Director of Human Resources
Director of Human Resources -Sana’a
As a member of the Yemen Senior Management Team, the Director of HR will work closely with the SMT, key in country staff and with Regional HR to manage and lead the HR, as well as managing the HR needs of responding to the humanitarian crisis. This role will build awareness of the HR function at the country level and will be accountable for ensuring the implementation of HR policy and practice consistent with Save the Children and compliant with local labour regulations. The Director of HR will provide direct support and supervision to HR staff within the Sana’a main office as well as dotted line supervision to the HR function within the field offices.
KEY AREAS OF ACCOUNTABILITY:
As a member of the Senior Leadership Team, contribute to:
- Leadership of the Yemen Country Office
- Support the development of an organisational culture that reflects our dual mandate values, promotes accountability and high performance, encourages a team culture of learning, creativity and innovation, and frees up our people to deliver outstanding results for children and excellent customer service for our Members and donors
- Help design and implement a coherent organizational structure that is consistent with agency practices and appropriate to program needs
- Help establish, maintain, and improve active and regular working relationships with: host government authorities, donors, partner agencies including major institutional donors, and local and international NGOs
- Ensure that the required support is provided promptly, at scale and in line with the rules and principles during emergencies, working closely with the Regional Office
- Manage all aspects of Human Resource activities within Yemen and ensure the effective delivery of support and HR services to staff throughout the Yemen Country Office.
- Work closely with the Senior Management Team to develop a strategic role for Human Resources.
- Develop and implement Human Resource policies in support of organizational goals and ensure the consistent application and interpretation of existing policies through appropriate consultation, coaching and communication.
- Understand best practice in managing change and support the senior management team in the delivery of change.
- Ensure the provision of good quality, appropriate and clearly communicated advice to line managers on all aspects of the HR function.
Staffing and Employee On boarding:
- Ensure that adequate staffing is maintained for successful program delivery through effective recruiting process, retention strategies and development and capacity building of our national staff. Understand current and anticipate future staffing needs, build pools of ready candidates through internal succession planning and external market knowledge. Work closely with recruiting managers to ensure right organization structures are in place, right job descriptions and grading, and right timing for recruiting activity.
- Based on the agreed staffing plan facilitate the recruitment, selection, placement and induction and debriefing of staff and ensure that best practice of recruitment and selection policy and practice is implemented across all areas in timely manner
- Develop effective induction plans and processes, ensuring that all staff are aware of the policies and practices relating to their employment. Establish evaluation procedure for monitoring the effectiveness of the induction process and feedback to line managers.
Pay and Benefits:
- Liaise with Regional HR to ensure that there is an appropriate job evaluation system in place and that there is continuity between job descriptions, titles, salary scale and organizational charts.
- Develop systems that ensure timely and correct assignment of salary grades to job titles as they are developed. Ensure that all staff have job descriptions, updated and current contracts, which are complaint with local labour laws.
- Lead on Compensation and Benefits review survey, ensure competitiveness in the market we work in.
Emergency Staffing and Deployment:
- Be the HR lead for the emergency response ensuring that the HR aspects of the Save the Children emergency response interventions are observed according to best practice HR standards and comply with local legal procedures and SC policies. This includes the facilitation of the deployment of all emergency response staff: Global Roster; short term; regional; country deployed staff; consultants; visitors etc.
- Work closely with the Support Services team to ensure the smooth coordination, facilitation and integration of emergency response staff with that of the normal programme staff
- Work closely with the SMT to plan and execute for Emergency Response staffing needs.
Staff motivation and retention:
- Frequently travel to field bases to provide hands-on practical support to managers and staff and to build and develop the capacity of the HR team in the intervention areas through effective coaching, performance management frameworks and human resource development plans.
- Support managers through the performance management process including guidance in setting performance objectives, employee development plans and communications; assist managers in assessing employee performance and addressing deficiencies.
- Ensure debriefing is undertaken with all staff leave the programme and any issues affecting staff retention are addressed.
- Lead on staff wellbeing and employee relations.
Staff Management, Mentorship, and Development –
- Ensure appropriate staffing within Human resources department, including field offices staff
- Ensure that all staff understand and are able to perform their role in an emergency
- Ensure the recruitment, training, and promotion of staff as appropriate and ensure availability of appropriate professional development opportunities for staff
- Incorporate staff development strategies and Performance Management Systems into team building process.
- Establish result based system and follow up
- Manage the performance of all staff in the HR department area through:
- Effective use of the Performance Management System including the establishment of clear, measureable objectives, ongoing feedback, periodic reviews and fair and unbiased evaluations;
- Coaching, mentoring and other developmental opportunities;
- Recognition and rewards for outstanding performance;
- Documentation of performance that is less than satisfactory, with appropriate performance improvements/ work plans
Safeguarding and Child safeguarding
- Support the Country Director in providing overall leadership and oversight to the implementation of the Child Safeguarding Policy and country action plan.
- Lead on safeguarding of staff, ensure an enabling environment ensuring SCI Code of Conduct, Anti-Harassment, Bullying and Procedures are adhered to by all staff.
- Lead and advise on Investigations pertaining to Child Safeguarding and Safeguarding reporting.
COMPETENCIES FOR THIS ROLE
BEHAVIOURS (Values in Practice)
- Holds self-accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children 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
- Widely shares their personal vision for Save the Children, engages and motivates others
- Future orientated, thinks strategically and on a global scale.
- Builds and maintains effective relationships, with their team, colleagues, Members and external partners and supporters
- Values diversity, sees it as a source of competitive strength
- Approachable, good listener, easy to talk to.
- Develops and encourages new and innovative solutions
- Willing to take disciplined risks.
- honest, encourages openness and transparency; demonstrates highest levels of integrity
QUALIFICATIONS AND EXPERIENCE
- Recommended a minimum 10 years overall experience in Human Resources in an International NGO environment
- Qualification in Human Resource management or equivalent.
- Experience working in large humanitarian relief effort
- Previous experience of managing and developing a diverse team and the ability to lead, motivate and develop others
- Demonstrated credibility with colleagues and stakeholders at all levels of an organization
- Ability and willingness to change work practices and hours, and work with incoming teams in the event of major emergencies
- Commitment to and understanding of Save the Children’s aims, values and principles including rights-based approaches
- Strong management skills including analytical skills, judgement and decision-making.
- Highly developed communication skills both written and verbal in order to establish effective relationships with a wide variety of internal and external audiences, including at a geographical distance.
- Resourcefulness and creativity in order to develop the role of HR within the Country Office and ensure the most effective support to line management.
- Experience in capacity building and setting frameworks for staff development.
- Experience in advising managers on a wide range of HR issues and topics
- Fluency in English
- Proven ability to work in a multi-cultural environment and respect local religions and culture.
- Fluency in Arabic
- Experience working in Yemen/Arab countries
Interest Candidates should apply through the bellow this Email :
“Please mention the Position and Duty Station on your email Subject”
This position is open to Yemeni nationals only
We are looking for both men and women from Yemen with enthusiasm and commitment to improve the protection and promotion of the rights of all children in Yemen All applicants will be subject to Save the Children’s Child safe guardian Policy and Reference Checking Process.