1. The organization

Our vision: Outraged by the injustice faced by people with disabilities and vulnerable populations, we aspire to a world of solidarity and inclusion, enriched by our differences, where everyone can live in dignity.

Our mission: HI is an independent and impartial aid organization working in situations of poverty and exclusion, conflict and disaster. We work alongside people with disabilities and vulnerable populations, taking action and bearing witness in order to respond to their essential needs, improve their living conditions and promote respect for their dignity and fundamental rights.

HI works in around sixty countries in emergency, reconstruction, chronic crisis and development contexts. Founded in 1982 and a co-recipient of the 1997 Nobel Peace Prize, the organization has been working alongside vulnerable populations, in particular people with disabilities. Today, more than 4,500 people, including 3,500 national field staff and 300 international staff, work for HI in a wide range of contexts, implementing more than 400 projects in over 60 countries.

1. Humanity & Inclusion in Sudan

HI has initiated its programmatic response to the Sudan crisis in January 2024. Together with a Sudanese NGO, we provide physical and functional rehabilitation as well as mental health & psychosocial support in health centers and communities. HI is further leading disability inclusion mainstreaming at humanitarian coordination level.

HI is scaling up its intervention in Sudan while expanding its programmatic and geographical scope, to respond to the catastrophic humanitarian crisis affecting Sudanese people.

1. Role

Reporting to the CountryDirector, the CountryHR manager ensuresthe efficient management of human resources for the Mission for which s/he is responsible. S/he participates actively in the phased reorganisation of HI in the field as part of the ROOTS project and in efforts to retain staff and open up key posts to national staff, helping to ensure that HI is recognised as an “employer of choice in the aid

sector” (2016 2025 strategy).

S/he advisesthe Country Directoron the organisation’s continuous improvement, notably with regardto managerial aspects and support to changes in working practices.

S/he is the point person for the operational HR centres at HQ, especially Personnel Administration Unit.

This positioncalls for regularvisits to the field to ensure adequateHR management and monitoring 

1. Responsabilities
2. Strategy and Steering

• Contributes towards the drafting, revision and implementation of operational strategy (StratOp) within his/her scope of responsibility;
• Provides the Regional Director with HR options to support the implementation of the StratOp locally;
• Produces and updates the risk map covering his/herscope of responsibility. Proposes and implements risk mitigation measures;
• Contributes to incident reportingwithin his/her scope of responsibility;
• Produces, compilesand analyses dashboard data; if necessarycreates HR KPI specific to his/her programme.
• Represents HI externally on HR matters concerning his/her geographical area (e.g. forums, operational and strategic alliances); ensures the development of local partnerships necessary to the development of his/her area of activity.

1. Standards and Accountability

• Ensures respect and application of HI HR standards for the whole of his/her professional sector –regional programme and affiliated countries, with regard to policy, processes and tools;
• Adapts and contextualises HR standards according to specific local characteristics;
• Oversees internal control for his/her whole area of responsibility;
• Guarantees compliance with and application of institutional donor rules on all the projects implemented within his/her scope.

1. Operational HR Management
   1. Planning programme resources
       

Assists the RegionalDirector with the sizing of resources (quantitative and technical) and the drafting and monitoring of sourcing and skills development plans for the area within his/her geographical scope, thereby contributing to efforts to retain staff and open up key posts to national staff;

• Assists with the HR section of budgets for project proposals and with budget steering, including HR /payroll projects
• Ensures the upgrading of managerial skills for all the managers working within the mission through the deployment of Manager 2.0 policies and tools and continuous improvement;
• Organises talents reviews: identifies talents and low performers and adapts the support plans of the staff concerned accordingly;
• Monitors psychosocial risks at work and ensures appropriate support is provided to any staff concerned;
• Coordinates specific situations (disabled workers, mobility).
  1. Administration and payroll
     • Coordinatesand monitors the management of national staff payroll across the programme;
     • Coordinates the administrative management generated by the Conditions and Modalities of Employment of International Staff directly with the HQ operational centres( Personnel Administration Unit, Recruitment and Mobility Unit)

1. Assisting the managers on his/her programme with the implementation of HR policies:
   • On collective issues

-Work organisation

-Accompanying change: changes in organisation, the emergence of new professions, the implementation of new HR processes, etc.

