Role Overview:

This position is responsible for leading HR Service delivery and organizational effectiveness in Ethiopia Country Office. The position will work closely with the Country Director and the Senior Management Team to drive HR Strategy in line with the Country Strategic Plan and Annual Operating Plans. The position will collaborate with the Global HR Service Representation for delivery of services through the Global Shared Service.

Values Practice and Child Safeguarding

• Promoting positive outcomes for children
• Demonstrating integrity, openness and honesty, including stewardship of all resources
• Upholding the respect and value of an individual
• Championing diversity of thought and experience
• Fostering innovation and challenge
• Proactively connecting and collaborating
• Child Safeguarding – Remain alert and responsive to any child safeguarding risks, acquire relevant knowledge and skills which will enable her/him to promote strong safeguarding practices, understand the child safeguarding policy and procedures, and conduct himself/herself in a manner consistent with the Child Safeguarding Policy.

Strategy, Policies and Procedures

• Work closely with Global HR Business Partner Practice Lead to ensure alignment with Organizational and Global HR strategy and priorities (i.e., system functionality, processes, service delivery).
• Support the process of Country Strategic Plan and Annual Planning across the Country Office, including workforce planning.
• Development, implementation and interpretation of Human Resource strategies, plans, policies, procedures and systems that are consistent. and in harmony with the Ethiopia labour laws, Global HR/OD frameworks and other Ethiopia Country Strategy paper and policies.
• Work with line managers in an advisory role to ensure that HR policies are implemented fairly and consistently and that the core values of the organisation are upheld.
• Create an enabling environment for innovation and performance excellence for staff.
• Provide inputs and recommendations to Global HR Planning and Strategy Development.
• Acts as a Champion in leading various Organizational Development, Change and Innovation initiatives.
• Review and updated Employee Handbook regularly to ensure compliance with local labour laws.
• Keep abreast with local employment and regulations in country and recommend appropriate changes to policies and procedures in time.

Talent acquisition and management

• Align the talent agenda to sector requirements, use talent identification and review data to inform the organisation’s workforce planning strategy and assess the organisational value of diverse talent pools
• Responsible for end-to-end employee experience in the Country Office.
• Oversee Country Office onboarding and offboarding process and facilitate benefits orientation for Country Office staff
• Responsible for the development and execution of Country Office Engagement Action Plan working in collaboration with the SMT in Ethiopia Country Office
• Implement and monitor the Country Performance Management Process and facilitate training in line with Global Performance Management Strategy.

Learning & Development

• Work with the country offices to conduct a training need analysis on specific organizational and personal development interventions
• Responsible for advising and implementing learning and development plans for all Country Office staff.
• Facilitate Global HR training interventions and follow up as needed
• Develop and facilitate training around key policy and procedures and benefit programs i.e. Sexual Harassment, Child Safeguarding Discrimination,
• Benefits and Compensation Programs.

Employee Relations

• Point person for Conflict Resolution in the country office and works in collaboration with Global HR Business Partner to provide appropriate recommendations for the management team
• Engage the legal advisor as appropriate and provide consultation in staff disciplinary process in order to ensure compliance with organizational standards and serves as primary advisor to management on appropriate actions for prevention and response to employment related legal concerns.
• Managing compliance and driving performance and taking corrective actions in line with organizational policies and procedures.

HR Operations

• Work with the HR Specialist to analyze and report on employee trends and human resource metrics (i.e. turnover, employee relations issues, staffing challenges, succession planning, learning and development etc.) and recommend appropriate solutions.
• Oversees ongoing update of Employee Data and records in HRIS in collaboration with Global Shared Services (GSS) Staff and HR and Admin Support staff in Country Offices.
• Ensure timely review and support of customer inquiries related to global HR System
• Work with Country Office specific HR staff to ensure delivery of HR Services assigned
• Regularly review and update to Country Office insurance programs to ensure compliance and overall competitiveness based on Birches and other Country-specific surveys, trends, etc.
• Work with the Country Office Management to create and execute consultant agreements in relation to Human Resources services
• Create and update HR-related forms not utilized in WeConnect

Payroll and Compensation

• Review and oversee the payroll processing
• Participate in local compensation benchmarking survey (other than Birches)
• Monitor the Annual Merit Process in collaboration with the Country Director

People Management

• Maintain effective and appropriate staff recruitment, induction, appraisal, remuneration and development practices at all levels to ensure the optimum utilization and development of Country Office human resources.
• Supervise HR-Admin Specialists based Country Office structure.
• Actively promote staff exchange and development schemes.

Other Duties

Participate in decision-making and explain key decisions and policies to Country Office staff.
Perform other functions that will be assigned by the Country Director from time to time.

Typical People Management Responsibility

Approximate number of people managed in 50
Matrix Manager – (dotted line)
Team Leader – Yes
Manager of Team Leaders/Managers – No

What is the global remit? Operates in:

Own country ; Yes

Key Relationships to reach solutions

Internal to ChildFund International
Country Senior Management Team
Peer Snr HR Managers
External to ChildFund International

Department: Global Human Resources

Reports to: (incl matrix reporting) – HR Business Partner and Practice Lead

Childfund Division – Talent, Technology, and Finance (TTF)

ChildFund Department – Global Human Resources

Job Requirements

Education

• BA required; advanced degree in Adult Education, Human Resources Management, Organization Development, MBA, or a closely related field strongly preferred. Relevant certifications also a plus.

Experience

• 5-7 years relevant experience in progressively responsible roles in human resources; minimum of 2 years’ experience in HR leadership roles in country.
• Strong demonstrable experience of Human Resources planning, recruitment, performance management, design and implementation of progressive HR strategies, systems, procedures and practices and other core HR business processes.
• Good knowledge of National Labour laws and Employee Relations Systems
• Ability to work effectively in a multi-national, matrix environment
• Experience in international development sector
• Experience utilizing technology, HRIS, learning platforms to support the delivery of people practices, and improve the worker experience
• Excellent interpersonal, communication, organizational, customer service, consulting, and influence skills
• Self-starter, proactive, responsible and results-oriented
• Demonstrated experience building collaborative relationships with both internal and external stakeholders, including appropriate vendors.
• Ability to travel domestically and internationally.

Essential knowledge & skills

• A strong commitment to ChildFund’s vision, mission and values, especially the rights-based approach and the principles of equal opportunity as outlined in ChildFund’s Code of Conduct.
• Has a good grasp of the working conditions of civil society organizations in Ethiopia and the ongoing changes in the proclamation and regulations that govern their operations.
• Has a better understanding of and ability to lead remotely and ensures operation as well as staff wellbeing in a hybrid working modality.
• Excellent conceptual, communication and presentation skills
• Excellent leadership, management, planning, analytical/problem solving, and management of crisis, conflict and risk
• Excellent skills in facilitation and capacity building for inter-linkages amongst staff, partners & stakeholders.
• A strong commitment to adhering to and promoting ChildFund’s approach to Child Safeguarding, Sexual Harassment, Exploitation, and Abuse and other Safeguarding concerns.