Somalia: Human Resource Manager

Oxfam is convinced that people have the power to end poverty. All they need is an opportunity. Oxfam is committed to make sure everyone gets that chance. That is why we support local projects in developing countries, why we lobby governments and companies to listen to the poorest people, and why we campaign to involve both men and women in our work. Oxfam is a confederation of 17 organizations that works together to increase the impact of its long term development and humanitarian responses.

The Country Office in Somaliland is currently recruiting for a

Human Resource Manager

National position

Fulltime/ 40 hours a week

1 year contract

Based in Hargeisa, Somaliland

Shaping a stronger Oxfam for people living in poverty.

Job Purpose

To provide strategic input and support to the Country Director and Leadership Team in order to achieve the country strategy and Oxfam’s mission, being aligned to the Oxfam Country Strategy.

Drawing on deep functional HR process and policy knowledge, and as custodian of HR policies and services in country, deliver the HR country plan to ensure that staff have the full range of skills and capabilities required to implement the Somaliland country strategy.

Ensures that all staffing issues are managed in line with Oxfam Policy and procedures and facilitate effective implementation by managers, or working alongside managers, to support delivery.

Key Responsibilities and Accountabilities:

1. Provision of HR Services:

As HR Business Partner to the OI Country Director, act as trusted advisor to the senior leadership team. Develop and lead on the Country HR plan and engage with and influence senior management thinking and behaviors on this and the people aspects of Country Strategy and ensure that people management is central.

To provide both:

· Detailed advice and problem resolution (including direct one to one manager case work support) on complex and sensitive policy interpretation and procedural issues to managers and employees and HR colleagues, including advising managers when HR decisions might need to be taken outside of defined policy and process; and

· Coordination of the administration process to align the delivery of HR support ( HR basics) to meet business needs that incorporates best practice and techniques and is compliant with agreed performance levels and legal requirements, across all the following range of HR processes:

Ø Recruitment in order to attract, retain and develop the people needed to enable delivery of the Country Strategy. Responsible for co-ordinating recruitment processes. This includes placing adverts, correspondence, longlisting, advising the panel on the selection process, interview planning; administering interview results and tests; taking part in interviews.

Ø Responsible for ensuring that all staff are issued with contracts, renewing/revising contracts and ensuring that this is in line with the legal framework for employment. Monitor dates relating to probationary periods and end of contracts.

Ø Workforce planning - manage organograms and advises CD on future staffing needs. Ensure that all staff have Job descriptions and that these are maintained.

Ø Performance Management - Champions PM in country, supports line managers to fulfil their obligations in the process

Ø Employee Relations and labour law - ensuring ER policies and procedures are fair and compliant with labour law; interpret legal advice and ER policy in country.

Ø Pay and Reward including the negotiation of starting salaries / Compensation, Pension and Benefits

Ø Preparations for the Payrol: Ensure staff are paid accurately and on time by preparing and inputting the monthly payroll calculations, including computations for leavers.

Ø Ensure there is accurate staff information on the HR System (where applicable)

Ø Ensure confidential and efficient management of medical aid issues, including in crisis situations

Ø Attendance management and administration – including sick leave, maternity cases

Ø Health and Safety and employee well-being that ensures the country H&S plans are in place and that reporting is done correctly.

Ø Manage the country Learning and Development plan and implementation

Ø Manage the link with the GHT HR function during Humanitarian responses.

Ø Provide short term support for cross affiliate HR systems and needs

Ø Coordinate the in-country succession planning and employee engagement strategies.

Ø Regularly produce HR management information for CD and Senior Managers.

Ø Manage the link and relationship to all OI HR shared services.

Ø Review, improve and lead on the application of HR policies and business processes for the Country Office, in line with the Executing Affiliate and Oxfam polices, so that they meet both the needs of the organisation and its legal obligations

Ø Work closely with the Oxfam Reward Shared Service, be responsible for the country annual pay review process, and where appropriate in close cooperation with the other affiliates working in the region.

Ø Ensure that there is regular dialogue and shared problem solving with the Staff Association.

Ø Monitor the office climate and proactively advise and support the CD on a course of action when necessary.

Ø Ensure that Oxfam healthy & security guidelines and practices are maintained and implemented.

Ø Ensure HIV and Gender workplace policies are appropriately implemented and instilled in daily office life so as to build an office culture that supports women and men’s roles and creates an open environment where staff can comfortably discuss problems that may impact on their work.

Ø Considers cost and resource demands against business drivers and critical success factors. Balances cost and quality

2. Organisational Development and Staff Capacity Building

· Support the development of skills required for effective programming and delivery of the Strategic Plan.

· Work with the L&OD Shared Service the EA and de regional HRBP to link available learning opportunities and budgets with the country needs.

· Work closely with the Country Management Team to ensure effective talent management strategy is in place and actively support activity that optimizes talent.

· Support the development of solutions to cater for individual’s development plans, and that specific skills training is arranged for the country team where shortfalls are identified.

· Ensure that staff have the required skills and abilities to provide capacity building to partner organizations.

· Continue to embed effective performance management amongst the country leadership team.

3. General Organizational Awareness and Learning

· Stay abreast of changing organizational and external situational circumstances, which may impact both the human resources function and 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 the OI Regional HRBP and change managers (where appropriate)

· As a member of the HR Team within the Region, contribute to OI HR strategy development.

· May take a lead within the Region on a strategic HR issue as appropriate.

Technical Skills, Experience & Knowledge

Essential

· As the most senior HR Technical specialist in country, 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

· 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 (country) labour law and its application.

· Demonstrable working knowledge and experience on organizational development practices and techniques, from organizational diagnosis, design, transformation and related solution modelling.

· 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.

Desirable

· Relevant post-graduate academic qualification in human resource management, organizational development, psychology or related discipline (where appropriate in the local context)

· 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.

Application procedure

Please send your application to Somaliajobs@oxfamnovib.nl and include your motivation letter and CV. Your application must be received by Thursday 24th August 2017 at the latest. Only shortlisted candidates shall be contacted.