-Quality of Work Life

• On individual issues:

-Disciplinary

-Pay-related

-Health, etc.

1. Legal and social
   • Ensures a positivesocial climate;
   • RepresentsHI with staff representatives;
   • Ensures that legal norms and changes to case law are monitored locally with specific regard to employment legislation and the application of the legal framework.

1. Rollout of HI’s Code of Conduct and institutional policies
   • Supports the RegionalDirector with the deployment of HI’s Code of Conduct and PSEA;
   • Contributestowards the operational implementation of decisionstaken by the crisis cells;
   • Contributestowards the implementation of actions decided by the investigation cells.

1. Professional Channel Management

Leads the professional channel of the HR sector within his/her scope and helps to do so for the organisation as whole

• Contributes towards the professional channel of the HR sector globally (communityof practice);
• Develops a pool of local talent (carries out technical interviews with the candidates and formulates recommendations; identifies training needs)

1. Emergency Preparedness and Response

Is responsible for providing appropriate support to emergency responses occurring within the mission

• Takes part in analysing the capacity of his/her programmes and teams to respond to

emergencies;

• Contributes towards identifying preparedness measures in liaison with HQ’s Emergency Division; implements these measures;
• In the event of an emergency response, mobilises and adapts his/her department and its processes: size of the team, line-management, coordination and communication mechanisms, ARCI, reporting, etc.;
• Strengthens externalcoordination with colleagues from other organisations.

1. Management

Assumes the role and stance of manager with regard to his/her HR staff:

• Fosters a teamspirit and team works to ensure the necessary synergies between the divisions. Encourages the exchange of practices within and between divisions;
• Contributes towards the professional development of his/her team members: sets individual objectives, ensures that the know-how and motivations of his/her staff meet the organisation’s needs;
• Provides individualand collective recognition
• Develops his/her staff‘sability to work autonomously
• Embodies and transmits HI’s values, ensuresrespect of its code of conduct and institutional policies and is vigilantwith regard to expected attitudes and individual and collective behaviours.

Responsibilities may evolve as per programmatic needs and adapting to local circumstances. It is expectedthat the positionholder will performany other dutiesas required by the Line Manager that are commensurate with the position.

1. * Supervisor:* Supervisor:Profile

1. Profile

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1. Inclusive and ethical recruitment

HI is committed to maintaining a Non-Discriminatory work environment that values diversity and inclusion and offer Equal Opportunity for any employee or candidate regardless of race, color, religion, sex, age, and disability, history of incarceration, marital status, sexual orientation, gender identity or expression. Qualified women are strongly encouraged to apply for this position

If you have a disability and require any special arrangements to assist you during the interview, please let us know the necessary details.

HI has transparent institutional policies on:

• Child Protection
• Anti-Fraud, Bribery and Corruption
• Disability, Genderand Age,
• Protection of beneficiaries from Sexual Exploitation, Abuse and Harassment.

Employees are required to respect, upholdand promote these policies and sign the HI Code of Conduct.

1. How to apply

      Please submit your application through the online application form below:

https://forms.cloud.microsoft/e/XNip0euvdW?origin=lprLink

Please note:

• Academic & employment certificates are not required in the application, but will be requested later, only for the applicants shortlisted
• Only shortlisted applicants will be contacted for a written test / interview
• HI has a salary grid for all positions, hence as most NGOs HI does not negotiate salaries, but selected applicants are offered a salary based on the set level per Position and factoring experience based on length of employment in similar positions
• Please ensure you will be able to provide references from
• your latest 2 line managers and
• your latest 2 employers HR department (verification of absence of misconduct).
• These references will be requested only from the applicants which will be shortlisted.