Vagas por Província



Key Areas of Accountability

1. Strategy delivery:

· Be the lead in collaboratively conceptualizing, designing, and implementing the people strategy to meet the Country Office programmatic needs in relation to the SM global people strategy.

· Nurture an organizational culture that continues to reflect our values, promotes accountability and high performance, encourages a team culture of learning, creativity, and innovation, and frees up our people to deliver outstanding results.

· Develop the annual HR Budget in relation to approved strategic milestones and monitor spending to ensure budget compliance.

· Develop, review, and implement Human Resource strategies, policies, and procedures to ensure compliance to the global policy and culture as well as national labor laws. Regularly, orient and sensitize staff on policies to ensure their participation and compliance.

· Support the Country Director in board development activities i.e preparation of the quarterly updates on people initiatives and performance as well as implementation of related actions required or proposed by the board.

· Oversee standardized HR processes throughout the country office, assist in the development of localized procedures as required

· Champion Gender Equity and Diversity initiatives and staff wellness/well-being programs.

· Champion safeguarding in the country office ensuring prevention of harassment, sexual exploitation and abuse in the country office.

2. Operational HR Management:

· Ensure efficient recruitment and staffing to meet programmatic and operations needs of the country office.

· Ensure effective onboarding, induction and orientation of staff.

· Ensure staff exits are appropriate managed.

· Work closely with the departmental line managers to manage and coordinate grievance management and disciplinary proceedings involving any staff member and recommend appropriate action to resolve disputes.

· Develop best practices in HR management, provide guidance to line managers and staff on employee relations to ensure fairness in the management of staff

· Provide direction in the annual HR planning process and prioritize activities for the HR department including manpower planning (staffing and country office structure) learning and development and resources allocation.

· Ensure that all contracts i.e., employment, insurance and consultancy, adequately comply with company policy, local laws and HQ requirements.

· Track audit reports on HR matters, support the Country Director in the follow up and implementation of any audit action points.

· Ensure that all staff records submitted to HR department are complete, accurate and up to date with relevant information, ensure that these records are entered into the HRIS and updated on a regular basis.

· Ensure that staff use the HRIS as designed for key functions e.g. probation, performance, leave and timesheet management.

3. Staff Development and Performance Management:

· Supervise the implementation of staff development programs and ensure talent development, succession planning and management.

· Advise on staff training and learning needs and support the implementation of both formal and non-formal staff training and learning programs.

· Support the implementation of a robust performance management system in the country office to achieve program quality and operational efficiency.

· Assist the Country Director in building leadership capacity, ensuring that the company identifies potential successors for key leadership roles, working to ensure that they are assisted to perform well and to grow the capacity of their teams through initiating and implementing various development initiatives.

4. Remuneration & Benefits:

· Facilitate implementation of staff welfare and benefits schemes that promotes motivation and

· Retention of staff and are in line with legal and contractual requirements

· Work with the Finance Manager to review the private health insurance scheme on an annual basis, initiate discussions that resolve any issues that may arise or are continually raised by staff.

· Ensure an appropriate compensation and benefits package linked to performance management.

· Oversee salary and benefits administration issues to ensure that relevant policies are being adhered to.

· Equity in administration of salaries ensuring compliance to the established salary grading structure.

5. Authority

· Sign correspondences regarding human resources and management matters as per defined signing authority.

· Review and approve Payrolls



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