Country Human Resources Manager at Oxfam

Requisition Id: 6309
Internal Job Grade: C1
Contract Type: 2 Year Fixed Term      
Reports To: Country Director
Staff Reporting To This Post: Human Resources & Admin Officer

Job Purpose

• The Country Human Resources Manager (HRM) supports the efforts of the Country Director to determine how the workforce may be best managed and motivated, and their capabilities developed to enable the achievement of the Vision, to support growth, operating efficiency and effectiveness targets.  
• The role, in addition, supports the envisioning, conceptualisation, design, development and delivery of Human Resources (HR) systems, structures, processes and policies across the entire organisation.
• The CHRM is an effective advisor, communicator and educator on HR matters, including issues of policy, and combines knowledge of strategy, operations and process to help align strategies especially as regards execution effectiveness.  
• The position oversees all aspects of the deployment of people-management systems and helps Line Managers achieve clarity around the essential and critical resourcing, succession planning, capability deployment and employee motivational needs necessary for the attainment of organisational goals.  
• He/she helps create an enabling and nurturing work environment that makes it easier for employees to deliver consistently superior levels of performance.

Key Responsibilities and Accountabilities
Strategic Human Resources: 40%

• Develops and implements the HR Country strategy and ensures alignment with the Oxfam Country Strategy.
• Develops and maintains a comprehensive, integrated and effective Human Resource Management Framework (systems, policies, procedures and periodic plans) covering: Human Resources Policies, Staff Planning, Recruitment, Selection and Deployment, Performance and Reward Management, Learning & Development, Succession Planning and Employee Consultation; ensures all systems and policies address imperatives and remain aligned with the country office’s strategic direction.
• Drives efforts to build a high performing team of leaders with an appreciation of country strategy, programme operations, execution excellence, performance management and people development requirements in forging the emergence of One Oxfam.
• Confer with management to implement a workforce planning system by identifying future staffing needs, including key competencies to support the attainment of Country Office objectives.
• Oversees staff planning and employee cost budgeting processes to ensure all resource requirements are based on periodic strategic/program plans and are justified vis-à-vis income and spend estimates.
• Develops a well-formulated and effective succession planning framework (to include e.g. career growth opportunity identification, as well as the targeted development, mentoring, career counselling at all levels).
• Monitors industry salary and benefit levels and movements and recommend adjustments to ensure fair and equitable rewards package that is in line with the Oxfam Reward Principles working in collaboration with the Reward Shared Service Centre.
• Identifies, builds and manages relationships with high-value external HR Management support organisations, to share knowledge and practices that add value to Learning and Development, Employee Relations, Compensation Strategy and Culture change.
• Nurtures the relationship with the Staff Association to ensure workplace harmony and peace, as well as effective partnership in the identification of attendant employee issues; conduct periodic office climate assessments and advise management as appropriate on appropriate solutions and achievement of high levels of employee morale, commitment and performance.
• Monitors the national and local context and labour environment and advise on how Oxfam can remain relevant, compliant and competitive.

HR Administration: 25%

• Develops and implements a comprehensive, accurate and adequate Personnel information (through a modern Human Resource Information Management System) system for employee decision-making efforts.
• Ensures that country organogram and job structures are based on efficient processes; all employee job profiles are aligned with business imperatives for success in the short-, medium- and long-term.
• Coordinates the recruitment process for the Nigeria Office. This includes placing adverts, dealing with responses and correspondence, facilitating the short listing and interviewing process; where necessary taking part in the interviews.
• Reviews, analyzes and checks payroll forms and reports for accuracy and makes necessary adjustments or corrections.
• Liaises with peer agency HR networks as well as all OI HR shared services  and Oxfam HR teams to share knowledge and practices that add value to the HR function and ways to strengthen team management processes.

HR Policies and Employment Law Advisory: 15%

• Reviews, improves and leads on the application of HR policies and business processes for the Country Office, in line with Oxfam and Oxfam Novib polices, so that they meet the needs of the organisation and its legal obligations. This will include but not limited to: recruitment & selection, reward management, health and safety, records and management information, diversity, employee relations and learning & development.
• Provides advisory support to the CD and other managers on employee relations matters.

