Human Resources Manager North Africa (People and Culture) 97 views0 applications

ABOUT US

Oxfam is a global movement of people working together to end the injustice of poverty. This means that we tackle the inequality that keeps people poor. Together we save, protect and rebuild lives. When disaster strikes, we help people build better lives for themselves and for others. We take on issues like land rights, climate change and discrimination against women. And we won’t stop until every person on the planet can enjoy life free from poverty.

We are an international confederation of 21 organisations (affiliates) plus the Oxfam International Secretariat, all working together with partners and local communities in the areas of humanitarian, development and campaigning, in more than 90 countries. All our work is led by our core values: Empowerment, Accountability, Inclusiveness, Courage, Solidarity and Equality.

Oxfam in North Africa (NAF) is looking for a Human Resources Manager North Africa (People and Culture)

• Duty station: Tunis/ Tunisia
• Type of appointment: Fixed-term Contract
• Contract duration: 1 year (with possibility of renewal)
• Work schedule: Full-time (40 hours per week)
• Roles reporting to this post: HR Coordinator in Tunisia, HR Officer in Morocco, HR Officer in Algeria
• Reports to: NAF Director
• Salary & Scale:International posting ONL grading 709 (min 3515 EUR Gross/ month – max 5320 EUR Gross/ month). National staff can also apply, however national conditions are applicable OI Grading C1.
• Start date: As soon as possible.
• Deadline for applications: 17 of April 2024

CONTEXT

The North Africa (NAF) Cluster’s Mandate

• Provide strategic leadership, management & accountability of and to Oxfam programs in the NAF sub-region.
• Deliver sub-regional impact, developing partner relationships, brand and impact through relevant influencing and advocacy work, public engagement and development and humanitarian programming.
• Connect, coordinate, convene – Connect practitioners to sources of expertise and across countries in the NAF sub-region, convene people to share culture, knowledge and learnings, and coordinate capacity building initiatives.
• Enable operational agility and efficiency.

In NAF, Oxfam has a one-program approach, working in humanitarian response, development and influencing, with the ambition of increasing the role of civil society in influencing & advocacy and knowledge-for-impact both within and beyond the NAF sub-region.

TEAM PURPOSE

NAF aims for a culture that puts Oxfam values at the centre of our organisation and that embraces diversity and inclusion at all levels and all relationships in the NAF cluster.

The People and Culture team will be responsible for supporting leadership and teams to embed integrity, culture of diversity and inclusion, well-being and safeguarding within Oxfam in the NAF Cluster. The team will provide a professional, business focused organisational development and human resource management service, delivering a proactive and solution-based approach for resolving issues and ensuring that staff are effectively resourced, managed and developed to deliver on the NAF organisational strategy.

This team will work across countries and with Oxfam International, the Executive Affiliates) to build alignment and harmonization across the NAF offices, including consistency in performance management, talent development, and harmonisation of national terms and conditions and processes and procedures as much as possible.

OBJECTIVE OF THE POSITION

The people and culture unit is fundamental to the transformative change that we seek within the NAF Cluster. The People and Culture Manager will be a strategic and experienced hands-on leader that will facilitate and ensure the development of a highly effective and strategic People function to ensure the organization has the right structure, culture and talent needed to deliver on its objectives across the sub-region.

This person will be the trusted partner of the NAF Director and the NAF SMT (Senior Management Team) on all people related matters. They will manage, support, and enable the HR Coordinator and Officers in the countries to drive consistency in people process and practices and create people’s solutions for Oxfam in line with Oxfam’s strategic vision.

This position has three broad goal areas:

1. To proactively provide strategic, analytical inputs and advice to the NAF Director and Senior Management Team, as well as to the NAF HR Team to achieve the NAF sub-regional strategy and Oxfam’s mission.
2. To promote and develop a joint culture across the NAF cluster by encouraging continuous exchange of practices, learnings, and ways of working.

To lead the NAF HR team to ensure they have the capacity to guide managers on staffing issues in line with Oxfam policies and procedures and facilitate effective implementation to support delivery.

KEY RESPONSIBILITIES

1. Provision of Strategic People’s Leadership to the NAF Director and the NAF Senior Management Team (SMT), as well as guidance, coaching and capacity building to the NAF HR team

• As a trusted People & Culture Partner to the SMT, influence senior management thinking and behaviors on the people aspects of the sub-regional strategy, Cluster Operating Plan (COP), transformation and change processes and ensure that sound HR management and support is central to this.
• Provide strategic and practical leadership on translating Oxfam core values and feminist principles into policy and practices concerning employee relations.
• Provide strategic and practical leadership and guidance on:
  • Remuneration, recruitment strategies, identifying and anticipating the necessary changes to be made to remain an employer of choice.
  • promoting and maintaining a GDI (Gender Diverse and Inclusive) and safe work environment with special attention to safeguarding, staff-wellbeing and staff health and safety.
• Provide support and advice to People and Culture plans defined and implemented within the sub-region, to achieve a common People’s framework.
• Ensure consistency with the global People and Culture strategies adapting for the sub-region where necessary and drawing and building on developed best practice where this exists.
• Support the recruitment, onboarding, and capacity building of HR staff across the sub-region in collaboration with and in close relationship with affiliates’ HR capacity. Analyze trends, identify challenges on People and Culture matters across offices in NAF and provide solutions to the leadership team and HR country officers.
• Provide guidance on staff capacity building and in formulating the annual People and Culture plans.
• Develop, advise on, and implement the human resource strategy necessary to support effective people management across NAF. S/he will ensure human resource management contributes to and is aligned to the NAF strategic goals and lead the sub-region’s commitment to learning, development and knowledge management.
• Work closely with the sub-regional leadership and the NAF HR team to attract, recruit and retain talented people and to identify and develop high potential staff.
• Influence and contribute to the harmonization with the 3 EAs of HR policies and the Region, and the exchange of practices through community of practice of procedures, standards, tools, and resources, in line with global requirements and regional/country specifics.
• Ensure effective adaptation at all levels and compliance with the local labor regulations, donor requirements and Oxfam internal rules.

