Head, Human Resources at Centre for Communication and Social Impact

Position Summary:

• The Head of Human Resources at CCSI is a strategic leadership role responsible for developing and executing HR strategies that support the organization’s mission, vision, and long-term goals. Reporting to the Executive Director, the Head of HR will provide leadership in all aspects of human resources, including talent acquisition, employee engagement, performance management, organizational development, compensation and benefits, and compliance with labor laws and organizational policies.
• As CCSI continues to evolve, particularly following its recent restructuring and staff transition to full employment, this role will be instrumental in driving a high-performing, people-centric culture, ensuring HR policies and practices align with business objectives, and fostering an environment that attracts, develops, and retains top talent. The Head of HR will also work closely with senior management to provide strategic HR guidance, implement workforce planning initiatives, and lead efforts to enhance employee well-being, diversity, and inclusion.
• This position requires a seasoned HR leader with a deep understanding of organizational transformation, talent strategy, and change management in a dynamic and evolving environment. The ideal candidate will have strong leadership skills, a strategic mindset, and the ability to collaborate effectively across teams to ensure that CCSI remains an employer of choice while achieving its strategic objectives.

Responsibilities

Strategic Human Resources Leadership:

• Develop and implement a comprehensive HR strategy that aligns with the organization’s mission, vision, and strategic objectives.
• Advise the Senior Management Team on HR matters, providing insights and recommendations on organizational design, talent management, and culture.
• Lead organizational change initiatives, ensuring that HR practices support and drive change effectively.
• Designing and implementing strategies for organizational effectiveness and design, diversity and inclusion, workforce planning and analytics, and employee engagement and retention.

Talent Acquisition and Management:

• Oversee the development and execution of recruitment strategies to attract, develop, and retain top talent across all levels of the organization.
• Work closely with Departmental Heads to ensure the organization’s workforce planning aligns with its strategic objectives and that there are robust succession plans for key roles.
• Oversee CCSI’s overarching recruitment, developing and implementing policies for sourcing, selection, and hiring, with an emphasis on consistently strengthening CCSI’s commitment to diversity

Performance Management and Development:

• Design and implement a performance management system that fosters a culture of continuous improvement and accountability aligned with both individual and organizational goals.
• Oversee employee development programs, including training, mentoring, and leadership development, to ensure the continuous growth of staff.
• Ensure that employee performance reviews are conducted regularly and that they are aligned with the organization’s goals and values.
• Support and advise managers and leadership team members in their efforts to build thriving teams and development plans.

Compensation and Benefits:

• Develop and lead the implementation of a competitive compensation and benefits strategy that attracts and retains talent while aligning with the organization’s budget and values.
• Lead the design and implementation of a structured grading system that aligns job levels with compensation, ensuring both internal equity and external competitiveness
• Address existing pay inequities by realigning salaries according to the newly developed grading structure and ensuring ongoing salary equity across all roles.
• Conduct regular market analysis and benchmarking to ensure that salaries and benefits are competitive within the sector, aligned with industry standards, and meet employee needs.
• Ensure the organization’s compensation practices are equitable and comply with local, national, and international laws.

Employee Relations and Organizational Culture:

• Foster a positive, inclusive organizational culture that supports employee engagement, productivity, and alignment with the organization’s mission.
• Lead efforts to manage and resolve complex employee relations issues, ensuring fairness and consistency in the application of HR policies.
• Serve as a trusted advisor to employees and management on matters of organizational development, culture, and employee engagement.
• Build open and welcoming internal communication channels, where information could be shared and understood by all staff members
• Lead efforts to create a diverse and inclusive work environment, ensuring that diversity equity and inclusion in are key considerations in all HR processes.

Compliance and Risk Management:

• Ensure that all HR practices comply with applicable local, national, and international labor laws and regulations.
• Oversee the development and maintenance of HR policies and procedures that mitigate risk and promote compliance across the organization.
• Lead the organization’s response to audits and other compliance-related inquiries, ensuring all HR practices meet required standards.
• Work closely with the Compliance unit head to ensure overall organizational compliance

Leadership and Team Management:

• Provide leadership, direction, and mentorship to the HR team, fostering a collaborative and highperforming HR function.
• Develop and manage the HR department budget, ensuring efficient use of resources in support of the organization’s goals.
• Cultivate a culture of continuous learning and professional development within the HR team.

Qualification

Essential Skills, Knowledge, and Experience:

• Master’s degree in human resources, Business Administration, Organizational Development, or a related field
• Minimum of 12 years of experience in HR leadership roles, preferably within the international non-profit, and aid sector.
• Proven track record of aligning strategic initiatives with business plans, delivering results with integrity, and building relationships of trust with senior leaders and stakeholders
• Strong knowledge of international labor laws and regulations, as well as experience managing HR in multiple countries.
• Experience working with donor-funded organizations and understanding the complexities of donor compliance requirements.
• Experience in coaching and developing high-performing teams, facilitating change and innovation, and ensuring compliance with HR principles and practices.
• Exceptional leadership skills with the ability to influence and engage others at all levels of the organization.
• Excellent interpersonal, communication, and negotiation skills, with a strong ability to build relationships and work collaboratively across cultures.
• Demonstrated commitment to diversity, equity, and inclusion in the workplace.
• Experience in managing administrative functions, including facilities management and office operations.

Desirable Skills, Knowledge, and Experience:

• Professional certification in HR (e.g., SPHR, SHRM-CP/SCP, GPHR, CIPD, MCIPM) is highly desirable.
• Experience in leading HR initiatives in rapidly changing and complex environments.
• Strong project management skills, with the ability to effectively manage multiple priorities and deadlines.
• Experience with HR information systems (HRIS) and data analytics to inform decision- making.