Regional Human Resources Business Partner Non-profit Careers – Oxfam




Organisation: Oxfam
Duty Station: Kampala,
Uganda
Reports to: Regional
Director
About Oxfam:
Oxfam is an international confederation of 17 affiliates networked
together in more than 90 countries committed to ridding the world of poverty
and injustice. To achieve this, we support local projects in developing
countries, we lobby governments and companies to take into account the
interests of the poorest people and we campaign to involve citizens in our
work. We implement our programs by working with local NGO partners and civil society
organizations and engaging with private sector and governments. Oxfam employs
over 6,000 people worldwide in more than 90 countries. In Uganda, our program
is anchored on three broad themes deliberately focused on Women’s Rights:
Resilient Livelihoods, Governance and Accountability and Humanitarian
Preparedness and Response.
Job Summary: The Regional
Human Resources Business Partner will provide a professional, business focused
organisational development and human resource management service on behalf of
the OI Secretariat, delivering a proactive and solution- based approach for
resolving issues and ensuring that staff are effectively resourced, managed and
developed to deliver organizational strategy. The incumbent will provide
strategic input and support to the Regional Director and Regional Leadership
Team as well as to the Country Director and Country HR Managers in order to
achieve the Regional strategy and Oxfam’s mission within the HECA region. The
jobholder will ensure that all staffing issues are managed in line with Oxfam
policies and procedures and facilitate effective implementation by managers, or
working alongside managers, to support delivery. As a key member of the
Regional Management Team and the global HR leadership team, this person will
lead and facilitate the development of a highly effective and strategic HR
function in the HECA region to ensure the organization has the right structure,
culture and talent needed to deliver on its objectives across the HECA region
(DRC, Ethiopia, Kenya, Tanzania, Sudan, South Sudan, Burundi, Rwanda, Somalia
and
Uganda). The jobholder will support and enable countries in the region
to manage and develop their people as well as ensuring that quality standards
in Human Resources are met across the region. He/she will be accountable for
the implementation strategy of the Global HR People Strategy within the region.
Key Duties and
Responsibilities: 
Provision of Strategic HR Leadership and Management to the OI Regional
Director and Regional Management Team and to the Country HR Managers (60% of
time)
·        
As HR Business Partner to the OI Regional
Director, acts as trusted advisor to the senior leadership team, influences on
senior management thinking and behaviors on the people aspects of Regional
Strategy and ensures that people management is central to this.
·        
As a
key member of the Regional Management Team, be the trusted partner on all
people related matters for the region, provide HR leadership, advice,
counsel and solutions in analysing people issues and challenges across the
region.
·        
Coordinate
all the HR plans defined and implemented within the region, especially when
there is more than one Executing Affiliate in it, in order to achieve a
common HR framework in the region.
·        
Support
the EA to build the regional and national HR “capacity” and capability
for efficient and effective HR delivery at multi-levels and implementation and
adaptation of HR global initiatives and practices across the region. Build HR
knowledge and expertise leveraging internal and external resources.
·        
In charge of managing and developing the
performance of the Regional HR team and supporting the recruitment and capacity
building of HR staff across the region.
·        
Significantly
contribute to the delivery of the global HR strategic functions1 at both the
regional and national levels.
·        
Ensure consistency with the global strategy
adapting for the region where necessary and drawing and building on developed
best practice where this exists such that the organisations can deliver on the
full spectrum mandate (development, humanitarian and early recovery
programmes), business objectives and Quality standards are met.
·        
Identify
and facilitate the development of HR policy, 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 labour regulations and donor requirements.
·        
Work
closely with the regional leadership to attract, recruit and retain the
talented people we need and to identify and develop high potential
staff.
·        
Detailed
advice and problem resolution (including direct one to one manager OI Regional
staff case work support) on complex and sensitive policy interpretation
and procedural issues to managers and employees including advising managers
when HR decisions might need to be taken outside of defined policy and process.
·        
Work
closely with the country HR team to scale HR functions which can be managed and
delivered at country level.
·        
Manage
the link and relationship to all OI HR shared services.
Learning and Organizational Development and Staff Capability Building
in the HECA region (20% of time)
·        
Embed
a culture of performance management across the region, where staff are held
accountable and rewarded for high performance.
·        
Support
managers in the development and coaching of staff to optimise their potential
in pursuit of Oxfam’s objectives.
·        
Providing
technical assistance on staff capacity building and in formulating the annual
HR plans
·        
Ensure
that staff have access to HR guidance on individual development
opportunities arising from performance review feedback and personal career
development interests
·        
Creating
within the region an environment of continuous learning where staff are
encouraged and supported to develop and are held accountable for their
commitments
·        
Keenly
analyse on an ongoing basis the organisational staffing profile across the
region and work closely with the Regional Management Team and Country
Directors to ensure effective talent management strategy is in place and actively
support activity that optimizes talent.
·        
Workforce planning, recruitment, performance
management, talent development, resource management, employee relations, pay
and reward, health and safety, succession planning and climate management, HR
capacity development, etc.
Change Management v2020 (10% of time)
·        
Provide
overall project management to the change process in the region and ensure plans
are delivered to schedule in each country.
·        
Provide
remote support to country teams and travel where required to provide
hands on support.
·        
Provide
flexible support to the Regional Director and Country Directors as required on
different aspects of the change process.
·        
Manage
the key change related meetings in the region (e.g. monthly change updates) and
ensure the follow-up of all agreed action points.
·        
Ensure
progress is tracked and reported on appropriately at regional and global
levels, escalating key issues and risks where appropriate.
·        
Provide
flexible project management support to the Global Change team as required.
