring that all local taxes are paid
- Supporting Human Resources staff on the bases in the implementation of administrative tools and procedures relating to staff administration and payroll
- Producing reports, both monthly and whenever required by headquarters, authorities and funding bodies
- Monitoring the strict application of contractual requirements and reminding Managers of internal regulations and the social rights of local and expatriate employees
- Monitoring the movements of expatriate employees: breaks, arrival/return to mission, ensuring that regulations are adhered to and forwarding the relevant documents to headquarters and other interested parties
- Adapting the ACF recruitment policy for local employees to the local context and taking part in the recruitment of both local and expatriate employees
- Defining and implementing the induction process for new employees
- Drawing up an annual training plan for local employees, monitoring its operation and producing a review on the basis of feedback from employees and their managers
- Maintaining relations with universities and other external sources in the context of recruitment and training policies
- Setting down a procedure for individual appraisal interviews and the associated annual schedule, monitoring its application and the quality of outcomes
- Promoting the career development of local employees, in particular by making use of the process of appraisals and training
- Providing support to managers and training new managers in matters of recruitment, appraisals and team management
- Providing support to Human Resources staff on the bases in implementing the tools and procedures of recruitment, training and career management
- Implementing the ACF classification grid and job descriptions and informing headquarters of specific local circumstances
- Advising managers on the drafting of organisational charts for new projects
- Consolidating the organisational chart of the mission and forwarding it to headquarters
- Assessing the efficiency of the organisation and making recommendations
- Establishing the minimum wage and the national salary grid, as well as the procedure for its revision
- Defining the criteria for placement in the national salary grid and the procedure for both collective and individual salary increases
- Defining the national policy for variable elements in staff pay (bonuses, transport costs etc)
- Defining the national policy concerning social benefits and, where appropriate, negotiating contracts and ensuring articulation with external private bodies (medical, retirement, insurances….)
- Drawing up and monitoring the annual budget of the Human Resources department, approving the creation of new posts, calculating costs and financial forecasts relative to the introduction of new projects
- Warning of any difficulty in maintaining the payment of salaries and social benefits in situations of budgetary shortfall
Qualifications required:
- Masters/BSC Degree in Human Resources Management/Administration
- 5-10 years professional experience in Human Resources and Administration
- Knowledge of local labor law/regulations, staff representation, conflict management, remuneration & social benefits, payroll and staff administration, recruitment, training, career management.
- Experience in a similar organization is an added advantage.
Required Competence and Skills:
- Strong management skills and pro-activity
- Excellent communication, networking and representation skills
- Skills in facilitating training for a large group
- Good team worker, facilitator and organizer
- Ability to prioritize and meet changing deadlines
- Good knowledge of Microsoft Office tools
- Flexibility and adaptability to changing events
- Ability to work under pressure and manage stress
- Previous experience working with INGO
Language Skills:
- Excellent English (written and spoken)
How to apply:
- Please send your application with CV and a short letter of motivation to: [email protected]
- Deadline for application: 24th of November 2017
More Information
- Job City Freetown