Leadership, Coordination and Capacity Building: 10%

• Ensures that all new staff undergoes effective on-boarding process, facilitates the issue of contracts, Oxfam policies and function area procedures in line with workforce plan and the legal framework for employment in Nigeria
• Leads annual performance management activities (i.e. performance planning/target setting, performance monitoring and periodic performance appraisals); ensures employee performance results adequately reflect corporate and departmental performance levels.
• Tracks competency levels against requirements, works with line managers to determine gaps and ensure adequate and effective training and personnel development programs are in place to provide staff with the competencies (skills, knowledge and personal attributes) required for success in their current and future planned roles.

Organisational Climate and Change Management: 10%

• Coordinates periodic organisation effectiveness and culture climate surveys to obtain feedback on areas including adequacy of employees’ understanding and alignment with strategic direction, corporate objectives, organisational issues and risks, general staff morale, management style and the overall culture of the country office; initiates programs to address issues so identified.
• Promotes and shapes organisational culture by encouraging participation and contribution across the various facets of the organisation.
• Supports the 2020 change processes, providing insight and vision on how to enable change and create process improvements.
• Performs other duties as may be delegated by the CD from time to time.

Education and Competence
Essential:

• First degree in the Humanities, Social Sciences, Administration etc. or other relevant field
• Advanced University Degree (Master's degree or equivalent)) in Human Resources Management, Business Administration, Public Administration, or other relevant discipline.
• Qualified/certified / member of a recognised HR management professional body
• Minimum of 5 years senior HR Practitioner experience: 3 years of managerial level in Human Resources Management Systems and Processes (Organisation and Job Design; HR Policy; Concepts of Nigeria Labour Law; Staff Planning; Recruitment, Selection & Deployment; Performance Management; Career Development & Succession Planning; Change Management; Compensation Strategy and Reward Management; Employee Discipline; Employee Consultation; Nigerian Labour Law & Convention, Local & International Best Practices in Human Resource Management and Human Resource Information Systems Management) within a reputable and structured environment.
• Proven experience of providing leadership on all HR issues at the same time balancing the strategic role with the need to deliver effective day-to-day HR administration services.
• Critical focus on providing a superior service level to managers and colleagues and delivering agreed results within time and budget constraints and to expected standards
• Good organisational and personal management skills, with ability to prioritise work issues to meet deadlines with minimal supervision and adjust to constantly changing situations while maintaining focus on delivery and follow-through
• Ability to represent Oxfam in a professional and competent manner with external individuals and organisations
• Well-developed conceptual, critical, and analytical thinking with the ability to convey complex information in a straightforward way and influencing this to a wider audience
• Proven experience as a team worker and demonstrably cooperative with members of other teams, responding quickly and accurately to queries and issues
• Excellent interpersonal and communication skills (written and verbal English) and the ability to write clear, concise reports.
• Strong analytical skills and experience using a computerised information management system (Ms Word, Excel, HR System/ software etc.)
• Commitment to Oxfam’s overall aims and policies and experience of promoting women’s rights and the interests of marginalized people in all aspects of Oxfam’s work

Desirable:

• Knowledge and / or experience of common Oxfam norms objects, standards and tools
• Knowledge or appreciation of Nigeria in terms of its political, economic and social trends plus a good understanding of the key development and humanitarian issues in the region

Key Behavioural Competencies:

• 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 organization 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.
• Humility: We put ‘we’ before ‘me’ and place an emphasis on the power of the collective, nurture the team and play to the strengths of each individual. We are not concerned with hierarchical power, and we engage with, trust and value the knowledge and expertise of others across all levels of the organization.
• 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 organization.
• 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.
• Mutual Accountability: We can explain our decisions and how we have taken them based on our organizational values.  We are ready to be held to account for what we do and how we behave, as we are also holding others to account in a consistent manner.
• Agility, Complexity, and Ambiguity:  We scan the environment, anticipate changes, are comfortable with lack of clarity and deal with a large number of elements interacting in diverse and unpredictable ways.
• Systems Thinking: We view problems as parts of an overall system and in their relation to the whole system, rather than reacting to a specific part, outcome or event in isolation. We focus on cyclical rather than linear cause and effect. By consistently practicing systems thinking we are aware of and manage well unintended consequences of organizational decisions and actions.
• Strategic Thinking and Judgment: We use judgment, weighing risk against the imperative to act. We make decisions consistent with organizational strategies and values.
• Vision Setting: We have the ability to identify and lead visionary initiatives that are beneficial for our organization and we set high-level direction through a visioning process that engages the organization and diverse external stakeholders.
• 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.