Human Resource Specialist at GIZ Nigeria

The Project

• GIZ Country offices are the central element of GIZ’s field structure.
• They ensure consistent overall representation of the company and its successful positioning as a service provider in the international cooperation market.
• They are headed by a country director.
• The country directors represent GIZ as a whole in the country or countries they service.
• The country director is responsible for shaping the GIZ country portfolio and assuring its quality, and in particular ensures that GIZ activities in all business sectors are coherent. Vacancy Announcement 083
• The country directors generally have management responsibility for the officers responsible for commissions in the public-benefit TC measures in their area.
• The GIZ Offices provide human resources and commercial support services for programmes and projects in their areas.
• These services must be contracted as set out individually in the respective processes and rules sections.
• Furthermore, the GIZ Offices perform internal audits of the project administrations in the public-benefit sector, and by agreement for International Services projects and offices too.

Responsibilities
The Human Resource Specialist is responsible for:

• Is the central contact for management and staff for all HR questions, specifically recruitment and selection, contract issues and professional development measures.
• Is responsible for implementing HR procedures as required, specifically operational and administrative tasks.
• Implements national personnel policies in line with localconditions.
• Acts independently and integrates others who have been assigned HR tasks.
• Advises the Head of unit and/or Country director on HR policy issues.

Tasks
The Human Resource Specialist performs the following tasks:
Personnel recruitment:

• Organises and directs the recruitment process in accordance with GIZ standards.
• Supports Heads of Programmes, Heads of Administrations, and Line Managers on drawing up requirement profiles and formulates appropriate job descriptions in consultation with them.
• Supports internal clients with band allocation for new positions based on the profiles developed and sets benchmark values for appropriate remuneration levels in individual cases.
• Searches for suitable staff in accordance with the requirements for the positions (identifies existing GIZ HR resources in the country and/or region, writes job advertisements and ensures publication in appropriate print and/or online media)
• Evaluates applications received and shortlists candidates on the basis of the requirements or hiring criteria, obtains references, and conducts preliminary discussions
• Organises personnel selection (e.g., Applicant interviews) and advises, if necessary, on selection.
• Documents the selection process, archives the documentation and enters the data in existing HRM systems (SAP).

Conditions of employment and HR support:

• Ensures contract processing, new staff onboarding and assists on all other HR matters.
• Determines the appropriate contract based on national labour law and the material and formal conditions (limited/unlimited employment contract, internship etc.)
• He/she consults a lawyer specializing in labour law.
• Draws up the employment contract on the basis of the standard GIZ contract, local hiring conditions and the contents of the advertisement
• Deals with all other organisational and administrative stages in processing, e.g., Monthly update of entries in SAP-HR for national personnel
• Maintains information on hiring conditions for national personnel (remuneration system, salary groups, model job descriptions, labour law etc.), updates this and informs managers
• Staff data entry on SAGE Payroll, in collaboration with the Controlling and Accounts unit
• Coordinates and organizes the health insurance of all National and Regional staff.
• Maintains the personnel files up to date.

HR instruments and procedures:

• The Human Resource Specialist coordinates the key HR processes, including HR and competence development, staff evaluation and human resources management (HRM).
• The Human Resource
• Specialist identifies current issues and problems and formulates appropriate proposals for HR instruments and procedures in accordance with the national personnel policy.

The Human Resource Specialist:

• Is responsible for implementing and complying with GIZ’s national personnel policies and puts in place the corresponding HR instruments and procedures
• Implements HRM for national personnel (e.g., Enters competences, plans availability for assignment, considers staff for vacancies, advises, organises, and implements professional development measures)
• Develops information material for new staff.
• Writes and updates the employment manual with relevant documents on current hiring conditions. In this context, he/she consults a lawyer specialising in labour law.
• Develops human resources instruments and procedures (e.g., Staff assessment and development talks, bonus systems, development plans) in consultation with the Head of Unit and assists in their implementation
• Organises the evaluation process (information on schedule for staff assessment and development talks, filing forms, monitoring documentation on qualification requirements and professional development etc.)
• Plans and organises training measures, including induction event for new staff, and advises managers on further training measures.
• Manual blacklist sanction check via SAP for new staff.
• Networks with the national personnel help desk at Head Office and the other HR specialists in the region to share experience on good practices.

Other duties/additional tasks:

• Performs other duties and tasks at the request of management.

Qualifications

• BA / MSc in Business Administration, university degree in law, economics or sociology (if possible, with a focus on HR management) or similar area.
• Member of a Human resource professional body (CIPM, CIPD, etc) is an asset.

Professional experience:

• At least 5 years’ professional experience in a comparable position.
• Experience in other international organisations

Other knowledge, additional competences:

• Good working knowledge of ITC technologies (related software (SAP, SAGE), and computer applications (e.g., MS Office,)
• Good knowledge of national labour and social law
• Experience in advising on HR issues
• Impressive track record in a service provider and governance role
• Fluency in French will be an advantage.
• High level of integrity and confidentiality in handling matters.
• Willingness to upskill as required by the tasks to be performed - corresponding measures are agreed with management
• A good team player who is willing to take on responsibility.