Ended Country HR Manager

The Job

COUNTRY HR MANAGER

Yemen Programme

Annual Salary and Benefits  -    $40,850 - $53,105

Internal Job Grade  -    C1

Contract type   -    Open-ended

Reporting to    -    Country Director

Staff reporting to this post   -    Line managed 2x senior HR Officer D1, 1xHR Officer D2, and 1x HR Assistant E1; Matrix managed: 4x Senior Field HR Officers

Locations  -   Country Office, Sana’a, and 8 field offices and sub-offices including Aden, Aldalea’a, Taiz, Haja, Ammran and Sa’ada – Yemen.

Annual Budget    -  Country budget per annum 25 million programme

Shaping a stronger Oxfam for people living in poverty.

Team Purpose

To provide a professional, business focused organisational development and human resource management service, delivering a proactive and solutions based approach for resolving issues and ensuring that staff are effectively resourced, managed and developed to deliver organisational strategy.

Job Purpose

To develop, advise on and implement a full range of Human Resource strategies necessary to support effective people management for the all the Country; and ensure Human Resource Management contributes to and is aligned to the Country’s strategic goals.

Key Responsibilities and Accountabilities

Strategic Human Resources (60%)

Lead on the development and implementation of the HR Country strategy, aligned with the goals of the Oxfam Country Strategy. Provide strategic advice and problem resolution on complex and sensitive policy interpretation and procedural issues to managers and employees across the range of HR processes. 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 organizational effectiveness. In addition to:

Change Management

To pro-actively recognise changes in the internal and external environment (i.e. funding short fall) that will impact the programme. In collaboration with the CMT to then propose and deliver strategic changes. This could, for example, result in a programme scale down; plan and implement HR exit strategy, support change management procedures and the redeployment of staff.

Talent Management

Work closely with Country Director to provide guidance and counsel on the country programme’s overall staff development needs and assist in the process of prioritising resources in order to develop and promote the strategic talent; with either management potential or technical expertise. To also take on a coaching and mentoring role with senior managers to help them develop their people management skills in order to grow team talent.

Work with the other Shared Service Centres to have current L&D , Talent management and Employee Relations expertise and learning. Conduct and or coordinate office climate assessments and advise management as appropriate.

Performance Management

Provide counsel to managers at key stages of the employee performance management cycle (probation, interim review and annual review). Where concerns are identified to pro-actively encourage managers to address these by collaboratively implementing performance improvement plans.

Employee Relations

Advise managers on all employee relation matters including grievances, disciplines and appeals; ensure all processes are in line with Oxfam policies and procedures whilst taking account of the local labour law and ensuring Oxfam remains complaint.

Country Management

As part of Senior Management Team advise management on and contribute to the overall management of the Country, drawing on own diagnosis, professional knowledge/experience and knowledge of the business. In addition to contribute on programme and operational decision-making and when required, as with all CMT members, to cover for the Country Director in their absence.

Inter-agency cooperation, Networking and Partnerships

Liaising with peer agency HR networks as well as Oxfam HR teams to share knowledge and practices that add value to the HR function and ways to strengthen team management processes and adherence to the new Oxfam behavioural competencies. In addition to liaising with the GHT to effectively response to humanitarian crisis’s.

Operational (30%)

Accountable for overall HR operations in the Yemen Programme

Change Management

Deliver changes to the organisational structure as and when required: ensuring that the implementation meets the organisations needs, balances Oxfam policies with local legal requirements, is sensitive to the cultural context, and in all cases ensures minimal recourse by staff to the internal grievance process or external complaint.

Talent Management

Utilise the interim and annual performance reviews to engage managers in discussion around their employee’s talent needs. As an outcome talent plans will be developed for Yemen staff in conjunction with senior managers. This will feed into the talent skills matrix with clearly identified actions that will need to be followed up at regular intervals.

Compensation& Benefit

Works with the Reward Shared Service Centre to have an up to date and competitive Reward Package that is in line with the Oxfam Reward Principles (in compliance with the SLA). On a monthly basis to ensure payroll reports backed up by appropriate documentation and signed-off by Country Director. Implement country specific policies related to reward during a first phase humanitarian response.

Employee Life- Cycle

Accountable for all aspects of the employee life cycle resulting in contractual changes from on boarding1 to job role changes to periods of leave to off boarding. At each stage to ensure a high standard of customer care and to deliver an efficient level of service in which the HR team anticipates problems and delivers business focused solutions. Adapt existing HR policies and procedures to an emergency context.

Communication

To  pro-actively  participate  in  both  the  country  management  team  and  staff  meetings  and  introduce organisational polices and best practice.

Resources Management

Coordinate the end-to-end recruitment process for International and national staff and co-ordinate deployment of HSPs. Ensure recruitments and deployments are done in a timely manner; tap into the organisation wide innovative and creative recruitment strategies including global and local networks to attract the right calibre of people. Contribute to the use and development of Regional or Country humanitarian registers and emergency response teams

Operational Financial Management

Coordinate with Finance in the management and maintenance of the staff payroll and delivery of staff cost reports to support the annual budget rounds. Support Finance as required for the development of the global budget / office bureau budget including cost sharing if applicable.

HR systems and management information –

In close collaboration with the Senior HR Officers ensures that the HR records for staff under your remit are managed proficiently and that they are complete and up to date.

People Management (10%)

Managing the life cycle of the direct reports from pre-recruitment to exit, including performance management processes, career planning and ensure coaching and mentoring as needed.

Technical Skills, Experience & Knowledge

  • Substantial knowledge and senior experience of Human Resource Management in all its aspects, qualified on Human Resources Management or working towards the qualification.
  • Substantial knowledge of the concepts of national employment law;
  • Experience as a senior Business Advisor towards management on strategic HR including Change Management and organisational development.
  • Able to provide leadership and direction on all HR issues at the same time as balancing the strategic role with the need to deliver effective day-to-day HR services
  • Substantial experience in an administrative HR role.
  • Good written and verbal communication and advisory skills, accurate, just, analytical.
  • Convincing and influencing skills.

Key Behavioural Competencies (based on Oxfam’s Leadership Model)

Competencies

Description

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 organisation 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.

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.

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.

Strategic Thinking and Judgment

We use judgment, weighing risk against the imperative to act. We make decisions consistent with organizational strategies and values.

How to Apply

Please Interested candidates are kindly requested to visit our website below for More details about post and apply through post application:

https://jobs.oxfam.org.uk/vacancy/country-human-resources-manager-int5739/10917/description/ 

  • Employer: Oxfam
  • Category: Human Resources
  • Location: Sana'a
  • Posted on: 4 July 2019
  • Deadline: 24 July 2019

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