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Thursday, December 1, 2016

Human Resources Manager

by Unknown  |  at  5:12 AM

Position Title: Human Resources Manager "For Egyptian Citizens Only"
Functional Group: Local Office
Location: Egypt
Reports to: Head of Operations
Supervisory Responsibilities: HR Officer – HR Assistant Compensation Band: D3

Background:

The CRS Egypt country program began in 1956 at the invitation of the Egyptian president Nasser by providing relief assistance to the victims of the Suez War. Over the following few decades, CRS Egypt moved from large-scale food relief to long-term poverty alleviation and development programs. CRS Egypt works in a wide variety of areas within the development field.
Currently, CRS Egypt has three main programs: the livelihoods program, interfaith peacebuilding program and the education assistance program for refugees. Projects under these programs range from the provision of technical assistance and capacity building to partners, and promoting peace and tolerance, to educational grants for refugees, and the protection of children who are victims of trafficking. Additional programming includes Emergency Preparedness and Response projects that arise as need be. A regional Management Quality unit assists the CP support department in developing and maintaining the highest level of operations standards.
CRS Egypt currently holds a main office in Cairo, and sub-offices in Maadi and Mohandessin.

Job Summary:

· 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.
· Contribute to risk management by advising managers on the interpretation/application of HR policies and procedures and 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.

Specific Responsibilities:

The incumbent will carry out the following functional areas:

Strategic Human Resource Management:

· In consultation and coordination with the Country Representative/Country Manager, Head of Programming (HoP) 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.
· Support the agency’s Human Resources strategy.

Job Description

· 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.
· Work 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.
· Ensure mechanisms are in place for appropriate delegation of authority during absences of senior staff.
· 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.

Talent Acquisition, Development, and Management:

· Work with hiring managers to source, recruit, and retain high quality staff aligned with agency vision, mission, and values.
· Establish 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.
· 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.
· 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.
· 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.

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.

Job Description

· 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.
· Work 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.
· 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:

· 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 is 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 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.
· 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.
· Work 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:

· 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.

Job Description

· Advise managers on the interpretation/application of HR policies and procedures to ensure compliance with agency, donor, and local legal requirements.
· Liaise 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.
· 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.
· 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 and assist supervisors on disciplinary action process (according to labor law).
· Mediate with supervisor and supervisee in resolving conflict.
· Oversee the implementation of the staff wellbeing policy
· Manage employee activities and well-being programs.
· Provide 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.

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.

Partners’ Capacity Building:

· Lead the process of developing HR guidelines to build the capacity of HR staff.
· Strengthen HR acceptable practices and communicate good practice.
· Align mission and vision of the entity with the organizational code of conduct, rules and regulations.
· Strengthen the HR function and its alignment with Labor Law and regulations.

Representation and Confidentiality:

· Attend and actively participate during management meetings.

Job Description

· Act as primary liaison with all financial institutions. Where possible, and in close collaboration with the CR, Head of Operations or Equivalent, negotiate premium customer services for CRS. Using CRS’ annual bank relationship scorecard, ensure that banks provide financial services that meet or exceed the industry standards.
· Keep all documents and information related to CRS’ program activities, personnel and development plans confidential.
Supervisory Responsibilities:
· Supervise and mentor grant/project staff working on specific-based activities/sectors.
· Ensure timely and quality adherence to CRS Performance Management System for all staff under his/her supervision.
· Preparation of employee job descriptions, performance plans and performance appraisals for projects officers/assistants that are engaged for specific clearly defined projects in coordination with other HOP and other program management.
· Ensure that CRS grant/project staff have the equipment and logistical support needed to carry out their roles/responsibilities.
· Contribute to the planning and implementation of capacity building for grant/project based staff.

Protection:

· Ensure completed Protection training module through CRSLearns (Staff Only);
· Familiarize themselves and staff with the Protection Policy;
· Sign the updated Code of Conduct and Acknowledgement of the Policy on Protection from Abuse and Exploitation;
· Report concerns of suspected exploitation or abuse in accordance with the Reporting Procedures.
· Assist staff/partners with:
o Signing the Code of Conduct or Protection Policy process to set standards of behavior;
o Establishing an in-country reporting mechanism for suspected cases of exploitation and abuse;
o Implementing investigating procedures;
o Accessing training materials;
o Establishing hiring procedures that include standards of protection;
o orientation of in-country new hires; and
o Establishing a process for obtaining a signed Code of Conduct from partner staff and project.

Key Working Relationships:

Supervisory: HR Officer – HR Assistant
Internal: All staff
External: Visitors, guests, and CRS staff doing business with the local office; Ministry of Labor and its institutions; Lawyers, HR and Operation Officers of other INGOs in Egypt

Job Description

Agency-Wide Competencies:
These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results:
· Serves with integrity
· Models stewardship
· Cultivates Constructive Relationships
· Promotes learning.

Position Requirements:

Professional Qualifications:
· 7-10 years of experience in HR Management and Development
· Min. 5 years’ experience in management/Supervisory role
· Minimum of five years’ work experience in development and/or emergency programs
· Proven experience in supervision and management of people.
· Prior experience with international, bilateral or multilateral organization.
· Strong ability to read and interpret policies and regulations.
· Fluency in written and spoken English with strong drafting skills.
· Ability to make oral presentations and write clear reports and guidance in English and Arabic.
· Skilled in MS Office Suite, including Word, Excel, Outlook, PowerPoint, and Internet.
· Seek and apply knowledge, information and best practices from within and outside Development Agencies.

Education:

· University degree in professional qualification or in experience.
· Master’s degree or equivalent with HR Management certification preferred
· Work experience in a directly related field will be considered in lieu of graduate degree.

Personal Competencies:

· Personal ability to deal, in a humble and dignified way, with a vulnerable segment of beneficiaries.
· Capacity to initiate, sustain and deepen relationships with key partners.
· Good interpersonal skills and ability to work smoothly in a multi-cultural environment while building good teamwork spirit.
· Ability to communicate sensitively and effectively across different constituencies.
· High tolerance rate for working under pressure and dealing with diversified cultures and tense situations.
· Customer Service approach.
· Strong ability to analyze data, identifies gaps, and makes recommendations.
· Position requires flexibility and the capacity to deal with ambiguity and change
· Excellent interpersonal skills with a strong team work and beneficiary/local partner-service focus; able to work with diverse groups of people as a member of multi-cultural teams, both as team leader and team member;

Job Description

· Communicative and dynamic/skilled in obtaining information from staff and/or external partners and potential sponsors as necessary to accomplish duties.
· Demonstrated strength in partner relationships; diplomatic and able to manage conflicts and to move groups toward consensus
· Demonstrated ability to transfer knowledge and skills formally and informally to diverse audiences;
· Patience and dedication to strengthening local partner organizations and working with partners in a spirit of authentic partnership;
· Able to prioritize work, multi-task and control processes.
· Strong representation, presentation and communication skills.
· Able to work diligently and independently.
· Ability to work in a team work environment and coordinate team work.
· Ability to work under pressure with short deadlines.
· Maturity, diplomacy, tact and discretion, with strong negotiation skills.
· Ability to remain calm and professional in tense situations
· Comfortable working with Roman Catholic organization and upholding the principles of Catholic Social Teaching

Physical Requirements/Environment:

· Normal conditions of an office environment.
· Regular travel to field offices.
· Job requests travel to field/Upper and Lower Egypt in order to assist partners and follow up projects.
· Technical assistance visits to CRS Office in Kurdistan Iraq as needed
· Position requires flexibility and the capacity to deal with ambiguity and change until regional systems and standards are in place.

Disclaimer:

This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.

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