The Country HR and Administration Manager is responsible for leading and managing the HR and Administration function for DRC in South Sudan. Provide overall advice, coordination and management to the HR and Admin team at the Country office in Juba and technical HR support to the other field offices. The Country HR and Administration Manager will ensure efficient support to the DRC South Sudan program in accordance with existing DRC policies and procedures.
The HR and Administration Manager ensure effective and compliant HR operations in South Sudan DRCโs Country program. The HR and Administration Manager provide technical guidance and support to Country Operations, with implementing HR policies and systems consistently. The role oversees HR activities, ensuring quality assurance, compliance monitoring, and adherence to the DRC standards. The HR and Administration Manager Line manage a Team of HR and Administration staff, builds their capabilities and ensures the timely, accurate, and confidential handling of HR matters. Ultimately, the role supports the achievement of business objectives through strong, compliant, and effective HR practices across the Country.
This role has a country focus and ensures compliance to DRC guidelines and processes in South Sudan. The role contributes to the development of country strategies, which are translated into action plans and day-to-day tasks. The role provides support and/or technical guidance to the country operation while overseeing country activities
Key Responsibilities:
Management & Coordination
Lead and manage Juba HR and admin team and be responsible of team capacity building and team restructuring according to the changing needs of the organization ensuring high level of efficiency. Ensure that proper and timely support is provided to the area offices through regular visits and meetings with field team Regularly meet with other peer managers to proactively identify the needs and challenges and make strategy to address that challenge. Keep HoSS in loop in all the internal/external HR communication and coordination and provide full access to HoSS for all the HR tools, trackers, archives and virtual sites so that HoSS can be a full back up in absence of HRM. Meet 1-1 with HoSS on weekly basis and provide HR updates, accomplishments, challenges and weekly plans.Recruitment and Selection
In conjunction with managers and in compliance with DRC policies, drive and/or support recruitment and selection activities by planning and assessing staffing needs, reviewing ToRs/job adverts in liaison with recruiting managers, advertising positions, shortlisting, arranging and participating in interviews, drafting interview guides, conducting reference checks, maintaining recruitment records and liaising with HQ on issuance of contracts. HRM is the custodian of the process and responsible for the overall lead time of recruitment process. Drive staff onboarding process including coordination of pre-arrival process, arranging induction schedule, office & guesthouse tour, conducting expatriate HR induction and maintaining oversight of logistics, visa/entry process and travel arrangements. Provide a and high level of customer service and โcandidate careโ to candidates by being the focal point for selected candidate. Regularly update the recruitment tracker and share with SMT and hiring managers on weekly basis. Regularly update the organogram and share with SMT and peer managers on monthly basis. Lead the induction process of new recruitments, by ensuring the quality and content of the process adheres with DRC standards. Strive to create a gender balance in recruitment processes. Cut down the lead time for recruitment processes by using proactive and innovative approach.People Planning and Performance Management
Ensure managers have created job descriptions for the employees, and store them on the personnel file Ensure oversight and consistency in position titles and grades, across all field locations. Support senior management in workforce planning, succession planning and mobility within DRC country operation(s) Support management in restructuring and downsizing according to SSD DRC strategy. Planning and budgeting for the HR function in the country. Ensure that there is a yearly cycle for performance appraisals in the country operation Ensure both probation and performance appraisals are done in the country operation by monitoring Dynamics Provide advice to the managers on managing poor performance and ensure the documentation stored on the employeesโ personal file and act as an impartial mediator in the process. Prepare legally compliant letters in consultation with internal or external legal advisors Advice managers on Code of Conduct cases in relation to potential disciplinary actionStaff Development and Well Being
Drive the coordination of international staff pre-arrival process, arranging induction schedule, office & guesthouse tour, conducting internationals staff HR induction and maintaining oversight of logistics, visa/entry process and travel arrangements. Ensure exit interviews are conducted by establishing a process of informing managers to perform the exit interview Ensure exit forms are issued and send to exiting employees Coordinate team related needs and training Source insurance or other health option for national staff Guide managers on stress management Assess compound life from a well-being perspective Follow-up on DRC voices Facilitate psychosocial support for staff affected by any trauma.Contracts and Compensation
Issue offer letter for national and international employees Manage the full contract process for national employees including contracts, extensions, addendums, and resignations Request international contract to be done by HQ Negotiate terms of employment for national employees Ensure that the terms of employment for national staff are localised Lead salary benchmark processes every two years or more frequently if needed Develop and maintain salary scale. Administer payroll for national staff and make sure the salaries are paid before the monthly deadline and all the government dues (PIT) are deposited with relevant authorities before the deadline. Ensure that payroll system is compatible with DRC system and in reconciliation with DRC Finance. Be responsible for the payment of final dues and NSIF to the national staff within the due dates as per labour laws. Work as custodian of the process until the final payment. Maintain Dynamics data for national staff and update some of the data for international staff (the second is clearly defined)HR Policies and Support
