USAID OVC Project Jobs – Senior Human Resources Officer at Catholic Relief Services (CRS)

Organization: Catholic
Relief Services (CRS)
Funding Source: U.S. Agency
for International Development (USAID)
Project Name: Sustainable
Outcomes for Children and Youth in Central and Western Uganda
Duty Station: Kampala,
Reports to: Head of
About US:
Catholic Relief Services (CRS) is an International non-profit
organization whose commitment is to assist the poor and vulnerable overseas set
out by the Bishops of the United States. Our Catholic identity is at the heart
of our mission and operations. We welcome as a part of our staff and as
partners people of all faiths and secular traditions who share our values and
our commitment to serving those in need.
About USAID CRS Project:
CRS will be implementing a “Sustainable Outcomes for Children and
Youth in Central and Western Uganda” project over the next five years. The
Project will improve the health, nutrition, education and psychosocial
wellbeing of vulnerable populations, as well as reduce abuse, exploitation and
neglect to a minimum of 625,000 children and 101,500 households in 17 districts
in central and western Uganda. The consortium partners include Action for
Community Development (ACODEV), African Network for Prevention and Protection
against Child Abuse and Neglect (ANPPCAN), TPO Uganda, and Futures Group. There
will be three project offices: Kampala, Kasese, and Mbarara. Approximately, 30
staff will support this project of $38.5 million through USAID funding.
Job Summary:  The Senior Human Resources Officer will
support the attainment of Country Program objectives through the provision of
dedicated quality HR services, professional advice, and ensuring HR systems,
policies and procedures are developed and implemented in line with
organizational vision, mission, and strategic objectives. He /she will actively
contribute to risk management by advising managers on the
interpretation/application of HR policies and procedures, ensuring Country
Program employment and human resource management practices meet agency and
donor standards and are in compliance with local labor law.
Analyze country office issues and requests related to human resource
management and administration and recommend to SMT initiatives, activities, and
opportunities for innovation and improvement of the HR function in alignment
with business needs to attract, develop, motivate and retain a human resource
base that is dedicated to high quality performance.
Key Duties and
1. Strategic Human Resource Management:
  • Technically support the agency’s Human
    Resources strategy. In consultation and coordination with the Country
    Manager (CM), Head of Programming (HoP), Chief of Party (COP) and Head of
    Operations (HoOps), define HR strategy in line with CP strategic
    objectives and develop, maintain, and support implementation of a CP
    staffing plan.
  • Routinely analyze and report on personnel
    data, performance, metrics, and trends to support decision-making and
    efficient operations.
  • Develop/review and ensure HR policies,
    procedures, systems, and processes align for all HR functional areas and
    that programs are in line with agency values and principles.
  • Confer with management and supervisors to
    implement a workforce planning system by identifying future staffing
    needs, including key competencies to support the attainment of CP
  • Work in consultation with senior managers
    to optimize organizational structure for maximum operational efficiency.
  • Ensure mechanisms are in place for
    appropriate delegation of authority during absences of senior staff.
  • Actively participate and contribute to
    regional and global HR community of practice on systems, standards and
  • Collaborate with key partners to assess
    and strengthen their human resources capacities.
2. Talent Acquisition, Development, and Management:
  • Work with hiring managers to source,
    recruit and retain high quality staff aligned with the agency vision,
    mission, and values.
  • Establish and maintain relationships with
    third party vendors to help identify and source qualified candidates.
  • Confer with management and supervisors to
    identify human resource needs, job specifications, job duties,
    qualifications and skills, team fit, and weighted criteria for evaluating
    candidates for open positions.
  • Ensure each position links to the
    appropriate country program member/line of expertise for
  • Ensure an HR representative participates
    in hiring committees for all positions. Participate in final hiring
    decisions for all positions.
  • Work in liaison with the procurement
    department, identify best advertising sources for recruitment. Ensure
    appropriate reference and background checks are carried out for new hires
    and results are reported back to hiring managers.
  • Manage documentation for offers for new
    hires, working with the CM or designee on salary recommendations. In
    conjunction with CM and hiring manager or supervisor, negotiate offers
    with candidates for open positions.
3. Talent Development and Management:
  • Develop staff retention strategy in consultation
    with SMT, the Regional HR Manager (RHRM) and HQ Talent Acquisition Group.
    Guide and train managers/supervisors on best practices in talent
    acquisition and retention.-
  • Technically support, implement, and
    evaluate programs and processes for succession planning, talent mapping,
    and leadership development.
  • Support SMT in reviewing performance of
    CP, identifying staff training needs, and developing action plans for
    staff development. Promote development plans for all employees and work with
    senior managers to ensure funds for workforce development are budgeted
  • Work in liaison with senior staff to
    establish training and career paths for all job families in the CP.
  • Implement agency’s ongoing training
    program for ail staff concerning Catholic Church structure, values,
    principles and Catholic social teaching.
