Senior Manager, Human Resources

Job Description

Senior Manager, Human Resources.

• Employment Type Full Time (Open Ended)
• Childfund Work Location  Dakar, Senegal
• Childfund Division Talent, Technology, and Finance (TTF)
• ChildFund Department Global Human Resources

Job Details

• Position title: Senior Human Resources Manager
• Location: Dakar, Senegal or Conakry , Guinea
• ChildFund office: Senegal or Guinea
• Manager/Supervisor title: Global HR Business Partner and Practice Lead
• Position type: Full-time regular
• Work environment: On-site

About ChildFund

ChildFund is a child-focused international development organization that works in 23 countries to connect children with the people, resources and institutions they need to grow up healthy, educated, skilled and safe, no matter where they are.

ChildFund’s Values

We aspire for every person in our organization—program participants, supporters, staff, and volunteers alike—to feel free, safe, and confident to be themselves. In our culture of connection, you will have ample opportunity to grow, learn, and lead while contributing your talents and innovations to our inspiring mission.

ChildFund’s Commitment

ChildFund International has a zero-tolerance policy regarding sexual exploitation, abuse and harassment (SEAH) and all other forms of harm by its staff, partners, and other representatives in the delivery of its mission and services for children. ChildFund is committed to creating a safe environment in the workplace as well as in the communities where it delivers programs and services. ChildFund expects every staff member, partner, and representative to adhere to this commitment and to ensure all organizational policies and standards are followed. This position is subject to a range of vetting checks, including a criminal records check and/or disclosure to ensure program participants are safeguarded.

About This Role

This position is responsible for leading HR Service delivery in countries assigned. The position will work closely with the Country Director and the Senior Management Team to drive HR Strategy in line with Senegal and Guinea Countries Strategic Plans and Annual Operating Plans. The position will collaborate with the Global HR Service Representation for delivery of services through the Global Shared Service.

Required Experience and Education

• 5-7 years relevant experience in progressively responsible roles in human resources preferably in Non- governmental organizations(NGOs); minimum of 2 years’ experience in HR Leadership roles in country.
• Practicing knowledge of labour laws in Guinea and Senegal
• Strong knowledge of HR business processes.
• Experience of contributing effectively at the senior management team level
• Ability to work effectively in a multi-national, matrix environment.
• Experience in international development sector.
• Experience utilizing various HRIS and learning platforms and tools.
• 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 for 20% of the work

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.

Primary Responsibilities

Strategy (Global and Country – CSP AOP)

• Support the process of Country Strategic Plan and Annual Planning across Country offices, including workforce planning.
• Lead HR Strategic Planning in the respective country offices.
• Provide inputs and recommendations to Global HR Planning and Strategy Development
• Acts as a Champion in leading various Organizational Development, Change and Innovation initiatives.

Talent Acquisition

Work closely with the Recruiting Specialist to review and create JDs, develop Recruitment Strategy, make, and negotiate formal employment offer and contract new hires

Talent Management

Responsible for end-to-end Employee Experience in the Country Office including following;

Onboarding

• Oversee Country Offices Onboarding process.
• Facilitate benefits orientation for Country Office staff.

Off-boarding

• Oversee Country Offices Off boarding process.
• Conduct and Analyse Exit Interview for CO staff
• Employee Engagement
• Responsible for the development and execution of Country Offices Engagement Action Plan working in collaboration with the SMT in each Country Office

Performance Management

• Implement and monitor the Countries Performance Management Process in line with Global Performance
• Management Strategy
• Support the process of Performance Improvement Planning working with respective managers.
• Facilitate Training on Performance Management

Organizational Culture management

• Champion the MAGIC culture in the country offices.
• Create awareness of ChildFund core values in the country offices

Learning & Development

• Work with the country offices to conduct a training need analysis on specific organizational and personal development interventions.
• Responsible for implementing learning and development plans for all Country Offices staff.
• This includes advising key management and personnel development programs such as technical, management/leadership and professional development.
• Facilitate GHR training interventions and follow up as needed.
• Develop and facilitate training around key policy and procedures and benefit programs i.e. Sexual
• Harassment, Discrimination, Benefits and Comp Programs

Suffix

• Work with global security to implement safety and security trainings and ensure staff have the requisite safety and security equipment.

Employee Relations

• 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
• 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.

HR Operations

• Analyze employee trends and human resource metrics (i.e. turnover, employee relations issues, staffing challenges, etc.) and recommend appropriate solutions.
• Oversee ongoing update of Employee Data and records in HRIS in collaboration with GSS Staff and HR and Admin Support staff in CO.
• Work with CO specific HR & Admin Support staff to ensure delivery of HR Services assigned.

Payroll and Compensation

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

Policies and Procedures

• Review and updated Employee Handbook (Every 2 years) 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.
• Ensure that Country office HR practices are compliant with the law, ChildFund’s policies and the relevant donor rules and regulations.

Team Leadership

• Where applicable include responsibility of leading and building capacity of the HR and administration Officer/ Coordinator as applicable.
• Lead the implementation of Global HR initiatives in the country offices.

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 consistent manner with the Child Safeguarding Policy

Required Competencies

• Strong management skills, with the ability to manage a remote, geographically dispersed team, including performance coaching capabilities.
• Strong interpersonal skills should be professional, yet approachable, demonstrating genuine interest and concern for colleagues and build relationship.
• Proactivity and self drive.
• Networking skills, to connect with peers and HR platforms for learning/sharing experience/best practices, et
• Strong ability to collect and store, accurate employee information confidentially.
• Analytical skills, to collect and analyse data to inform senior management decisions.
• The ability to speak, read, and write fluently both in French and English.
• The ability to work effectively in a matrix and global environment.
• Excellent organization and attention to detail with a track record of consistently meeting tight deadlines.
• The ability to travel and share time between the two countries.
• Set objectives for the HR team and track progress
• Design and implement company policies that promote a healthy work environment
• Develop compensation and benefits plans
• Support and suggest improvements to the entire recruitment process
• Host in-house recruitment events
• Discuss employees’ career development paths with managers
• Monitor HR metrics (e.g. turnover rates and cost-per-hire)
• Review departmental budgets
• Organize learning and development programs
• Ensure HR staff addresses employees’ requests and grievances in a timely manner
• Maintain HR procedures that comply with labor regulations

ChildFund’s Core Competencies

• Teamwork: the ability to work effectively and collaborate with others; values and respects individual differences.
• Communication: demonstrates empathy and tact when communicating with others and uses a storytelling approach when appropriate.
• Results orientation gets things done; takes proactive steps to achieve organizational goals and quality standards.
• Decision making uses good judgement, critical thinking, and non-traditional ways to evaluate problems and opportunities; reflects and innovates to improve decisions and outcomes.
• Resilience: thrives and grows in rapidly changing, demanding, and complex environments.
• Digital literacy: adopts and champions new technology to relevant contexts, stays aware of technological trends and embraces technological solutions to business challenges.