1. Learning, Culture and Organizational Development
   • Ensure that NAF teams are supported in understanding and accessing resources and knowledge to create and implement organizational and professional development plans and goals at sub-regional and country level.
   • Organize and develop joint initiatives across the NAF countries to promote a common culture of diversity and inclusion that will increase the feeling of belonging and membership to the cluster that will implement a one-strategy.

• Ensure all the NAF offices have the focal points with proper comprehension of responsibilities on safeguarding as well as needed trainings are organised in this area.
• Conduct talent mapping by identifying talent in countries, coordinate resources, fill the gaps and develop capacities in line with organizational requirements to optimize talent.
• Embed a culture of performance management across the sub-region (including country offices), where staff are held accountable, given feedback, and recognised, using the Let’s Talk performance management tool across the NAF sub-region.
• Support managers in the development and coaching of staff to optimise their potential in pursuit of Oxfam’s objectives.
• Stay abreast of changing organizational and external situational circumstances (admin and / or legal changes for instance), which may impact the wider organization and proactively develop suggestions for addressing them and/or incorporating relevant information into Oxfam’s ideas and approaches.
• Support change processes in the NAF cluster, together with relevant colleagues in MENA region, TBS, EAs, CO’s and NAF SMT to operationalize them and make them effective according to Oxfam values and ways of working.
• Contribute to the development and dissemination of feminist principles and approaches within the NAF cluster as part of the sub-regional leadership team.

1. General Awareness and Coordination

• Support the design and implementation of any required People’s new systems, processes, and policies, working in coordination with the functional teams in the sub-region (countries and affiliates) and at global levels (MENA region and TBS).
• Establish connections and networks with peer INGOs in the NAF sub-region to keep abreast of best practices and possible initiatives.

As a member of the MENA People & Culture team, represents the sub-region needs, challenges and context.

1. Impact

• Internally focused: the whole team in the NAF Cluster
• External impact: 3 Executing Affiliates (ONL, OES and OBE), Transforming Business Support Unit (TBS).
• OI (Oxfam International) People and Culture Team / Reward Shared Services (RSS)

1. Key stakeholders

• Internal stakeholders: MENA HRBP, NAF Director and NAF SMT, Executing Affiliate (EA) HR
• External stakeholders: Country legal advisors, Government labour agencies (if needed), service providers for staff development and support.

WHO ARE WE LOOKING FOR?

ESSENTIAL

• Self-Awareness
• Strategic Thinking and Judgment
• Decisiveness
• Influencing
• Vision Setting
• Mutual accountability

In addition:

• Applicants with no diploma (High School Diploma or below or anything below bachelor’s degree) or no degree in HR or related field (business administration) will be required to have a minimum of 9 years’ relevant experience in HR.
• Applicants with an undergraduate degree (Bachelor) in HR or related field (business administration) will be required to have a minimum of 6 years’ relevant experience in HR.
• Applicants with a graduate (master’s degree) and/or postgraduate degree (PhD) in HR or related field (business administration), will be required to have a minimum of 5 years’ relevant experience in HR.
• Human Resources Management experience at senior level positions with expertise in providing a, proactive, business focused service.
• Organization Development experience especially culture, capacity building and skills transfer, development, and knowledge management. Experience in creating a learning and sharing environment.
• Proven experience, on monitoring and capacity building.
• Proven experience on investigations and conflict prevention and management
• Substantial knowledge and experience of organizational development,
• Excellent interpersonal skills, able to work as part of a dispersed, multi-disciplined, multi-cultural team.
• Commitment to Oxfam’s overall aims and policies and experience of promoting gender equity and diversity and the interests of marginalized people in all aspects of Oxfam’s work.
• Good command of English.
• Proved capacity and negotiation skills.

Desirable

• Arabic and/or French, spoken and written is a plus.
• Cultural knowledge of contexts in the sub-region
• Working knowledge and experience of (sub-region and countries) labor law and its application.
• Knowledge and experience of NAF in terms of its political, economic, and social trends plus a good understanding of the key development and humanitarian issues of the Sahrawi refugee population in Algeria).
• Non-profit: experience of HR/OD in a (I)NGO.
• Experience and background on Safeguarding and case management

WORKING AT OXFAM NOVIB

• All our work is guided by our core values: Empowerment, Accountability, Inclusiveness, Courage, Solidarity and Equality.
• At Oxfam Novib, we work according to the Feminist Principles – Oxfam Policy & Practice.
• Oxfam Novib is based on the power of difference. That is why we aim to attract a diverse mix of talented people who share our standards, values and principles, and who are committed to prevent and eliminate any type of misconduct.
• We have an active policy against sexual harassment, exploitation and abuse, any form of abuse of power or lack of integrity and financial misconduct. This subject will be covered in our application and selection process.