About CARE
CARE works around the globe to save lives, defeat poverty and achieve social justice. We seek a world of hope, inclusion and social justice, where poverty has been overcome, and all people live with dignity and security, with a specific focus on the empowerment of women and girls. CARE’s Vision 2030 strategy includes six broad impact areas, with specific impact targets and metrics aligned with the Sustainable Development Goals. CARE anticipates that its impact will increasingly be achieved at the systems level as part of its quest for sustainable impact at scale, achieved through local leadership in partnership with governments, the private sector and civil society actors.
Job Summary
Collaborating with the leadership team of the Country Office program People & Culture Coordinator (PC Coordinator) will be at the forefront of defining and implementing the human capital strategy across a diverse portfolio of programs in Somalia. Critical to success in the role will be the ability to help infuse CARE’s vision, mission and values and create the culture that derives from these principles. The role is critical to ensuring a positive employee experience to achieve the overall success of the Country program. Key to this will be defining and leading the organisation’s approach to employee engagement in the Country.
This strategic People & Culture position requires an understanding of the objectives and goals of CARE and to work with the teams to create human capital strategies that align with these objectives in Somalia. Capable of being a mentor and guide to your line-managed staff and to the wider Country Office team, you will ensure the implementation of best practice People and Culture policies and procedures. This includes leading analysis to monitor and support workforce planning. The position will also ensure uniformity of excellence in the People and Culture function whilst accounting for diverse operating environments.
Sharing CARE’s passion for attracting women to senior leadership positions and talent development, you will identify strategies to fulfil our gender targets and create a comprehensive talent management program in Somalia. This will be a wide-ranging scheme that includes talent management, succession planning, building talent pipelines, creating career progression learning and development programs, retention strategies, and all other aspects required to promote individual satisfaction, team harmony, and exceptional overall performance.
This position reports to the Country Director and will directly Supervise the Talent Management and Organisational Manager, Talent Acquisition and onboarding Manager, Snr. HR Officers in hub offices and matrix management across the organisation, especially with Pillar Coordinators, Program Quality Unit and Hub Coordinators, to ensure consistent application of policies and procedures to ensure a high-level functioning Country Program.
CARE International in Somalia and Somaliland is committed to being a gender-equal and responsive organisation. Staff should demonstrate commitment to gender transformation, learning, and development. CARE International in Somalia and Somaliland has a matrix management system in which staff report to multiple line managers. Staff are expected to work together, sharing organisational goals, values, and beliefs to achieve a common objective.
Job Responsibilities:
Team Leadership & Functional Management: (30%)
- Keep abreast of emerging best practices in leadership, people management and motivation;
- Update the HR policies in collaboration with the SMT; lead the development of procedures and Practices that contribute to enhanced and improved HR Management for approval by the CD.
- Monitor the national and local context and labour environment and advise CD and Management on ways in which CARE can remain relevant, compliant and competitive;
- Lead of updating the HR manual, based on developments in internal policies, and national Regulations. Develop, review and implement HR policies and regulations provided in a manner that provides excellent support to CARE Somalia staff and complies with CARE and Donor Policies;
- Ensure all policies comply with Labour Laws through consultation with authorities and lawyers When necessary.
- Ensure that all legal/statutory requirements associated with the employment of staff by CARE Somalia are fulfilled (including immigration requirements and contracting).
- Implement all aspects of the Country Office Risk Management framework relating to HR
- Management
- Prepare and share all required reports including: annual, Monthly and any other analytical Reports necessary to ensure good practice in HR Management.
- Manage the HR Team towards high performance standards through clear roles and responsibilities, ongoing feedback and appraisals. Proactively address performance issues through timely constructive feedback and coaching.
- Provide analysis of HR strategies and policies, assessing the impact of changes and making recommendations on their implementation to the management;
- Responsible for implementing a survey process and metrics that will enable CARE Track employee engagement progress at both organizational, sector/ department and unit level.
- Provide capacity-building training, support and advice on HR-related matters to CARE Somalia/Somaliland staff so that they can engage effectively with HR Management processes.
- Work with the Head of Finance to develop and implement the annual plan and budget for the HR department, carefully managing expenditures and safeguarding CARE’s resources by
- following accountability procedures before signing approvals; Prepare for and support audits;
- Ensure that any corrective actions relating to HR management are closed out in a timely manner; Coordinate with Finance in the management and maintenance of the staff payroll.
