Organization: Catholic
Relief Services (CRS)
Funding Source: U.S. Agency
for International Development (USAID)
Project Name: Sustainable
Outcomes for Children and Youth in Central and Western Uganda
Duty Station: Kampala,
Uganda
Reports to: Head of
Operations
Catholic Relief Services (CRS) is an International non-profit
organization whose commitment is to assist the poor and vulnerable overseas set
out by the Bishops of the United States. Our Catholic identity is at the heart
of our mission and operations. We welcome as a part of our staff and as
partners people of all faiths and secular traditions who share our values and
our commitment to serving those in need.
CRS will be implementing a “Sustainable Outcomes for Children and
Youth in Central and Western Uganda” project over the next five years. The
Project will improve the health, nutrition, education and psychosocial
wellbeing of vulnerable populations, as well as reduce abuse, exploitation and
neglect to a minimum of 625,000 children and 101,500 households in 17 districts
in central and western Uganda. The consortium partners include Action for
Community Development (ACODEV), African Network for Prevention and Protection
against Child Abuse and Neglect (ANPPCAN), TPO Uganda, and Futures Group. There
will be three project offices: Kampala, Kasese, and Mbarara. Approximately, 30
staff will support this project of $38.5 million through USAID funding.
Job Summary: The Senior Human Resources Officer will
support the attainment of Country Program objectives through the provision of
dedicated quality HR services, professional advice, and ensuring HR systems,
policies and procedures are developed and implemented in line with
organizational vision, mission, and strategic objectives. He /she will actively
contribute to risk management by advising managers on the
interpretation/application of HR policies and procedures, ensuring Country
Program employment and human resource management practices meet agency and
donor standards and are in compliance with local labor law.
Analyze country office issues and requests related to human resource
management and administration and recommend to SMT initiatives, activities, and
opportunities for innovation and improvement of the HR function in alignment
with business needs to attract, develop, motivate and retain a human resource
base that is dedicated to high quality performance.
Key Duties and
Responsibilities:
1. Strategic Human Resource Management:
- Technically support the agency’s Human
Resources strategy. In consultation and coordination with the Country
Manager (CM), Head of Programming (HoP), Chief of Party (COP) and Head of
Operations (HoOps), define HR strategy in line with CP strategic
objectives and develop, maintain, and support implementation of a CP
staffing plan. - Routinely analyze and report on personnel
data, performance, metrics, and trends to support decision-making and
efficient operations. - Develop/review and ensure HR policies,
procedures, systems, and processes align for all HR functional areas and
that programs are in line with agency values and principles. - Confer with management and supervisors to
implement a workforce planning system by identifying future staffing
needs, including key competencies to support the attainment of CP
objectives. - Work in consultation with senior managers
to optimize organizational structure for maximum operational efficiency. - Ensure mechanisms are in place for
appropriate delegation of authority during absences of senior staff. - Actively participate and contribute to
regional and global HR community of practice on systems, standards and
policies. - Collaborate with key partners to assess
and strengthen their human resources capacities.
2. Talent Acquisition, Development, and Management:
- Work with hiring managers to source,
recruit and retain high quality staff aligned with the agency vision,
mission, and values. - Establish and maintain relationships with
third party vendors to help identify and source qualified candidates. - Confer with management and supervisors to
identify human resource needs, job specifications, job duties,
qualifications and skills, team fit, and weighted criteria for evaluating
candidates for open positions. - Ensure each position links to the
appropriate country program member/line of expertise for
mentoring/support. - Ensure an HR representative participates
in hiring committees for all positions. Participate in final hiring
decisions for all positions. - Work in liaison with the procurement
department, identify best advertising sources for recruitment. Ensure
appropriate reference and background checks are carried out for new hires
and results are reported back to hiring managers. - Manage documentation for offers for new
hires, working with the CM or designee on salary recommendations. In
conjunction with CM and hiring manager or supervisor, negotiate offers
with candidates for open positions.
3. Talent Development and Management:
- Develop staff retention strategy in consultation
with SMT, the Regional HR Manager (RHRM) and HQ Talent Acquisition Group.
Guide and train managers/supervisors on best practices in talent
acquisition and retention.- - Technically support, implement, and
evaluate programs and processes for succession planning, talent mapping,
and leadership development. - Support SMT in reviewing performance of
CP, identifying staff training needs, and developing action plans for
staff development. Promote development plans for all employees and work with
senior managers to ensure funds for workforce development are budgeted
appropriately. - Work in liaison with senior staff to
establish training and career paths for all job families in the CP. - Implement agency’s ongoing training
program for ail staff concerning Catholic Church structure, values,
principles and Catholic social teaching. - Ensure all phases of the performance
management system are implemented according to agency guidance, i.e.
performance and development planning, coaching, assessment, mentoring, and
career planning. Promote a culture of high performance and accountability
for outcomes. - Ensure agency orientation-boarding system
for national and international staff and provide region- and
country-specific information for the orientation manual and orientation package/
session. - Ensure orientation of new staff to CRS
identity, culture, partnership principles, tools, and processes.
