Regional Human Resource Manager NGO Jobs – Humanity & Inclusion

 Job Title:    Regional Human Resource
Manager

Organisation: Humanity
& Inclusion

Duty Station: 
Kenya, Rwanda and Uganda

Reports to: Regional
Program Director

 

About US:

Handicap International Federation (operating under the name Humanity
& Inclusion) is an independent and impartial aid and development
organisation working in situations of poverty and exclusion, conflict and
disaster. We work alongside disabled and vulnerable people to help meet their
essential needs, improve their living conditions and promote respect for their
dignity and fundamental rights. HI has recently set up a regional structure
encompassing the countries of Kenya, Rwanda and Uganda with Uganda as the
regional hub.

 

Job Summary:  The
region is known as the East African Region (EAR). HI is currently recruiting a
number of regional positions, including the role of the Regional Human Resource
Manager. This position is a national position, and will be based in any of
three countries under the regional structure.

 

The Regional Human Resource Manager will drive the Human Resource
strategy and set-up of the new region, responsible for setting up the standard
HR systems, procedures and policies for the regional structure, as well as
ensuring the countries in the regional program are aligned to the new
structure, with the requisite training and coaching of the HR staff to ensure
efficient functioning.

 

Under HI’s re-organization principles, the Regional HR Manager will also
play the role of the HR Manager for the country of employment. Under this role,
the HR Manager will be responsible for driving quality and accountability of
the HR Department, across all levels and with the other departments. He/She
will ensure the mission meets all legal, regulatory and compliance requirements
as laid by the government authorities, donors, headquarters, and partners –
both at country and regional levels

 

The Regional HR Manager will establish clear ways of working with the
Logistics and Human Resource Departments under the Shared Services Strategy and
will ensure the project manager and teams are following proper HR procedures.

The Regional HR Manager will be directly involved in the development of
the new Regional Strategy 2021-2023 where the focus will be on defining the
role of the HR Department as the mission grows and in relation to the new
regional structure, as well as on sounds HR policies.

 

Reporting to the Regional/Country Director, the Regional HR manager
ensures the efficient management of human resources for the region (including
affiliated countries) for which s/he is responsible. S/he participates actively
in the phased reorganisation of HI in the field as part of the ROOTS project
and in efforts to retain staff and open up key posts to national staff, helping
to ensure that HI is recognised as an “employer of choice in the aid sector”
(2016-2025 strategy).

S/he advises the Regional Director on the organisation’s continuous
improvement, notably with regard to managerial aspects and support to changes
in working practices. S/he is the point person for the operational HR centres
at HQ, especially Personnel Administration Unit. This position calls for
regular visits to the field (affiliated countries) to ensure adequate HR
management and monitoring over the region within his/her geographical scope.

 

Key Duties and Responsibilities: 

Strategy and steering

·       Contributes towards the drafting, revision
and implementation of operational strategy (stratop) within his/her scope of
responsibility;

·       Provides the Regional Director with HR
options to support the implementation of the stratop locally;

·       Produces and updates the risk map covering
his/her scope of responsibility. Proposes and implements risk mitigation
measures;

·       Contributes to incident reporting within
his/her scope of responsibility;

·       Produces, compiles and analyses dashboard
data; if necessary creates HR KPI specific to his/her programme.

·       Represents HI externally on HR matters
concerning his/her geographical area (e.g. forums, operational and strategic
alliances); ensures the development of local partnerships necessary to the
development of his/her area of activity.

Standards and Accountability

·       Ensures respect and application of HI HR
standards for the whole of his/her professional sector – regional programme and
affiliated countries, with regard to policy, processes and tools;

·       Adapts and contextualises HR standards
according to specific local characteristics;

·       Oversees internal control for his/her whole
area of responsibility;

·       Guarantees compliance with and application of
institutional donor rules on all the projects implemented within his/her scope.

Operational HR management

·       Planning programme resources

o   Assists the Regional Director with the sizing
of resources (quantitative and technical) and the drafting and monitoring of
sourcing and skills development plans for the area within his/her geographical
scope, thereby contributing to efforts to retain staff and open up key posts to
national staff;

o   Assists with the HR section of budgets for
project proposals and with budget steering, including HR /payroll projects

o   Ensures the upgrading of managerial skills
for all the managers working within his/her geographical scope through the
deployment of Manager 2.0 policies and tools and continuous improvement;

o   Organises talents reviews: identifies talents
and low performers and adapts the support plans of the staff concerned
accordingly;

o   Monitors psychosocial risks at work and
ensures appropriate support is provided to any staff concerned;

o   Coordinates specific situations (disabled
workers, mobility).

