Human Resources Manager

Specific Responsibilities 

MANAGEMENT AND DEVELOPMENT OF THE HR DEPARTMENT
• Lead the delegation of human resources, set objectives, and assess direct reports.
• Set communication, planning, and coordination mechanism for his/her team activities, including meetings with minutes.
• Ensure the coaching and appraisal of any collaborator under his/her responsibility, from the recruiting to the end of service. 
• Manage contractual monitoring (Leaves, end of trial periods, evaluations…etc) for the HR team.
• Oversees the team's career development, defines training needs, and provides guidance on professional development.

QUALITY
• Design and manage a proper implementation of the yearly Action Plan for the HR department, which set the yearly key objectives, as well as conduct a quarterly review of the Action Plan with the Country Management Team.
• Review and improve HR practices for all HR functions, including review of policies, tools, processes, and SoPs.
• Work with the HR team to produce quality through solid and reliable HR products, facilitating smooth, efficient, and timely project implementation.
• Contribute, in collaboration with the programs ‘teams, to donors’ proposals and reports on the parts related to HR

RECRUITMENT
• Lead and review, if necessary, the recruiting and hiring standard procedures to recruit and hire a competent workforce.
• Participate in the recruitment of executive positions of the country office.
• Chair any employee selection committees or meetings.
• Work with the head of departments to identify hiring requirements.
• Search and update the best sourcing methods to attract qualified candidates for the open vacancies.
• Advise & train the team in charge of recruitment for proper interviewing techniques.

STAFF ADMINISTRATIVE MANAGEMENT
• Oversight of staff information related to timesheets and leave, including a monthly review.
• Responsible for the upkeep of the Homere database including monthly payroll reports provided to the finance department.
• Monthly calculation of staff income tax and social insurance and ensure its declaration to the relevant authorities in compliance with the country's legal framework.
• Lead the selection of health insurance coverage in collaboration with the logistics department, and ensure all staff is covered with the necessary insurance as per the legal requirements of the country.
• Ensure and control that the staff files are well maintained by the HR team, with all required staff information archived, and ready for internal & external audits.

STAFF COMPENSATION AND BENEFITS
• Monitor and propose a review, if needed, of the Country Office salary structure.
• Administer all pay practices, and payroll software Homere for effectiveness and propose continuous improvements.
• Manage and conduct training and orientation on Compensation and Benefits to management and new arrival staff.
• Develop Tdh benefits offers and recommend new ones for staff satisfaction and retention.
• Lead competitive market benchmarking to establish pay upgrades to attract, recruit and retain staff. Monitor best practices for compensation and benefits through research and up-to-date information on available benefits.

STAFF PERFORMANCE & CAPACITY BUILDING
• Lead Mid-Term & Annual Appraisals campaign for all delegation staff, including performance development plans.
• Support managers with staff performance management as needed, including training on the appraisal tool, use of SMART objectives, and appraisal techniques.
• Follow-up with direct line managers to ensure all new staff's probation process is conducted.
• Conduct staff training needs assessment, and design an annual training plan, including external and in-house training systems.
• Select and contract external training consultants. Plan and monitor the training budget consumption.
• Ensure maintenance of employee training records.

WORK ENVIRONMENT
• Communicate updates on Human Resources internal staff regulations, SOPs, procedures, and labor law.
• Recommend adequate practices to establish and ensure a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conduct periodic staff surveys to measure employee satisfaction and employee engagement.
• Review employee complaints and conducts investigations when concerns are brought forth.