4. Compensation and Benefits:
- Perform job analysis and advice on job
description development. Provide guidance and input to senior managers and
business development staff to ensure salaries and benefits are
appropriately budgeted for in projects, proposals, and country
program-level budget. - Regularly review national staff
compensation packages to ensure that salaries and benefits are competitive
with targeted industry. - In collaboration with the RHRM and
managers, review job and salary banding systems to ensure salaries are
managed based on job content and that merit pay systems are fair and based
on performance. - Work with the RHRM to ensure benefits
administration is done according to best practices. - Ensure effective management of social
security and insurance programs for national staff.
5. Employee Relations, Activities, and Wellness:
- Assess effectiveness of current HR
policies/procedures and recommend changes to improve alignment with
business needs, manage risk, and remain in line with agency and local
government - Represent the organization in forums
related to HR management practices, policies, and processes to stay
abreast of local labor regulations and industry best practices. - Guide managers on the
interpretation/application of HR policies and procedures to ensure
compliance with agency, donor, and local legal requirements. - Consult and advise senior managers on
highly confidential and complex HR and employee relations issues. - Support supervisors and senior staff to
deal firmly and promptly with performance issues. - Establish an effective approach to
employee relations, including staff communications, employee engagement,
conflict resolution, and employee recognition and feedback programs. - Train supervisors on relevant labor law
and employee relations best practices and disciplinary action processes. - Work closely with local legal counsel to
consult on HR issues as needed. Mediate with supervisor and supervisee in
resolving conflict. - Oversee the implementation of the staff
wellbeing policy and well-being programs. - Provide reports on the implementation of
staff care plans across the Country Program. - Manage national staff separation process including
exit interviews, separation letters and benefits, and clearance, ensuring
CRS policies and procedures and local labor laws are followed.
6. Personnel Administration and Documentation
- Ensure personnel files are complete with
all staff-related documentation and employment records as required per
CRS, donor, and local law. - Ensure job descriptions are up to date and
responsibilities and performance expectations are clearly communicated. - Ensure effective and efficient processing
and authorization of national staff timesheets and leave. - Ensure HR database is maintained up to
date with all relevant information. - Ensure proper internal control for all
human resources issues. - Address HR audit issues and lead the
closing of any HR Audit findings.
Qualifications, Skills and
Experience:
- All suitably qualified and interested
candidates who so wish to join the CRS USAID Project should hold a Bachelor’s
degree in Human Resources Management required; - Five or more years of progressive working
experience in a similar position preferably with an International NGO, two
years of these managing the HR function. - Excellent knowledge of HR management best
practices as an HR Generalist, including organizational development. - Detailed working knowledge of local labor
laws and ability to understand/ interpret legislative and policy issues. - Possess the ability to maintain
confidential information. - Excellent team leadership to work with
people in a highly demanding environment, including coaching, mentoring
and motivating staff to follow quality guidelines. - Demonstrated management skills to minimize
work incidents and maximize service satisfaction. - Ability to plan resources and actions in
order to ensure timely and efficient service delivery. - Possess the ability to assimilate and
analyze situations, plus skill in handling unexpected situations. - Ability to lead and to maintain effective
working relationships in a multicultural environment with sensitivity and
respect for diversity. - Ability to interact effectively with
internal and external counterparts at various levels. - Ability to apply creative thinking to
practical problem solving with an aim of improving service delivery. The
person must be able to work with minimum supervision. - Excellent interpersonal, negotiation and
presentation skills. Fluent written and spoken English. - Extremely flexible, and have the ability
to cope with stressful situations. - Experience with and enthusiasm for on the
job training. - Computer knowledge of Microsoft Office
software (Word, Excel, PowerPoint, Outlook, and Internet) required. - Desire to work effectively in a team
oriented environment. - All CRS staff should possess the following
values: Serves with Integrity, Models Stewardship, Cultivates Constructive
Relationships and Promotes Learning - Ability to travel within rural Uganda.
All applicants who so wish to join the USAID project should send a
cover letter, updated CV and three work references (names and contact
information only) to ReliefUgJobs@gmail.com
NB: Only selected
candidates that meet the requirements will be contacted.
Deadline: Wednesday, 6th
May, 2015.
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