·       Administration and payroll

o   Coordinates and monitors the management of
national staff payroll across the programme;

o   Coordinates the administrative management
generated by the Conditions and Modalities of Employment of International Staff
directly with the HQ operational centres ( Personnel Administration Unit,
Recruitment and Mobility Unit)

·       Assisting the managers on his/her
programme with the implementation of HR policies:

o   On collective issues

§  Work organisation

§  Accompanying change: changes in organisation,
the emergence of new professions, the implementation of new HR processes, etc.

§  Quality of Work Life

o   On individual issues:

§  Disciplinary

§  Pay-related

§  Health, etc.

Legal and social

·       Ensures a positive social climate;

·       Represents HI with staff representatives;

·       Ensures that legal norms and changes to case
law are monitored locally with specific regard to employment legislation and
the application of the legal framework.

Rollout of HI’s Code of Conduct and institutional policies

·       Supports the Regional Director with the
deployment of HI’s Code of Conduct and PSEA;

·       Contributes towards the operational
implementation of decisions taken by the crisis cells;

·       Contributes towards the implementation of
actions decided by the investigation cells.

Professional sector management

·       Leads the professional development of the RH
sector within his/her scope and helps to do so for the organisation as whole

·       Contributes towards the professional
development of the HR sector globally (community of practice);

·       Develops a pool of local talent (carries out
technical interviews with the candidates and formulates recommendations;
identifies training needs)

Emergency preparedness and response

·       Is responsible for providing appropriate
support to emergency responses occurring within his/her geographical scope

·       Takes part in analysing the capacity of
his/her programmes and teams to respond to emergencies;

·       Contributes towards identifying preparedness
measures in liaison with HQ’s Emergency Division; implements these measures;

·       In the event of an emergency response,
mobilises and adapts his/her department and its processes: size of the team,
line-management, coordination and communication mechanisms, ARCI, reporting,
etc.;

·       Strengthens external coordination with colleagues
from other organisations.

Management

·       Assumes the role and stance of manager with
regard to his/her HR staff:

·       Fosters a team spirit and team works to
ensure the necessary synergies between the divisions. Encourages the exchange
of practices within and between divisions;

·       Contributes towards the professional
development of his/her team members: sets individual objectives, ensures that
the know-how and motivations of his/her staff meet the organisation’s needs;

·       Provides individual and collective
recognition

·       Develops his/her staff‘s ability to work
autonomously

·       Embodies and transmits HI’s values, ensures
respect of its code of conduct and institutional policies and is vigilant with
regard to expected attitudes and individual and collective behaviours.

 


Qualifications, Skills and Experience:

·       The ideal candidate must hold a Master’s
Degree in the relevant fields of Human Resource Management

·       More than 10 years experience in the HR Field
with increasingly higher levels of responsibility

·       Previous experience with HI

·       At least five years of working experience in
management of teams in humanitarian or development programs

·       Demonstrated capacity building and training
of teams

 

Knowledge

·       Objectives and contents of transformation
projects (simplification, managing change, Manager 2.0, etc.)

·       Institutional frameworks (policies,
directives, standards)

·       HI’s vision, mandate, values and strategy

·       Humanitarian principles

·       Humanitarian environment

·       Donor rules

·       Command of French and English

·       Command of IT tools (including advance-level
Excel and Word

 

Know-how

·       Knowledge of management methods

·       Capable of representing HI’s legal and HR
framework

·       Analytical and synthesis skills

·       Capable of leading change

·       Practice of HR professions in a humanitarian
environment

·       Team leading and mobilisation

 

Interpersonal skills and attitudes

·       Positive, constructive

·       Solutions-oriented

·       Flexible

·       Excellent interpersonal skills

·       Good response capacities

·       Able to manage stress

·       Able to work in a multicultural and
multi-disciplinary team

 

Desired

·       Proven expertise staff welfare schemes and
organizational culture building

·       Fluency in the working languages of the
region (French, English, Swahili)

·       Previous experience working in
humanitarian/development programs in Africa

·       Previous experience in remote control
programs

·       Experience setting up systems and procedures
in new structures

 

Conditions:

·       Starting
Date:
15 March 2021

·       Length
of contract:
3 Year Renewable

·       Gross
Salary:
To be presented during the
recruitment process depending on the country of residence

 

NB:

·       Handicap International/Humanity &
Inclusion is an Equal Opportunity Employer,

·       It encourages females and persons with
disabilities to apply to become a part of our organization.

 

How to Apply:

 Please send an updated CV (3 pages
max, including three professional references.) with a cover letter addressed to
The HR Department recruitear@uganda.hi.org

 

Note: Do not attach certificates. Only
Short-listed Candidates will be contacted. Any efforts to influence the
recruitment process will lead to automatic disqualification.

 

Deadline: 24th February
2021.

 

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more of the latest jobs, please visit 
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