Job Title: RMEAL Manager Organisation: International Rescue Committee (IRC) Duty…
Human Resource Manager Non-profit Careers – Catholic Relief Services (CRS)
Job Title: Human Resource Manager
Organization: Catholic
Relief Services (CRS)
Relief Services (CRS)
Duty Station: Kampala,
Uganda
Uganda
Reports to: Head of
Operation
Operation
About CRS:
Catholic Relief Services (CRS) is an international non-profit
organization that carries out the commitment of the Bishops of the United
States (U.S) to assist the poor and vulnerable overseas. 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.
organization that carries out the commitment of the Bishops of the United
States (U.S) to assist the poor and vulnerable overseas. 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.
Job Summary: The Human
Resource Manager 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. The
incumbent will actively contribute to risk management by advising managers on
the interpretation/application of HR policies and procedures and ensuring CRS
Uganda’s employment and human resource management practices meet agency and
donor standards and are in compliance with local labour law. The jobholder will
analyse 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.
Resource Manager 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. The
incumbent will actively contribute to risk management by advising managers on
the interpretation/application of HR policies and procedures and ensuring CRS
Uganda’s employment and human resource management practices meet agency and
donor standards and are in compliance with local labour law. The jobholder will
analyse 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
Responsibilities:
Responsibilities:
Strategic Human Resource Management:
·
Work
in close consultation and coordination with the Country Representative, Head of
Programming (HoP) and Head of Operations (HoOp), and Chief of Party (CoP),
define HR strategy in line with CP strategic objectives and develop, maintain,
and support implementation of a CP staffing plan.
Work
in close consultation and coordination with the Country Representative, Head of
Programming (HoP) and Head of Operations (HoOp), and Chief of Party (CoP),
define HR strategy in line with CP strategic objectives and develop, maintain,
and support implementation of a CP staffing plan.
·
Support
the agency’s Human Resources strategy.
Support
the agency’s Human Resources strategy.
·
Develop 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.
Develop 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 objectives.
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 objectives.
·
Work closely
with senior managers to optimize organizational structure for maximum
operational efficiency.
Work closely
with senior managers to optimize organizational structure for maximum
operational efficiency.
·
Analyze
and report on personnel data, performance, metrics, and trends to support
decision-making and efficient operations.
Analyze
and report on personnel data, performance, metrics, and trends to support
decision-making and efficient operations.
·
Ensure
mechanisms are in place for appropriate delegation of authority during
absences of senior staff.
Ensure
mechanisms are in place for appropriate delegation of authority during
absences of senior staff.
·
Actively
participate and contribute to regional and global community of practice on HR
systems, standards, and policies.
Actively
participate and contribute to regional and global community of practice on HR
systems, standards, and policies.
·
Collaborate
with key partners to assess and strengthen their human resources capacities.
Collaborate
with key partners to assess and strengthen their human resources capacities.
Talent Acquisition, Development and Management:
·
Work closely
with hiring managers to source, recruit, and retain high quality staff aligned
with agency vision, mission, and values.
Work closely
with hiring managers to source, recruit, and retain high quality staff aligned
with agency vision, mission, and values.
·
Build
and maintain relationships with third party vendors for staffing needs.
Build
and maintain relationships with third party vendors for staffing needs.
·
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.
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 CP member/line of expertise for
mentoring/support.
Ensure
each position links to the appropriate CP member/line of expertise for
mentoring/support.
·
Ensure
an HR representative participates in hiring committees for all positions. Participate
in final hiring decisions for all positions.
Ensure
an HR representative participates in hiring committees for all positions. Participate
in final hiring decisions for all positions.
·
Develop
and maintain network of contacts to help identify and source qualified
candidates.
Develop
and maintain network of contacts to help identify and source qualified
candidates.
·
Identify
best advertising sources for recruitment. Assist in writing job advertisements
and suggest their placement in various media.
Identify
best advertising sources for recruitment. Assist in writing job advertisements
and suggest their placement in various media.
·
Ensure
appropriate reference and background checks are carried out for new hires and
results are reported back to hiring managers.
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 CR or designee on salary
recommendations. In conjunction with CR and hiring manager or
supervisor, negotiate offers with candidates for open positions.
