Burundi: Human Resources Manager – Burundi

Organization: Catholic Relief Services
Country: Burundi
Closing date: 10 Feb 2017

Position Title: Human Resources Manager
Department: Operations
Location: Bujumbura
Reports To: Operations Manager
Band: 09-ADM

ABOUT CRS:

Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. 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 has been present in Burundi since 1961, and currently implements projects in nutrition,
agriculture, savings-led microfinance, peacebuilding and emergency preparedness/response. The
country program’s main office is in Bujumbura with a large sub-office in Muyinga. The country program has more than 150 staff, including three expatriates, and implements its projects through local and international partners, with strong coordination/collaboration with Government of Burundi structures.

The FY17 program value is approximately $10.3 million, inclusive of commodities. In 2014, CRS/Burundi was awarded a Title II Development Food Assistance Program (total program value $50m), entitled AMASHIGA, which will run through 2019. Program value is expected to increase over the next two years as AMASHIGA activities scale-up to serve more than 575,000 direct beneficiaries over the life of the program.

JOB SUMMARY:

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. Contribute to risk management by advising managers on the interpretation/application of HR policies and procedures and 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.

FUNCTIONAL RESPONSIBILITIES

Strategic Human Resource Management

  • In consultation and coordination with the Country Representative (CR)/Country Manager (CM), Head of Office (HoO) and Operations Manager (OM), define HR strategy in line with CP strategic objectives and develop, maintain, and support implementation of a CP staffing plan.
  • Support the agency’s Human Resources strategy.
  • Develop 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 with senior managers to optimize organizational structure for maximum operational efficiency.
  • Analyze and report on personnel data, performance, metrics, and trends to support decision-making and efficient operations.
  • Ensure mechanisms are in place for appropriate delegation of authority during absences of senior staff.
  • Participate and contribute to regional and global community of practice on HR systems, standards, and policies.
  • Collaborate with key partners to assess and strengthen their human resources capacities.
  • Talent Acquisition, Development, and Management
  • Work with hiring managers to source, recruit, and retain high quality staff aligned with agency vision, mission, and values.
  • 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 an HR representative participates in hiring committees for all positions. Participate in final hiring decisions for all positions.
  • Develop and maintain network of contacts to help identify and source qualified candidates.
  • Identify best advertising sources for recruitment. Assist in writing job advertisements and suggest their placement in various media.
  • 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 CR or designee on salary recommendations.
  • Ensure that Personnel Manuel is updated as needed.

Talent Development and Management

  • Develop staff retention strategy in consultation with SMT, the region, and HQ Talent Acquisitio Group. Guide and train managers/supervisors on best practices in talent acquisition and retention.
  • 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.
  • Implement agency’s ongoing training program for all 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/on-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.

Compensation and Benefits

  • Perform job analysis and advise 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 RTA/HR and/or DRD/Ops, HQ/HR, 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.
  • Monitor industry salary and benefit levels and movements and recommend adjustments when necessary to ensure competitive positioning.
  • Monitor market conditions related to benefits to ensure national staff benefit levels are competitive.
  • Work with RTA/HR, DRD/MQ and HQ/HR to ensure benefits administration is done according to best practices.
  • Ensure effective management of social security and insurance programs for national staff.

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 changes.
  • Advise managers on the interpretation/application of HR policies and procedures to ensure
  • compliance with agency, donor, and local legal requirements.
  • Liaise with local legal counsel to consult on HR issues as needed.
  • Consult and advise senior managers on highly confidential and complex human resources 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.
  • Represent the organization in forums related to HR management practices, policies, and processes to stay abreast of local labor regulations and industry best practices.
  • Train supervisors on relevant labor law and employee relations best practices.
  • Train and assist supervisors on disciplinary action process (according to labor law).
  • Mediate with supervisor and supervisee in resolving conflict.
  • Oversee the implementation of the staff wellbeing policy
  • Manage employee activities and well-being programs.
  • Provide reports on the implementation of staff care plans across the CPs.
  • 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.

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.

Agency-wide Competencies (for all CRS Staff):

These are rooted in the mission, values, and principles of CRS and used by each staff member to fulfill his or her responsibilities and to achieve the desired results.

  • Serves with Integrity
  • Models Stewardship
  • Cultivates Constructive Relationships
  • Promotes Learning

Supervisory Responsibilities:

Directly supervises HR officer and the staff care officer receptionist.

KEY WORKING RELATIONSHIPS:

Internal: CP Senior Management Team or Senior Leadership Team; All CP Staff; RTA Human Resources, DRD/MQ, HQ/HR staff.

External: Representatives of local government authorities; peers from other NGOs in the country; local legal counsel; providers of HR-related services; CRS partners, consultants.

MINIMUM REQUIREMENTS:

Qualifications and Work Experience:

  • Master’s degree, University degree or equivalent with HR Management certification preferred, or equivalent relevant experience.
  • Minimum of five years’ work experience in HR area, preferably with an International, with at least three of these years managing an HR function and strong knowledge of HR best practices and standards.
  • Experience with and demonstrated ability to analyze and interpret employment laws, regulations, policies, principles, concepts, and practices. Thorough knowledge of the local labor law.
  • Strong experience in presenting, facilitating, and coaching on HR topics.
  • Experience using MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing Applications, HRIS

Knowledge and Skills:

  • Excellent knowledge of HR management best practices as an HR Generalist, including organizational development
  • Sound knowledge of local labor laws and ability to understand and interpret legislative and policy issues
  • Demonstrated managerial skills
  • Good coaching and mentoring skills
  • Good analytical skills with ability to make sound judgment and decisions
  • Good planning, monitoring and organizing skills and experience
  • Able to maintain confidential information
  • Results-oriented and ability to work with minimum supervision
  • Excellent communication, interpersonal and negotiation skills
  • Ability to use MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing, Applications, HRIS

Travel Requirements:
Approximately 20-40% travel.

Disclaimer: This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.

How to apply:

Please send cover letter, CV, copies of diploma(s) and certificates to: BI_HR@global.crs.org

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