Medicins Sans Frontiers – Holland External Vacancy announcement
Job Position – Deputy Human Resources Coordinator
Required Qualification and Experience
Education:Essential University degree or further specialization in HR management.
Experience:Essential experience in HR Management positions (minimum 2 years).
Desirable experience in MSF or another NGO’s (minimum 2 years)
Languages:Good command of English and Amharic, other local languages desirable
Knowledge:Essential computer literacy (word, excel and internet)
Terms of employment: 1 year with a possibility of extension
Starting gross salary/month: 154,000.00 ETB
Medical Coverage : as per organizational health policy
Transportation allowance: 2,200 ETB
Competencies
Strategic vision.
Leadership.
People Management.
Planning.
Teamwork.
Main Purpose
Support the HR Coordinator through delegated tasks and responsibilities according to the instructions of the HR Coordinator and MSF protocols in order to improve the management of human resources and contribute to the professional growth of MSF employees in the mission.
Replaces the HR Coordinator in his/her absence.
The HR Coordinator can delegate ad hoc any responsibility to the Deputy HR Coordinator, depending on the dimension of the Mission. Among others, the Deputy HR Coordinator could:
Participate in the Human Resource planning, implementation and monitoring in the mission to properly achieve the mission’s objectives and respond to needs that may arise, particularly:
Participate in the definition of job profiles, and the mission set-up in terms of HR needs
Participating in the project opening and closing and its timeframe from HR perspective.
Provide support to field teams in order to guarantee good performance and management.
Provide support to field coordinators, field Administration Managers and other supervisors in all HR related issues, provide technical support ensuring they understand and apply HR management policies and tools.
Provide support in the legal, administrative HR management of the mission, for both national and international staff , on issues related to Labour law, contracts, salaries, social security, labor relations, health insurance systems, etc
Check together with HRCo the living standards of international, regional, delocalized staff and help monitoring international staff’s movements (visas, tickets, etc)
Participate in the selection and recruitment processes, as well as in the induction programmes and welcome briefings/sessions in order to recruit and prepare the most suitable candidates for the mission
Participate in the identification of staff development , training needs / potential to promote the professional growth of people within the organization.
Report to the HRCo on the implementation of HR policies in the field as well as of any incidents / problems that may arise and make proposals to improve HR management in the field.
Support HRCo in the overall administration of the Mission.
Represent MSF in meetings with Authorities and other NGOs for issues related to HR and Administration, at the request of the HRCo.
Support HRCo in all reporting tools under his/her responsibility.
MSF Section/Context Specific Accountabilities
Talent Acquisition
Support HRCO in drawing strategy & identifying the HR needs, sources talents and innovative ways of Recruitment and retention strategies aligning the MSF HR needs with the external competitive market.
Support project HR Managers and personnel administration manager in promoting performance management system in the mission compiling the result, improvement plan, learning and development needs out of the performance process.
Support in designing a tool apart from the Homere tracking system to follow and track performance management and do analysis and interpretation of the result of the performance tracking.
Along with the learning and development manager, ensures training and development opportunities are linked to the need assessment made.
Performance Management
Support project HR Managers and personnel administration manager in promoting performance management system in the mission compiling the result, improvement plan, learning and development needs out of the performance process.
Support in designing a tool apart from the Homere tracking system to follow and track performance management and do analysis and interpretation of the result of the performance tracking.
Learning and development
Along with the learning and development manager, ensures training and development opportunities are linked to the need assessment made.
Policy and procedure:
Ensure that policy and procedures are in place, well interpreted, and referred to when necessary when it comes to the HR guideline, internal regulation of MSF as well as the different local laws.
International Mobile Staff (IMS) management :
Together with HR Manager, Dep HRCO will be responsible for International Staff management in the mission.
This position is also expected to be a back up to replace and support the HR Manager role specially related to IMS movement management.
Responsible to follow-up end of mission of expats in the mission, plan replacement 4-5 months ahead ,coordinate with project coordinator and department heads to update JDs and follow-up Job posting and matching with the respective pool managers in HQ.
Make sure and verify IMS related reports done by HR the manager and send to HRCo as per the schedule.
Manages IMS movement tracking in collaboration with the HR manager and share updated report to all coordinators every week.
Responsible for HR briefing of new IMS coming to the mission.
Field support and capacity building:
Support the project HR Managers, expected to follow-up the performance of the field HR staffs along with HRCO and project coordinator and draw possible capacity building strategy to support and improve project HR staffs.
Work together with PAM and HRM to identify project challenges and change reports for better support and follow-up to the project.
Project Support: shall be flexible to visit project location to support HR department in project in very short notice. This Position requires 50% of the time for project visit.
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