Manage
documentation for offers for new hires, working with CR or designee on salary
recommendations. In conjunction with CR and hiring manager or
supervisor, negotiate offers with candidates for open positions.
Talent Development and Management:
·
Develop
staff retention strategy in consultation with SMT, the region, and HQ Talent
Acquisition Group. Guide and train managers/supervisors on best
practices in talent acquisition and retention.
Develop
staff retention strategy in consultation with SMT, the region, and HQ Talent
Acquisition Group. Guide and train managers/supervisors on best
practices in talent acquisition and retention.
·
Support,
implement, and evaluate programs and processes for succession planning, talent
mapping, and leadership development.
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 appropriately.
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 appropriately.
·
Work
closely with senior staff to establish training and career paths for all
job families in the CP.
Work
closely with senior staff to establish training and career paths for all
job families in the CP.
·
Implement
agency’s ongoing training program for all staff concerning Catholic Church
structure, values, principles and Catholic social teaching.
Implement
agency’s ongoing training program for all 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
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/on-boarding system for national and international staff and
provide region- and country-specific information for the orientation manual and
orientation package/session. Ensure orientation of new staff to CRS identity,
culture, partnership principles, tools, and processes. Compensation and
Benefits
Ensure
agency orientation/on-boarding system for national and international staff and
provide region- and country-specific information for the orientation manual and
orientation package/session. Ensure orientation of new staff to CRS identity,
culture, partnership principles, tools, and processes. Compensation and
Benefits
·
Perform
job analysis and advise on job description development.
Perform
job analysis and advise 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.
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.
Regularly
review national staff compensation packages to ensure that salaries and benefits
are competitive with targeted industry.
·
Work in liaison with RTA/HR (when applicable) and/or DRD/MQ, HQ/HR, 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 in liaison with RTA/HR (when applicable) and/or DRD/MQ, HQ/HR, 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.
·
Regularly
monitor industry salary and benefit levels and movements and recommend
adjustments when necessary to ensure competitive positioning.
Regularly
monitor industry salary and benefit levels and movements and recommend
adjustments when necessary to ensure competitive positioning.
·
Monitor
market conditions related to benefits to ensure national staff benefit levels
are competitive.
Monitor
market conditions related to benefits to ensure national staff benefit levels
are competitive.
·
Work closely
with RTA/HR (when applicable), DRD/MQ and HQ/HR to ensure benefits
administration is done according to best practices.
Work closely
with RTA/HR (when applicable), DRD/MQ and HQ/HR to ensure benefits
administration is done according to best practices.
·
Ensure
effective management of social security and insurance programs for national
staff. Employee Relations, Activities, and Wellness
Ensure
effective management of social security and insurance programs for national
staff. 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 government changes.
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 government changes.
·
Guide
managers on the interpretation/application of HR policies and procedures
to ensure compliance with agency, donor, and local legal requirements.
Guide
managers on the interpretation/application of HR policies and procedures
to ensure compliance with agency, donor, and local legal requirements.
·
Work
closely with local legal counsel to consult on HR issues as needed.
Work
closely with local legal counsel to consult on HR issues as needed.
·
Consult
and advise senior managers on highly confidential and complex human
resources and employee relations issues.
Consult
and advise senior managers on highly confidential and complex human
resources and employee relations issues.
·
Support
supervisors and senior staff to deal firmly and promptly with performance
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.
Establish
an effective approach to employee relations, including staff communications,
employee engagement, conflict resolution, and employee recognition and
feedback programs.
·
Represent
the organization in forums related to HR management practices, policies, and
processes to stay abreast of local labor regulations and industry best
practices.
Represent
the organization in forums related to HR management practices, policies, and
processes to stay abreast of local labor regulations and industry best
practices.
·
Train
supervisors on relevant labor law and employee relations best practices.
Train
supervisors on relevant labor law and employee relations best practices.
·
Train
and assist supervisors on disciplinary action process (according to labor law).
Train
and assist supervisors on disciplinary action process (according to labor law).
·
Mediate
with supervisor and supervisee in resolving conflict.
Mediate
with supervisor and supervisee in resolving conflict.
·
Manage
the implementation of the staff wellbeing policy
Manage
the implementation of the staff wellbeing policy
·
Manage
employee activities and well-being programs.
Manage
employee activities and well-being programs.
·
Prepare
reports on the implementation of staff care plans across the CPs.