Localization of the global policies and ensuring that the local labour law is considered Maintain and update Staff HR policies as necessary, providing advice and information to staff of any changes to policies and the handbook. Proactively respond to and manage performance counselling, employee grievances and disciplinary issues as required with a focus on building manager competency and ensuring File Notes are kept for all matters. Respond in a timely and accurate manner to staff member questions with respect to human resources issues. Act as an impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labour regulations and requirements. Lead 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. In partnership with the Senior Management team, define and review salary structure for national staff Coordinate annual compensation review process and compensation adjustments. Ensure that monthly departmental KPIs are followed up and a monthly report is submitted to HoSS. Ensure managers are familiar will the necessary tools and procedures within people management Properly archive HR documents in hard copies and digital and be responsible for retrieving and providing the requested documents at the time of audit and spot checks. Actively support the audit and spot checks process in coordination with other support departments. Contribute to Strategic Implementation Plan (SIP) and implement the HR action points and regularly update the SIP. Be responsible for the HR action points in Internal Audit quarterly tracker and implement the agreed action points and update the IA quarterly trackers.DRC Dynamics ERP system
Ensure DRC Dynamics is used to its full capacity Ensure proper application of ERP HR processes in the country Ensure that HR data is all time updated on the Dynamics and report to SMT on any unusual trends. Apply reports and data analytics from ERP system to improve performance in the country Ensure that Country ERP support is in place (i.e. super users)As Manager the post-holder is responsible for the following:
Accountable for achieving DRCโs strategic goals and objectives within the area of responsibility Accountable for making significant decisions on what the unit does: its purpose, functions and role, and for making commitments and decisions that require the expenditure of significant unit resources. Accountable for people management of direct reports, generally at least 3 employees. This includes hiring & firing, objective setting, probation, performance appraisal, development of staff, managing performance, including poor performance, etc. Accountable for making sound decisions based on DRC policies, MOPs, standards, and the advice of technical experts in DRC. Should be able to produce any analysis on HR data as requested by management. Always accessible and responsive when needed and willing to come forward for any support On request, perform any other additional duties assigned by the supervisor(s) in order to allow the organization to function optimally. This job description is not a definitive task list but has been drawn up to clarify the responsibilities of the employee.Administration:
Ensure maintenance of up-to-date international staff leave tracker with Coordination with managers Monitor expats contracts end dates and proactively liaise with line managers regarding extensions or EOC Maintain a data base of expat staff JDs ensuring consistency across the mission in liaison with relevant managers Coordinate the Exit Clearance for all departing expat staff Ensure oversight of Visas, entry permits, alien registration and work permits for all expat staff, visitors from HQ and Hubs. Ensure Oversight of Internal and International Travels Review Adequacy of office space requirements and staff accommodation and guide SMT accordingly Maintain all documents in relation to Expat staff on-boarding, including welcome package Authorise the day-to-day requests from AdministrationAbout You:
A minimum of 5 years of progressive experience in Human Resources management, including at least three years overseeing HR operations for a large-scale mission or complex organizational setting within INGO. This should encompass strategic leadership, team supervision, and operational coordination across multiple departments or locations. A bachelorโs degree in human resources, Social Sciences, Political Science, Law, or a closely related field is required. A masterโs degree in any of these disciplines is an added advantage. Demonstrated experience of at least 3 years in people management and staff development within complex organizational environments. This includes direct responsibility for recruitment and separation processes, setting performance objectives, overseeing probation periods, conducting performance appraisals, facilitating professional growth, and effectively managing both high and underperformance. The ideal candidate will demonstrate a collaborative spirit and strong participatory leadership, fostering inclusive team dynamics and clear, effective communication across all levels of the organization. They must be adaptable and resilient, capable of operating in challenging environments with limited social infrastructure. This role carries strategic accountability for delivering DRCโs objectives within the designated area of responsibility. The candidate will be empowered to make high-impact decisions regarding the unitโs direction, resource allocation, and operational priorities, guided by DRCโs policies, manuals of procedures (MOPs), and technical expertise. A forward-thinking approach is essential, including the ability to generate and interpret HR data analytics to inform decision-making. The candidate must remain accessible and responsive, proactively offering support and stepping in when needed. Flexibility is key, as the role may require undertaking additional duties beyond the core responsibilities to ensure optimal organizational performance. This description outlines the scope of the role but is not exhaustive, reflecting the dynamic nature of the position.
In this position, you are expected to demonstrate DRCโ five core competencies:
High level of integrity, confidentiality, and professional ethics.
In this position, you are expected to demonstrate DRCโ five core competencies:
Striving for excellence: You focus on reaching results while ensuring an efficient process.
Collaborating: You involve relevant parties and encourage feedback.
Taking the lead: You take ownership and initiative while aiming for innovation.
Communicating: You listen and speak effectively and honestly.
Demonstrating integrity: You uphold and promote the highest standards of ethical and professional conduct in relation to our values and Code of Conduct, including safeguarding against sexual exploitation, abuse and harassment.
We offer
Contract length: 12 Months
Band: F1
Work location: Juba
Start date: 1st January 2026
Salary and conditions will be in accordance with Danish Refugee Councilโs Terms of Employment for employees on national contracts; please refer to our website for more details.
Application process
All applicants must upload a cover letter and an updated CV (no longer than four pages) in English. Applications sent by email will not be considered.
Closing date for applications: 10th November 2025
For more information about the Danish Refugee Council, please visit our website drc.ngo.
Danish Refugee Council is an equal opportunity employer. We are committed to creating an inclusive and positive work environment based on mutual respect for all employees. All applicants are considered for employment regardless of personal characteristics or attributes.