Head of Department Human Resources at Action Against Hunger | ACF-International

Key responsibilities:

• Ensure that human resources needs and constraints are taken into account in the preparation of projects;
• Collecting data and writing the human resources section of proposals and reports to funding bodies and contributing to the financing plan;
• Represent the mission to outside bodies on issues of human resources and developing a network for the exchange of information and good practice;
• Supervise the drafting, monitoring and termination of employment contracts of local employees and follow-up of the termination of employment contracts of expatriate staff members;
• Check the documentation of staff files and the archiving of documents according to guidelines laid down by ACF and its funding bodies;
• Supervise the collection of data relative to variable elements in staff pay (monitoring hours worked, salary advances, bonuses, deductions etc) for locally recruited and expatriate employees and for the production of  local employees' payroll;
• Monitor the social benefits paid directly by ACF to both locally recruited and expatriate staff (child allowances and other benefits);
• Check the tax returns of local staff and ensure timely payment of taxes to the authorities concerned;
• Check on visas, work permits, expatriates' declarations to the local authorities, and ensure that all local taxes are paid;
• Support human resources staff in the bases in the implementation of administrative tools and procedures relating to staff administration and payroll;
• Produce reports, both monthly and whenever required by headquarters, authorities and funding bodies;
• Monitor the strict application of contractual requirements and reminding managers of internal regulations and the social rights of local and expatriate employees;
• Monitor the movements of expatriate employees: breaks, arrival/return to mission, ensuring that regulations are adhered to and forwarding the relevant documents to headquarters and other interested parties;
• Be HQ focal point for expatriate follow-up: monthly HR follow-up, timesheets, recruitments and appraisals, contracts, departure and return;
• Adapt ACF recruitment policy for local employees to the local context and take part in the recruitment of both local and expatriate employees;
• Define and implement the induction process for new employees;
• Draw up an annual training plan for local employees, monitoring its operation and producing a review on the basis of feedback from employees and their managers;
• Implement ACF classification grid and job descriptions and inform headquarters of specific local circumstances;
• Advise managers on the drafting of organizational charts for new projects;
• Define the national policy for variable elements in staff pay (bonuses, transport costs etc);
• Define the national policy concerning social benefits and, where appropriate, negotiating contracts and ensuring articulation with external private bodies (medical, retirement, insurances....);
• Draw up and monitor the annual budget of the human resources department, approving the creation of new posts, calculating costs and financial forecasts relative to the introduction of new projects;
• Define and implement the procedure for managing disciplinary problems and sanctions in respect of local employees;
• Provide support to Field Coordinators and human resources staff in the bases in implementing disciplinary procedures in respect of local employees and approving proposed sanctions;
• Identify legal, social and financial risks associated with national human resources policy (the provision of indemnities on termination of contract, review of dismissals, ongoing judicial proceedings) and flagging up issues where necessary;
• Maintain close relations with local authorities in the domain of human resources (labour inspectorate, the Ministry of Labour);
• Secure the services of a lawyer and seek his/her advice whenever necessary;
• Make available and explain human resources regulations and procedures to all employees;
• identify the risks of fraud and corruption in his/her field of competence and put in place preventative and monitoring mechanisms;
• Alert the Country Director to cases of fraud and corruption and undertaking corrective action;
• Provide technical support to the teams;
• Identify the training needs of team members;
• Manage difficulties in the team.

Position Requirements:

• University degree in relevant disciplines (Human Resources, Business Administration, International Relations, Social Sciences etc.). Relevant Master’s degree and additional human resources professional training an advantage;
• At least 3 years’ relevant experience as an HR professional in international NGO context;
• Background/familiarity with emergency;
• Humanitarian field experience, preferably as a member of a country management team;
• Strong knowledge of management, recruitment, payroll & benefits management, training & development, and team management;
• Understanding of national labor law and employment norms and practices;
• Excellent verbal and written communication skills, with experience communicating in different cultural work environments & with a wide diversity of culture;
• Approachable, diplomatic, respecting confidentiality, and able to work effectively in diverse, cross-cultural teams in a complex, multi-site work environment;
• Computer literacy including all Microsoft Office programs (Word, Excel, PowerPoint, Outlook);
• Highly organized, detail oriented and able to work under pressure;
• Disciplined, rigorous, self-motivated and able to set and meet deadlines, work autonomously and arrive at decisions and conclusions with minimal guidance, and within timeline;
• Capacity for analysis, synthesis and reporting of large amounts of information;
• Commitment to Action Against Hunger charter and values;
• Previous ACF experience a plus;
• Fluency in one or more National/regional languages an asset.