Prepare
reports on the implementation of staff care plans across the CPs.
·
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.
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.
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 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
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
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
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.
Ensure
proper internal control for all human resources issues. Address HR audit
issues and lead the closing of any HR Audit findings.
Protection: The overall function of the Protection Focal Point
is to support the implementation of CRS’ Policy on Protection from Abuse and
Exploitation. Activities include:
is to support the implementation of CRS’ Policy on Protection from Abuse and
Exploitation. Activities include:
·
Coordination
of CP staff trainings and reporting
Coordination
of CP staff trainings and reporting
·
Provide
input into Business Development protection related information
Provide
input into Business Development protection related information
·
Planning,
communication and coordination
Planning,
communication and coordination
·
Awareness
Raising and Accountability
Awareness
Raising and Accountability
·
Incident
Management
Incident
Management
Gender: Work in liaison with the Program Manager and HOP,
assist in coordination, planning, implementation and reporting on Gender
activities for the CP. Activities include:
assist in coordination, planning, implementation and reporting on Gender
activities for the CP. Activities include:
·
Actively
participate in CP and EARO working groups
Actively
participate in CP and EARO working groups
·
Improving
co-ordination and information sharing
Improving
co-ordination and information sharing
·
Mainstreaming
Gender into other clusters/sectors
Mainstreaming
Gender into other clusters/sectors
·
Assist
in building capacity of CP Gender programming skills
Assist
in building capacity of CP Gender programming skills
·
Reporting
on Gender achievements in relation to agency strategy
Reporting
on Gender achievements in relation to agency strategy
Qualifications, Skills and
Experience:
Experience:
·
The applicant for the Catholic Relief Services
(CRS) Human Resource Manager job placement should hold a Master’s degree or equivalent with HR
Management certification preferred. Hold a Bachelor’s degree required; will consider work experience in a
similar position if over 5 years.
The applicant for the Catholic Relief Services
(CRS) Human Resource Manager job placement should hold a Master’s degree or equivalent with HR
Management certification preferred. Hold a Bachelor’s degree required; will consider work experience in a
similar position if over 5 years.
·
At
least three to five years relevant work experience, preferably with an International
NGO, with at least 2 of these years managing the Human Resources function.
At
least three to five years relevant work experience, preferably with an International
NGO, with at least 2 of these years managing the Human Resources function.
·
Excellent
knowledge of HR management best practices as an HR Generalist, including
organizational development
Excellent
knowledge of HR management best practices as an HR Generalist, including
organizational development
·
Sound
knowledge of local labor laws and ability to understand and interpret
legislative and policy issues
Sound
knowledge of local labor laws and ability to understand and interpret
legislative and policy issues
·
Proven
managerial skills
Proven
managerial skills
·
Good
coaching and mentoring skills
Good
coaching and mentoring skills
·
Excellent
analytical skills with ability to make sound judgment and decisions
Excellent
analytical skills with ability to make sound judgment and decisions
·
Good
planning, monitoring and organizing skills and experience
Good
planning, monitoring and organizing skills and experience
·
Ability
to maintain confidential information
Ability
to maintain confidential information
·
Results-oriented
and ability to work with minimum supervision
Results-oriented
and ability to work with minimum supervision
·
Excellent
communication, interpersonal and negotiation skills
Excellent
communication, interpersonal and negotiation skills
·
Computer
literacy skills i.e. proficiency in MS Windows and MS Office packages (Excel,
Word, PowerPoint), Web Conferencing Applications, HRIS
Computer
literacy skills i.e. proficiency in MS Windows and MS Office packages (Excel,
Word, PowerPoint), Web Conferencing Applications, HRIS
·
Agency-Wide Competencies (for all CRS
Staff): Serves with Integrity, Models Stewardship, Cultivates
Constructive Relationships, Promotes Learning
Agency-Wide Competencies (for all CRS
Staff): Serves with Integrity, Models Stewardship, Cultivates
Constructive Relationships, Promotes Learning
How to Apply:
All suitably qualified and interested candidates should send a cover
letter, updated CV and three work references (names and contact information
only) to ug_recruitment@crs.org.
letter, updated CV and three work references (names and contact information
only) to ug_recruitment@crs.org.
Deadline: 27th
October, 2016
October, 2016
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