- Work collaboratively with the SMT on resource mobilisation and fundraising; advise on staffing and cost recovery.
- Convene regular meetings to review and manage progress towards effective resource management, leading the team to incorporate learning from M&E findings into future plans and Actions.
- Take the lead in overseeing any disciplinary or grievance issues, ensuring that legal advice is Sought and documented early in the process.
- Liaising with peer agency HR networks as well as CARE HR teams to share knowledge and Practices that add value to the HR function and ways to strengthen team management
- Processes and adherence to the new CARE behavioural competencies.
- Lead on employee relations.
- Adhere to and be a role model for the core values of respect, integrity, and commitment; build a culture based on our values and champion an organisational culture that values hard work, feedback and continuous improvement, inclusion, and commitment.
- Oversee the full and effective implementation of the organisation’s change initiatives by leading, coordinating, and monitoring the CO transition plans and the alignment between different departments, working on different change components that align with CO commitment and timelines.
Talent & Rewards Management: (30%)
- Partners with the SMT to understand and execute the CO human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, onboarding, retention, and succession planning.
- Work with managers to develop program and project people resourcing plans; consider the implications of these plans for talent management for both CARE Somalia and the Implementing Partner and factor these into the annual planning process; coach managers on how to best guide and motivate employees in their assigned teams.
- Work with Managers to ensure CARE’s staff profile is reflective of the communities that CARE serves and promotes a culture of Gender Equality, Diversity and Inclusion in recruitment and retention processes
- Manage recruitment according to good practices, aiming to attract and recruit candidates who go on to give a good performance in the role:
- Liaise with the recruiting manager to clarify the nature of any vacancy, ensuring that a job
- description is developed or updated with clear specifications of the technical and behavioural competencies required
- Develop a recruitment and selection strategy that will attract suitable candidates and accurately identify individuals with the required competencies for specific roles, includes identifying valid and cost-effective assessment methods & tools
- Manage all aspects of the recruitment process, ensuring good communication with staff, candidates and any consultants who are involved
- Support the line managers with the onboarding and probation period of new staff; liaising with management to ensure that they are performing as expected and providing appropriate support / corrective action if not
- In case of a humanitarian emergency, discuss with and support the head of the program or his delegate to rapidly recruit an adequate team of staff to respond effectively and competently
- Act as the contact person and broker for CARE Somalia/Somaliland with the People and Culture department in CARE USA to ensure the CARE Somalia team is made aware of opportunities provided globally in terms of learning and development and talent management more broadly
- Enhance the performance and motivation of CARE Somalia/Somaliland staff; developing systems and procedures that are communicated clearly to managers and implemented effectively:
- Maintain the performance appraisal process, providing managers with up-to-date paperwork and following up with them to ensure that discussions and reviews with their staff are carried out in good time; ensuring that reviews are placed in the HR files
- Reviewing performance feedback with the Line manager to translate this into a personal development plan for each member of staff
- Ensure that CARE Somalia staff are equipped with the skills and knowledge necessary for full performance in their roles through developing and implementing an organisation-wide Capacity Building Programme.
- Take the lead in developing and implementing a Learning and development strategy for the organisation, ensuring that individual staff training needs are identified against a framework of good practice and in line with the TM strategy.
- Liaise with DCD Operations and DCD Program to coordinate a regular staff training program, ensuring that each staff member’s personal development plan is implemented in a well-organized manner.
- Personally facilitate training when needed and according to personal expertise and availability, utilising good practice in adult learning.
- Track country office training/staff development activities and ensure that HRMIS data are accurately recorded
- Develop and oversee the implementation of CARE Somalia/Somaliland rewards (remuneration & benefits) management system, balancing the need to manage CARE’s resources with the desire to attract high-performing staff through competitive salaries that are reliably paid.
- Carry out job evaluations in order to position roles into Care Somalia/Somaliland salary scales; conduct negotiations as required to agree on individual staff salaries.
- Engage in periodic reviews of the external employment market to compare CARE salaries and benefits with those of sister NGOs and discuss findings with the senior management team.
