Human Resources Manager

Tags: Law English Environment
  • Added Date: Wednesday, 16 October 2024
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RELIEF INTERNATIONAL

Terms of Reference (TOR)

Position:

Human Resources Manager

Job Family & Level:

P 7

Reports to:

Country Director

Project:

Multiple Projects

Province:

Kabul

Location:

Kabul main office

About Relief International (RI):

Relief International is a leading non-profit organization working in 20 countries to relieve communities from poverty, ensure well-being and advance dignity. RI specializes in fragile settings, responding to natural disasters, humanitarian crises and chronic poverty. Relief International combines humanitarian and development approaches to provide immediate services while laying the groundwork for long-term impact. Our signature approach โ€” which RI calls The RI Way โ€” emphasizes local participation, an integration of services, strategic partnerships, and a focus on civic skills. In this way, RI empowers communities to find, design and implement the solutions that work best for them. RI believes that gender equality is a basic right for all people, and it is critical to directly address gender-based discrimination and promote gender equality to ensure sustainable development.

Position Summary:

The Human Resources Manager (HRM) will lead, develop and strengthen all HR functions in order to provide efficient and effective HR leadership and support to the RI Afghanistan program โ€“ with special focus on effective recruitment, staff training and development, remuneration, performance management, HR Policy and overall compliance, HR operations, employee relations and staff wellbeing. S/he supports the efforts of the Country Director to recruit, manage, motivate, develop, and retain agile and robust workforce to deliver on country strategy. The HRM is an effective advisor and educator on HR matters, including issues of HR policy and local labor law. S/he creates an enabling and nurturing work environment that promotes Diversity, Equity and Inclusion, and employee engagement. S/he will also be responsible to develop the capacity of country HR staff through coaching and mentorship.

ESSENTIAL RESPONSIBILITIES AND DUTIES

HR Strategy

ยท Develop and implement the Country HR strategy and ensure alignment with the RI Country Strategy.

ยท Lead regular review of country office roll out of HR policies, employment policies and procedures in compliance to RIโ€™s standards and evolving national labor law.

ยท Ensure the consistent implementation of HR and administration policies and procedures across the country program.

ยท Partner with the CD, country SMT and the RHRD to lead all change projects in country that impact on staff.

Recruitment

ยท Partner with the SMT and line managers to ensure adequate workforce planning for Afghanistan.

ยท Ensure recruitment is conducted in a transparent, safe, timely and efficient manner, and in compliance with RIโ€™s policies and national labor law.

ยท Track recruitments to promote Diversity and Inclusion ensuring balanced representation of gender and all communities in the team.

๐Ÿ“š ๐——๐—ถ๐˜€๐—ฐ๐—ผ๐˜ƒ๐—ฒ๐—ฟ ๐—›๐—ผ๐˜„ ๐˜๐—ผ ๐—š๐—ฒ๐˜ ๐—ฎ ๐—๐—ผ๐—ฏ ๐—ถ๐—ป ๐˜๐—ต๐—ฒ ๐—จ๐—ก ๐—ถ๐—ป ๐Ÿฎ๐Ÿฌ๐Ÿฎ๐Ÿฏ! ๐ŸŒ๐Ÿค ๐—ฅ๐—ฒ๐—ฎ๐—ฑ ๐—ผ๐˜‚๐—ฟ ๐—ก๐—˜๐—ช ๐—ฅ๐—ฒ๐—ฐ๐—ฟ๐˜‚๐—ถ๐˜๐—บ๐—ฒ๐—ป๐˜ ๐—š๐˜‚๐—ถ๐—ฑ๐—ฒ ๐˜๐—ผ ๐˜๐—ต๐—ฒ ๐—จ๐—ก ๐Ÿฎ๐Ÿฌ๐Ÿฎ๐Ÿฏ ๐˜„๐—ถ๐˜๐—ต ๐˜๐—ฒ๐˜€๐˜ ๐˜€๐—ฎ๐—บ๐—ฝ๐—น๐—ฒ๐˜€ ๐—ณ๐—ผ๐—ฟ ๐—จ๐—ก๐—›๐—–๐—ฅ, ๐—ช๐—™๐—ฃ, ๐—จ๐—ก๐—œ๐—–๐—˜๐—™, ๐—จ๐—ก๐——๐—ฆ๐—ฆ, ๐—จ๐—ก๐—™๐—ฃ๐—”, ๐—œ๐—ข๐—  ๐—ฎ๐—ป๐—ฑ ๐—ผ๐˜๐—ต๐—ฒ๐—ฟ๐˜€! ๐ŸŒ

