Key Responsibilities

Staff recruitment, Selection, onboarding and orientation

• In support of the Hub hiring managers and WVE People and Culture Division, coordinate and drive staff recruitment processes, including, job advertisement, short-listing candidates, scheduling written tests and interviews, and follow-up on reference checks;
• Support new staff through the onboarding process, ensuring that they have been fully oriented on WVE policies;
• Analyze staffing needs at field level and ensure that best practice recruitment and selection policy and practice is implemented at Hub level;
• Prepares job announcement notice based on the job descriptions and candidate profile proposed by the hiring department and disseminate information of job opportunities through appropriate media;
• Receives applications and liaison with the at least two members of the panel and the hiring manager to conduct initial short listing and coordinate interview as soon as reasonably possible;
• Conducts reference checks as a means to verify information already obtained during the recruitment process and a medical and police check so as to make a decision on whether or not to hire a candidate; facilitate a written offer of the employment;
• Facilitates orientation process for new staff and ensure P&C core documents are signed and accurately filed (i.e.; Police Background checks, Disclosure form/Conflict of interest, Child protection, Employee Code of conduct, Core values);
• Follows up probationers, employment contract expiry dates and acting periods and remind line managers for prompt action;
• Coordinates staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff;
• Prepares and submits monthly recruitment tracking reports, monthly narrative and statistical reports

Staff Development

• Assist managers to identify, recommend and approve learning and development opportunities for the Hub staff in collaboration with NO HR & Staff Development;
• Provides support to supervisors and staff to develop the skills and capabilities of staff;
• Facilitate the annual TNA, gather data and report to NO HR & Staff Development;
• Provides training data including number of staffs trained, area of training, training duration, training cost (Monthly, Quarterly, Annually) whenever the need arises;
• Ensure that all staff have taken the compliance training and completed;
• Works closely with supervisors to augment field-based training and development initiatives;

People management / Performance management

• Together with the NO HR & Staff Development Manager, proactively respond to and manage performance, counselling, staff grievance and disciplinary issues as required, with a focus on building manager competency and ensuring proper documentation is captured at all stages;
• Support managers and staff in the routine performance management process;
• Support WVE People and Culture in acting as an impartial mediator in disciplinary procedures and ensure they are administered in an equitable and fair manner, in compliance with all legal and labor regulations and requirements;
• Facilitates the whole process of the regional staff performance management process (agreement, ongoing coaching and appraisal);
• Leads the process of enhancing the team performance and work culture through conflict management, staff motivation, coaching and dealing with difficult people within Hub Program Office, Area Program Operation Offices;
• Ensures that regular performance feedback is given to staff.

Compensation & Benefits

• Assist the NO Benefits and Compensation Coordinator in Implementing, maintaining, and reviewing of payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, allowances, taxes, and other deductions;
• Assist in ensuring payroll transactions are processed correctly for time, earnings, benefits, deductions, taxes, allowances, and other items that affect pay and /or WVE’s liability;
• Support and send the accurate and timely processing of payroll updates including new hires, terminations, and any changes to pay;
• Prepares and maintains accurate records and reports of payroll transactions;
• Facilitates audits by providing records and documentation to auditors;
• Follow up the mitigation plan for all payroll related risks and assist in preparation of mitigations report;
• Assist in the Preparation of monthly, quarterly and annual report of payroll administration;
• Provides support to hiring managers or designates person concerning decision on remuneration and benefits of employees following the P&C Policy
• Follow up timely reporting of accident and facilitate insurance process with staff and insurance company.
• Provide monthly updated list of staff benefited through life insurance, GPA and pensions timely and consistently;
• Closely monitor and follow up on the reimbursement of salary on sick leave days from insurance companies;
• Administer benefit programs, consult with and advise employees on eligibility for all insurance (GPA & Life Insurance);
• Facilitate the process of implementing pension proclamation requirements for the NO staff;
• Follow up that all the Hub staff have PESSA identification Card, and their file is properly updated;
• Facilitate and follow up that the Hub staff are enrolled for PESSA ID Card, insurance, taxes, etc.
• Assist the end to end process of employee retirement;
• Liaises with concerned government offices in relation to staff pension process, taxes, data updates etc.

Staff Well-being

• Provides information and assistance on human resource and work-related issues to staff and supervisors;
• Works with HO Faith & Development and P&C to plan, organize and implement capacity building programs on “Biblical and Practical Approaches to Spiritual Formation” within the Hub program operation offices and its Aps;
• Takes part in the implementation of SALTI, a partnership initiative for staff assistance to life threatening illness;
• Advises on and Monitor the use of annual leave and submit monthly reports to Line Managers;
• Coordinates the yearly ‘our voice survey’ process, communicate the survey result to staff and work with the Hub Program Manager on developing action plan based on the result;
• Advises supervisors on issues related to employee grievances, disciplinary issues and other administrative problems according to WVE policies and procedures;
• Advises Hub Program Management on developing independent tools to boost the motivation and team spirit within working units in Hub Program.

P & C Information System

• Ensures all the new/rehire employee required payroll, benefits and compensation documents that are used to feed data into the database are complete;
• Encodes new/rehire data (Payroll data, change, increment, etc.) in to, Excel sheet and position control;
• Updates monthly P&C-Payroll reports and ensure they are timely and accurate;
• Ensures all the new/rehire employee required documents that are used to feed data into the database are complete;
• Encodes and update new/rehire data (personal, organizational, Educational, Emergency Contact information and so on) in to Workday, Excel sheet and position control;
• Updates monthly P&C reports and ensure HR data are timely and accurate, in an organized way for a better and timely decision-making purpose, and ensure personnel action letters are filed properly and captured in HRIS database;
• Monitors the use of annual leave and supports managers in Workday annual leave Management system;
• Ensures the leaving staff used annual leave is encoded in the system before signing on the clearance sheet.
• Performs other duties as assigned by the supervisor

Requirements

Required Professional Experience

• Experience managing people and talent with an International NGO and/or NGO’s, Emergency contexts;
• Proven ability to use networks to identify and target talent for key staff recruitment;
• Minimum of 7 years in Human Resource Management experience; a combination of Human Resource experience in the following areas: talent acquisition, career planning, staff engagement, coaching and development, performance management, conflict resolution, employee relations, recognition programs;
• Strong organizational and management skills;
• Strong problem solving, interpersonal and negotiation skills;
• Thorough knowledge of MS Office and Lotus Notes;
• Knowledge of local employment and HR laws and legal requirements;
• Ability to work in and contribute to team building environment;
• Commitment to World Vision Core Values and Mission Statement;
• Agreement with World Vision’s ethos and participation in devotions.

Required Education, training, license, registration, and certification

• University BA Degree in human Resources Management, Management, Public Administration, Business Administration or related fields.
• MA in the aforementioned qualification is highly preferred

Preferred Knowledge And Qualifications

• Excellent oral and written communication skills
• Knowledgeable of Ethiopian Labor Laws and relevant requirements.
• Involve in designing, developing, reviewing and enforcing Human resources policies, procedures and systems
• Prepare Human Resources Strategic Plans (short, medium and long term).
• Design and administer different HR systems

Applicant Types Accepted : Local Applicants Only