Duties & Key Responsibilities
Partnering with Regional management and staff to provide professional HR advice, support and problem
solving and direction on HR strategy, in accordance with organisational values, HR best practice and employment legislation
Integral part of senior management team developing Regional strategy
Ensure alignment of HR goals and people-focused business objectives, assessing and anticipating HR related needs
To partner with and advise line managers, providing options and solutions to deal effectively with staffing matters in alignment with policies, procedures and employment law
Provide knowledge, training, tools and support for effective performance management including probation, setting objectives and appraisals
Advise and support managers through formal performance management processes
Facilitate and provide HR advice on organisational change
Manage surge capacity in Region for scale-up and large onset emergencies liaising with the Emergency Response Manager
Encourage sharing of staffing resources between country programmes (e.g. secondments)
Global HR policy
Ensure awareness, adherence and understanding of policies and procedures for all staff including code of conduct, whistleblowing, safeguarding and data protection
Provide advice, briefing and training to line managers on Global HR Policies
Undertake periodic visits in Regional countries to support HR staff, Country Directors and partners with policy implementation, advise on good practice and gain a greater understanding of the local context
Provide a regional perspective to ensure context is considered in the development of new Global HR policies
Conduct annual audit of HR processes in Regional countries
Build the HR capacity of partners on HR processes and policy
Ensure adequate medical insurance cover is in place for all staff in consultation with the Global HR Policy Advisor
Liaise with local pension provider(s) to provide pension provision in line with local legislation Regional and country specific employment law
Be familiar and demonstrate knowledge of employment law within countries of responsibility to ensure compliance of accurate employment and staff practices and effective country specific advice
Together with HR staff in Region, keep up-to-date with changes in regional and country specific employment law
Ensure each country in Region has an up to date Staff Handbook, aligned to local labour laws
HR processes and administration
Responsible to ensure that Regional HR records in SelectHR and paper files are maintained and secure
Oversee production of quarterly reports on staff statistics including turnover, absence, leave and budget
Working with Payroll and HR team to ensure that staff are paid correctly and on time, in adherence withauthorisation processes
Evaluation of new/amended jobs in line with Tearfund’s job evaluation process and the setting of salaries using Birches salary surveys, benchmarked against local INGOs
Recruitment and selection
Responsible for the coordination of all recruitment in Region in line with Global Recruitment policy and procedures
Work with the Regional Director and Country Directors to identify future resourcing needs and approve recruitment requests using the online recruitment system
Participate in the recruitment process, which may include short-listing, interviewing and providing professional advice
Work closely with Regional HR staff to ensure that contracts are issued for staff groups in line with agreed terms and conditions of employment and in accordance with local labour law
Ensure standard contracts and letter templates are used consistently
Ensure staff have the right to work in country and/or appropriate visa processes are in place
Ensure referencing, medical clearance and police check processes are conducted
Where relevant, agreeing secondments to and from Tearfund partner organisations and wider consortiums
On a quarterly basis, undertake a review of current and projected roles to ensure that succession/recruitment plans are in place to meet these needs
Training, induction and development
Ensure that an appropriate training and induction programme is developed and implemented for all staff to include organisation, programme, role and technical briefings, in line with the Global Induction
Provide training and development to staff within Region to enhance learning and skill development, liaising with Global Learning & Talent
Champion a culture of learning where talent is recognised and developed
Develop career paths within the Region and create succession plans to retain talent
Take responsibility for own professional development, supported by the Head of International HR.
Contribute to the team’s professional development as delegated by the Head of International HR.
Network with HR professionals in other organisations, forums and consortiums.
Keep abreast of developments in the profession, sector and organisation
Duty of care
Liaising with the Pastoral Care Coordinator to promote a responsibility of self and mutual care and improve staff wellbeing
Ensure Line Managers monitor staff wellbeing
Identify services in each Region country for psychological wellbeing of staff to be used as required
Primary HR contact for critical incidents within Region, including organising debriefs and counselling as required
Contribute to Global HR projects
Assist the Head of International HR in the planning and implementation of Global HR projects
Gather and share information from other organisations and professional networks, where required, to promote best practice in the sector Staff management
Provide effective line management of any Regional HR staff, creating an effective working relationship; delegating tasks as appropriate and actively developing their HR knowledge and skills to ensure continued professional development
Apply via :
jobs.tearfund.org