Project Support and Partner Capacity Building: (15%)
- Work continuously to enhance the level of customer service provided to the Program teams and Implementing partners, making suggestions for improving policies, procedures or systems as required
- Ensure that supporting documentation and logistical assistance for proposal submission is provided, including attending pre-award workshops to understand requirements fully
- Work with the DCD Program and DCD Operations to develop or adapt the partner capacity assessment tool, ensuring that it continues to assess up-to-date good practices in HR Management
- According to the schedule developed by the Partnership Coordinator, carry out visits to sub-grantees and other partners to review their HR processes, documentation, systems and compliance; conduct follow-up visits as required
- According to each project plan, build the capacity of implementing partners to manage their own Human Resources according to good practice:
- Giving feedback on current documentation/systems and supporting the development of enhanced versions;
- Developing and delivering training
- Providing support and advice
- Support the recruitment of partner staff
Staff Welfare: (20%)
- Mastermind the development of policies and strategies to enhance employee wellbeing and listening to staff views and concerns; taking action to address any significant issues whilst ensuring cost-effective use of CARE Somalia’s resources
- Provide advice and guidance to staff, peers and managers on matters related to the application of the Staff rules and regulations, policies and procedures, interpersonal relationships, performance and career problems.
- Provide counselling and support to staff who are involved in grievance or disciplinary issues; ensuring that CARE Somalia/Somaliland procedures are followed at all times and seeking reconciliation if possible. Escalate any serious or unresolved issues to the CD
- Provide counselling and support to line managers and staff as needed for the wellbeing of staff
- Liaise with the insurance provider to manage CARE Somalia’s staff insurance scheme, ensuring that policies are renewed on time, that staff are guided in how to meet the requirements of the scheme and that all necessary administration is carried out
- Manage the staff leave and absence system, ensuring that managers are aware of staff
- planned and actual leave and that corrective action is taken in case of any non-compliance with procedures
- Regularly conduct and or coordinate office climate assessments and advise management as appropriate.
- Responsible for Health & Safety plan, including health-related policies (HIV, CIF, …) and gender work plans, and any safeguarding issues. Liaise with relevant staff to develop/ revise protocols for staff safety and security; to ensure that CARE’s physical working spaces are safe & secure and conducive to a healthy working environment or as needed, ensure staff can work safely remotely;
- Plan, promote, and implement wellness initiatives for employees to improve their mental and physical health; conduct regular wellness surveys, analyse them, and recommend and implement actions to improve staff wellbeing.
Other Responsibilities As Assigned: (5%)
Qualifications
Education
- A Bachelor’s degree in Business Adminstration, Human Resources Management, Occupational Psychology or other Social Sciences.
- Either professional membership of the Chartered Institute of Personnel & Development (CIPD) or other certificating body or post-graduate qualification in Human Resource Management
Experience and Skills
- 5 years experience in the Human Resources space, preferably within the development sector (international, regional or national organisation)
- Substantial knowledge and senior experience in Human Resource Management in all its aspects, qualified in Human Resources Management or working towards the qualification.
- Substantial knowledge of the concepts of national employment law;
- Experience as a Senior Business Advisor towards management on strategic HR, including Change Management and organisational development.
- Able to provide leadership and direction on all HR issues at the same time as balancing the strategic role with the need to deliver effective day-to-day HR services
- Good written and verbal communication and advisory skills, accurate, just, analytical.
- Convincing and influencing skills.
- Technical knowledge and experience in up-to-date good practice in talent management, recruitment,
- performance management, employee engagement & motivation, induction and wellness
- Good knowledge of the employment laws of Somalia and able to contextualise for CARE and partners
- Knowledge and practical skills in facilitation and implementation of workplace learning; understanding of good practice in adult learning
- Agile and skilled in administration, planning and implementation, and being accountable to deliver on time and to a high standard of work
- Strong Communication and coordination skills
- understanding and experience in matrix management systems
- Skilled in delivering on budgeting and payroll
- Computer skills in MS Word, Excel, and PowerPoint Knowledge and use of an HR Information Management System
- Fluent in English
- Fluent in Somali
Interested candidates who meet the criteria above are encouraged to send their application letters and detailed CV in one PDF document to[email protected]by referring to the job title “( People & Culture Coordinator)” as the subject line of the email, latest on Wednesday, 10 April 2024
Only shortlisted candidates will be contacted.
CARE is an equal-opportunity employer promoting gender equity and diversity. Women and men from marginalised groups are positively encouraged to apply. Our selection process reflects our commitment to protecting children from abuse. CARE is a zero-tolerance organization for child abuse, sexual exploitation, and abuse