  • Ensure all phases of the performance
    management system are implemented according to agency guidance, i.e.
    performance and development planning, coaching, assessment, mentoring, and
    career planning. Promote a culture of high performance and accountability
    for outcomes.
  • Ensure agency orientation-boarding system
    for national and international staff and provide region- and
    country-specific information for the orientation manual and orientation package/
  • Ensure orientation of new staff to CRS
    identity, culture, partnership principles, tools, and processes.
4. Compensation and Benefits:
  • Perform job analysis and advice on job
    description development. Provide guidance and input to senior managers and
    business development staff to ensure salaries and benefits are
    appropriately budgeted for in projects, proposals, and country
    program-level budget.
  • Regularly review national staff
    compensation packages to ensure that salaries and benefits are competitive
    with targeted industry.
  • In collaboration with the RHRM and
    managers, review job and salary banding systems to ensure salaries are
    managed based on job content and that merit pay systems are fair and based
    on performance.
  • Work with the RHRM to ensure benefits
    administration is done according to best practices.
  • Ensure effective management of social
    security and insurance programs for national staff.
5. Employee Relations, Activities, and Wellness:
  • Assess effectiveness of current HR
    policies/procedures and recommend changes to improve alignment with
    business needs, manage risk, and remain in line with agency and local
  • Represent the organization in forums
    related to HR management practices, policies, and processes to stay
    abreast of local labor regulations and industry best practices.
  • Guide managers on the
    interpretation/application of HR policies and procedures to ensure
    compliance with agency, donor, and local legal requirements.
  • Consult and advise senior managers on
    highly confidential and complex HR and employee relations issues.
  • Support supervisors and senior staff to
    deal firmly and promptly with performance issues.
  • Establish an effective approach to
    employee relations, including staff communications, employee engagement,
    conflict resolution, and employee recognition and feedback programs.
  • Train supervisors on relevant labor law
    and employee relations best practices and disciplinary action processes.
  • Work closely with local legal counsel to
    consult on HR issues as needed. Mediate with supervisor and supervisee in
    resolving conflict.
  • Oversee the implementation of the staff
    wellbeing policy and well-being programs.
  • Provide reports on the implementation of
    staff care plans across the Country Program.
  • Manage national staff separation process including
    exit interviews, separation letters and benefits, and clearance, ensuring
    CRS policies and procedures and local labor laws are followed.
6. Personnel Administration and Documentation
  • Ensure personnel files are complete with
    all staff-related documentation and employment records as required per
    CRS, donor, and local law.
  • Ensure job descriptions are up to date and
    responsibilities and performance expectations are clearly communicated.
  • Ensure effective and efficient processing
    and authorization of national staff timesheets and leave.
  • Ensure HR database is maintained up to
    date with all relevant information.
  • Ensure proper internal control for all
    human resources issues.
  • Address HR audit issues and lead the
    closing of any HR Audit findings.
Qualifications, Skills and
  • All suitably qualified and interested
    candidates who so wish to join the CRS USAID Project should hold a Bachelor’s
    degree in Human Resources Management required;
  • Five or more years of progressive working
    experience in a similar position preferably with an International NGO, two
    years of these managing the HR function.
  • Excellent knowledge of HR management best
    practices as an HR Generalist, including organizational development.
  • Detailed working knowledge of local labor
    laws and ability to understand/ interpret legislative and policy issues.
  • Possess the ability to maintain
    confidential information.
  • Excellent team leadership to work with
    people in a highly demanding environment, including coaching, mentoring
    and motivating staff to follow quality guidelines.
  • Demonstrated management skills to minimize
    work incidents and maximize service satisfaction.
  • Ability to plan resources and actions in
    order to ensure timely and efficient service delivery.
  • Possess the ability to assimilate and
    analyze situations, plus skill in handling unexpected situations.
  • Ability to lead and to maintain effective
    working relationships in a multicultural environment with sensitivity and
    respect for diversity.
  • Ability to interact effectively with
    internal and external counterparts at various levels.
  • Ability to apply creative thinking to
    practical problem solving with an aim of improving service delivery. The
    person must be able to work with minimum supervision.
  • Excellent interpersonal, negotiation and
    presentation skills. Fluent written and spoken English.
  • Extremely flexible, and have the ability
    to cope with stressful situations.
  • Experience with and enthusiasm for on the
    job training.
  • Computer knowledge of Microsoft Office
    software (Word, Excel, PowerPoint, Outlook, and Internet) required.
  • Desire to work effectively in a team
    oriented environment.
  • All CRS staff should possess the following
    values: Serves with Integrity, Models Stewardship, Cultivates Constructive
    Relationships and Promotes Learning
  • Ability to travel within rural Uganda.
How to Apply: 
All applicants who so wish to join the USAID project should send a
cover letter, updated CV and three work references (names and contact
information only) to
NB: Only selected
candidates that meet the requirements will be contacted.
Deadline: Wednesday, 6th
May, 2015.

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