·        
Ensure
regular communication about the progress of the change process is shared across
the region.
·        
Work
closely with Regional Director, Country Directors and other key staff
internally to develop a clear risk management approach for the regional and
country change processes.
·        
Keenly
track the implementation plan and ensure all staff involved in delivering
different activities in the change plan are aware of the timelines, the
key dependencies and their accountabilities.
·        
Provide
leadership in the alignment of regional and country transformational change
initiatives into “One Oxfam”
General Organizational Awareness and Learning (10% of time)
·        
Keep
abreast with changing organizational and external situational
circumstances, which may impact the wider organization and proactively develop
suggestions for addressing them and/or incorporating relevant information into
Oxfam’s ideas and approaches.
·        
Manage
the link with change managers (where appropriate).
·        
Contribute
to OI HR strategy development.
·        
As a
member of the Global HR Leadership team, represents the region needs,
challenges and context.
·        
May
serve as a line manager for regional platform support functions if
required
·        
May
take a lead on strategic HR issues as appropriate.
Qualifications, Skills and
Experience: 
·        
The
applicant should preferably hold a Degree in Human Resources or related field
(where appropriate in the local context) with substantial knowledge and
experience of general human resource management with expertise in providing a
superior, proactive, business focused service.
·        
Possession
of a relevant post-graduate academic qualification in human resource management,
organizational development, psychology or related discipline (where appropriate
in the local context) is desired
·        
Broad
knowledge of (country) in terms of its political, economic and social trends
plus a good understanding of the key development and humanitarian issues
in the region.
·        
Substantial
knowledge and experience of organizational development, especially capacity
building and skills transfer, learning and development and knowledge
management. Experience in creating a learning and sharing environment.
·        
Extensive
working knowledge and experience of (HECA) labour law and its application.
·        
Show
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.
·        
Holds
self accountable for making decisions, managing resources efficiently,
achieving and role modeling Oxfam values. Holds the team and partners
accountable to deliver on their responsibilities – giving them the freedom to
deliver in the best way they see fit, providing the necessary development to
improve performance and applying appropriate consequences when results are not
achieved.
·        
Sets
ambitious and challenging goals for themselves and their team, takes
responsibility for their own personal development and encourages their
team to do the same
·        
Future
orientated, thinks strategically and on a global scale
·        
Approachable,
good listener, easy to talk to; builds and maintains effective relationships
with colleagues, Members and external partners and supporters
·        
Develops
and encourages new and innovative solutions
·        
Significant
amount of experience in Professional Human Resources Management
·        
Organisation
Development and Change Management experience
·        
Previous
experience of leading and developing a team
·        
International:
experience of HR/OD in a large complex, multi-cultural organization
·        
Non-profit:
experience of HR/OD in a NGO
·        
Fluent
English and national languages level (written and oral communication).
·        
Knowledge
on the regional cultures.
·        
Must be able to travel domestically and
internationally up to 35% of the time.
Personal Competencies:
·        
Decisiveness:
We are comfortable to make transparent decisions and to adapt decision making
modes to the context and needs.
·        
Influencing: We have the ability to
engage with diverse stakeholders in a way that leads to increased impact for
the organization. We spot opportunities to influence effectively and where there
are no opportunities we have the ability to create them in a respectful and
impactful manner.
·        
Humility: We put ‘we’ before ‘me’
and place an emphasis on the power of the collective, nurture the team and play
to the strengths of each individual. We are not concerned with hierarchical
power, and we engage with, trust and value the knowledge and expertise of
others across all levels of the organization.
·        
Relationship Building: We understand
the importance of building relationship, within and outside the organization.
We have the ability to engage with traditional and non-traditional stakeholders
in ways that lead to increased impact for the organisation.
·        
Listening: We are good listeners who
can see where deeper levels of thoughts and tacit assumptions differ. Our
messages to others are clear, and consider different preferences.
·        
Mutual Accountability:  We can explain our decisions and how
we have taken them based on our organizational values. We are ready to be held
to account for what we do and how we behave, as we are also holding others
to account in a consistent manner.
·        
Agility, Complexity, and Ambiguity:  We scan the environment, anticipate
changes, are comfortable with lack of clarity and deal with a large
number of elements interacting in diverse and unpredictable ways.
·        
Systems Thinking:  We view problems as parts of an
overall system and in their relation to the whole system, rather than
reacting to a specific part, outcome or event in isolation. We focus on
cyclical rather than linear cause and effect. By consistently
practicing systems thinking we are aware of and manage well unintended consequences
of organisational decisions and actions.
·        
Strategic Thinking and Judgment:  We use judgment, weighing risk
against the imperative to act. We make decisions consistent with organizational
strategies and values.
·        
Vision Setting: We have the ability
to identify and lead visionary initiatives that are beneficial for our
organization and we set high-level direction through a visioning process that
engages the organization and diverse external stakeholders.
·        
Self- Awareness:  We are able to develop a high degree
of self-awareness around our own strengths and weaknesses and our impact on
others. Our self-awareness enables us to moderate and self-regulate our behaviors
to control and channel our impulses for good purposes.
·        
Enabling: We all work to effectively
empower and enable others to deliver the organizations goals through creating
conditions of success. We passionately invest in others by developing their
careers, not only their skills for the job. We provide freedom; demonstrate
belief and trust provide appropriate support. We give more freedom and
demonstrate belief and trust, underpinned with appropriate support.
How to Apply:
All suitably qualified and interested candidates should send their
applications and curriculum vitae with a daytime telephone contact using the
link below quoting the position reference.
Deadline: 11th
November, 2016
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