โš ๏ธ ๐‚๐ก๐š๐ง๐ ๐ž ๐˜๐จ๐ฎ๐ซ ๐‹๐ข๐Ÿ๐ž ๐๐จ๐ฐ: ๐๐จ๐ฐ๐ž๐ซ๐Ÿ๐ฎ๐ฅ ๐“๐ž๐œ๐ก๐ง๐ข๐ช๐ฎ๐ž๐ฌ ๐ก๐จ๐ฐ ๐ญ๐จ ๐ ๐ž๐ญ ๐š ๐ฃ๐จ๐› ๐ข๐ง ๐ญ๐ก๐ž ๐”๐ง๐ข๐ญ๐ž๐ ๐๐š๐ญ๐ข๐จ๐ง๐ฌ ๐๐Ž๐–!

ยท Create a database to monitor the recruitment and orientation of staff is in line with the HR checklist.

ยท Ensure pre-employment checks are completed in time for all staff and filed with documentation according to HR checklist.

ยท Ensure that all new staff complete required orientation and new hire policy trainings.

ยท Maintain and regularly update the HRIS with staff data.

ยท Support deployment of HR recruitment portal to streamline application and selection process, regularly updating the application with relevant information and data, generate reports for country management team and hiring managers.

Compensation, benefits and performance evaluation

ยท Track and review compensation and benefits in country, and partner with the RHRM and CD to recommend adjustments to ensure competitive and equitable rewards package that is in line with the RI standards and principles.

ยท Assist in advising on best practices on income tax and statutory benefits in accordance with the law in Afghanistan applicable for private and nonprofit sector.

ยท Ensure the timely and efficient payroll preparation for accurate data on donor code, number of days, benefits, and timesheets.

ยท Ensure the proper and accurate tracking of leave.

ยท Support deployment of HR payroll application and maintenance of the application, regularly update the application with relevant information and data, and generate reports for country management team.

Employee Relations

ยท Develop and sustain a healthy and empowering office environment that encourages teamwork, open, honest and productive communication.

ยท Ensure the timely processing of new contract, contract extension, staff transfer, promotions and other change of status.

ยท Manage processes related to disciplinary actions, staff separation, and termination.

ยท Respond to employee related queries and provide services to all HR related inquiries and requests.

ยท Conduct periodic office climate assessments and advise management as appropriate on solutions and achievement of high levels of employee morale, commitment and performance.

ยท Keep RI Afghanistan Employee Manual updated and constantly communicate it, along with other HR policies to staff.

ยท Make sure that employeesโ€™ files are auditable at all times as per RI standards and any relevant donorsโ€™ requirements.

ยท Ensure compliance to RI policies, procedures, systems and donor regulations as well as ensuring correctness of necessary documentation such as timesheets, leave forms, payrolls and exit interviews.

Performance Management โ€” RI Excel

ยท Track and monitor the performance evaluation processes at all stages and ensure that staff and supervisors complete the review process in a timely manner.

ยท Provide guidance to supervisors as they complete evaluations, help supervisors find effective coaching methods that work for specific issues including identifying areas of poor performance and assisting supervisors to establish plans for improving performance (PIPS), be present during review meetings when necessary.

ยท Provide ongoing support to line managers and staff including responding to various inquiries raised by different employees, clarifying the appraisal forms, use of appraisal system, methodology etc.

Training

ยท Partner with the CD, SMT and line managers conduct training needs assessment for staff to inform planning and rollout of training and capacity building initiatives for staff.

ยท Actively lobby for budget allocation for staff training in all proposal developments and project renewals.

ยท

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