Senior Human Resources Manager at Heartland Alliance

Job Summary

The Senior Human Resources Manager will be leading the overall HR functions including work- force planning, recruitment, staff administration management, staff development also ensuring that the organization is in full compliance with applicable laws and regulations.

Essential Duties and Responsibilities

HR Strategic Planning

• Provide management oversight and leadership in the human resources unit.
• Develop an HR strategy which is in line with the organizations, goals and objectives.
• Analyze HALG’s current HR needs and develop HR strategy for various scenario planning following the complex structure of HALG’s programs.
• Develop and implement a manpower planning helping the new/existing program to have the needed staff with the right competence on time.

Hiring and Recruitment

• Review job requisition form, job descriptions, and make recommendations where necessary.
• Oversee full recruitment process and directly recruit senior-level positions; employ traditional sourcing strategies, actively network and employ innovative, creative recruiting methods to hire the best talent.
• Facilitate orientations programs in collaboration with the other HALG’s units.
• Prepare selection memorandum and Salary Justification memorandum for new hires to be reviewed by the Director of Finance and Operations Director and subsequently approved by the Chief of Party and HALG’s Chief Executive Director.
• Prepare all required new hire paperwork, including developing employment agreements.
• Ensuring relevant individuals within the team are notified of new employee to set up workspace, email account and appropriate materials/equipment before they resume work.

HR Administration and Compliance

• Ensure HALG implements policies and procedures in accordance with local laws.
• Ensure proper documentation of all personnel files including scanning according to HALG procedures, donor requirements.
• Handle confidential information with discretion and make reasonable judgments in a timely manner.
• Ensure compliance with the labour laws as it relates to the employment.
• Conduct assessments for staff care needs in all field offices, when needed.
• Carry out HR audit in the following areas: Record Audit, HR function audit, policies audit, and legal/ compliance audit.
• Lead exit management procedures and ensure a smooth exist by the departing staff.
• Recommend policies that will promote a healthy work environment.
• Supervise the maintenance of leave tracker and ensure leave requests are promptly filed.
• Develop HR budget for the year and track the budget.

Compensation and Benefits Management

• Work closely with the HALG leadership to review salary structure and benefits plans and communicate changes or updates to employees.
• Ensure proper coordination between finance and human resources as it affects monthly payroll documentations and consultants’ invoices.
• Provide guidelines and advise management on the administration of human resources policies and procedures.
• Ensure employees are cover for life and manage staff health insurance.
• Ensure all short-term consultants submit their invoices, deliverables and verify with the technical lead before payment is processed.
• Ensure timely submission of timesheets by employees and review program volunteers’ payroll.
• Facilitate administration of staff benefits and compensation as stipulated in the HR policies.

Performance Management and Training Development

• Lead and manage the performance management process including creating a plan to manage annual reviews, conduct training on goal setting, utilize budgets to organize development activities and work one-on-one with managers and employees.
• Discuss employees’ career development paths with managers.
• Develop employees training need assessments based on identified gaps.
• Develop an annual training calendar for employees and ensure each employee attend the approved training.
• Implement recommendations based on the outcome of the annual performance appraisal reviews.

Employee Relations & Discipline

• Establish grievance mediation processes and act as an impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements and advising supervisors in determining appropriate disciplinary plans of action.
• Ensure HR staff addresses employees’ requests and grievances in a timely manner.
• Manage HMO related issues in a timely manner.

HR Report

• Coordinate all HR reports (weekly, monthly, and quarterly) preparations and timely submission all HR reports.
• Monitor HR metrics (e.g., turnover rates and cost-per-hire, engagement & retention, employee value and performance, training, and development etc.).
• Any other assigned task(s).

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or competency required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience: 

• First degree and advance degree (Masters) or its equivalent is required in Law, Business Administration, Human Resources Management, or any related field. Professional Membership of any recognized HR body is a must.
• At least 8-10 years of cumulative experience with 4-5 years of progressive work experience in similar position.
• Demonstrated experience and success managing and leading technical and administrative teams in the implementation of large, multi-country, development, and health programs in developing country settings.
• Must have in-depth knowledge of USAID or other donors’ rules and regulations as they pertain to technical, financial and administrative project functions.
• Minimum of 6 years of management experience in a non-profit organization.
• Comprehensive understanding of human resource principles, techniques, and procedures as well as strategies to assess and resolve human resource issues.
• Proven ability to interact with all levels with comprehensive consultative, partnering, facilitating, and influencing/negotiating skills.
• Hands-on experience with Human Resources Management Software (including payroll systems).

Other Competencies:

• Time Management – Ability to prioritize tasks, manage time and complete projects in a fast-paced, changing environment with minimal supervision.
• Quality Management - Looks for ways to improve and promote quality; demonstrates accuracy and thoroughness.
• Written Communication - Writes clearly and informatively; edits work for spelling and grammar; varies writing style to meet needs; presents numerical data effectively.
• Adaptability - adapts to changes in the work environment; manages competing demands; changes approach or method to best fit the situation; able to deal with frequent change, delays, or unexpected events.
• Cultural Sensitivity – Respects cultural environment in which person is working and does not act in a manner that is outwardly offensive to the local community.
• Non-discriminatory- Does not discriminate persons based on sexual orientation or gender identity, age, preferred jobs or behavioral habits.

Language Skills:

• Excellent oral and written English communication skills.
• Knowledge of Local Language preferred.
• Demonstrated competency in public speaking.

Computer Skills:

• Proficiency in Microsoft Office, Internet Explorer, Outlook/Exchange, Windows operating systems, Power Point.
• Other software routinely used by Heartland Alliance.

Work Environment:

• The noise level in the work environment is usually moderate.
• The employee will be required to co-locate with local partners usually in the same office.
• The employee is required to travel regularly to often insecure and limited resource environments.