HR Manager at Global Village Healthcare Initiative for Africa (GHIV Africa) Full Time NEW

Job Title: HR Manager

Location: Borno
Reports To: Executive Director or Humanitarian Advisor
Duration: One year subject to renewal

Job Purpose

• The HR Manager is responsible for overseeing the human resources functions within the organization, ensuring that HR policies and practices align with organizational goals and contribute to a positive work environment.
• The HR Manager will lead the recruitment, onboarding, employee relations, performance management, and training processes, as well as managing compensation and benefits.
• This role is critical in fostering a culture of continuous improvement, engagement, and compliance with legal and ethical standards.

Key Responsibilities
Recruitment and Staffing:

• Lead and manage the recruitment process for all levels of staff, from job description creation to interviewing and selection.
• Develop and implement effective recruitment strategies to attract top talent.
• Ensure that recruitment processes are fair, transparent, and align with the organization’s diversity and inclusion goals.
• Manage relationships with recruitment agencies, job boards, and other sources to ensure an efficient talent pipeline.

Employee Onboarding and Orientation:

• Oversee the onboarding process for new hires, ensuring a smooth transition into the organization.
• Conduct orientation sessions, providing new employees with information on organizational culture, policies, and their roles.
• Ensure that all necessary documentation is completed and that new hires are equipped with the tools and resources they need to be successful.

Employee Relations and Engagement:

• Serve as the primary point of contact for employees on HR-related matters, addressing concerns and resolving issues in a timely and confidential manner.
• Foster a positive work environment by promoting effective communication, collaboration, and conflict resolution.
• Lead initiatives to improve employee engagement, morale, and retention.
• Ensure that the organization’s HR policies and procedures are consistently applied and understood by all staff.

Performance Management:

• Develop and manage performance management processes, including goal setting, feedback, appraisals, and performance improvement plans.
• Provide guidance and support to managers in conducting performance reviews and addressing performance-related issues.
• Implement strategies to recognize and reward top performers, aligning with the organization’s values and objectives.

Training and Development:

• Assess the training and development needs of staff and collaborate with department heads to design training programs that address skill gaps and improve performance.
• Oversee the delivery of training sessions, workshops, and seminars to enhance employee capabilities.
• Promote a culture of continuous learning and professional growth, ensuring staff have access to career development opportunities.
• Track and evaluate the effectiveness of training programs and adjust them based on feedback and outcomes.

Compensation and Benefits:

• Administer compensation and benefits programs, ensuring they are competitive, fair, and aligned with the organization’s budget and goals.
• Conduct salary reviews, benefits evaluations, and ensure compliance with labor laws and regulations.
• Maintain up-to-date knowledge of compensation trends and propose adjustments as necessary to attract and retain talent.

Compliance and HR Administration:

• Ensure compliance with local, state, and federal labor laws and regulations, including health and safety, employee rights, and benefits administration.
• Maintain accurate HR records, including personnel files, contracts, and training certifications, in line with organizational and legal requirements.
• Prepare and submit HR reports, including turnover rates, employee satisfaction, and other key HR metrics.

Health and Safety:

• Support the development and implementation of health and safety policies to ensure a safe and healthy working environment for all staff.
• Oversee the implementation of workplace safety initiatives, ensuring that employees are aware of and comply with safety procedures.

HR Strategy and Organizational Development:

• Contribute to the development and execution of HR strategies that align with the organization’s goals and vision.
• Support the leadership team in organizational development initiatives, including change management, culture building, and leadership development.

Requirements
Qualifications:

• Education: Bachelor’s Degree in Human Resources, Business Administration, Psychology, or a related field. A Master’s degree or HR certification (e.g., SHRM-CP, PHR) is preferred.

Experience:

• Minimum of 5 years of experience in human resources management, with at least 2 years in a managerial or leadership role.
• Proven experience in recruitment, employee relations, performance management, and HR administration.
• Experience working in [Insert relevant industry or sector, e.g., nonprofit, education, healthcare, corporate] is a plus.

Core Competencies
HR Expertise:

• In-depth knowledge of HR best practices, policies, and procedures.
• Strong understanding of labor laws and regulations, including employee rights, compensation, benefits, and workplace safety.
• Proven experience in managing full-cycle recruitment, from job analysis and sourcing to hiring and onboarding.

Leadership and People Management:

• Strong leadership skills with the ability to motivate, mentor, and develop HR staff and managers.
• Ability to handle employee relations issues with empathy, professionalism, and confidentiality.
• Experience in managing cross-functional teams and collaborating with senior leadership on strategic initiatives.

Communication Skills:

• Excellent verbal and written communication skills, with the ability to clearly convey information and engage with employees at all levels.
• Strong presentation and facilitation skills for training sessions, workshops, and employee meetings.

Conflict Resolution and Problem-Solving:

• Exceptional conflict resolution skills, with the ability to manage sensitive situations and mediate disputes effectively.
• Strong critical thinking and problem-solving abilities to address HR-related challenges and implement effective solutions.

Organizational and Time Management:

• Excellent organizational and time management skills, with the ability to manage multiple priorities, projects, and deadlines simultaneously.
• Ability to work under pressure while maintaining a high level of attention to detail.

Data-Driven Decision-Making:

• Proficient in HRIS systems and Microsoft Office Suite (Excel, Word, PowerPoint) for reporting, data analysis, and decision-making.
• Ability to analyze HR metrics and use data to drive improvements in HR programs and processes.

Employee-Centered Approach:

• Commitment to creating a positive and inclusive work culture that values diversity and fosters employee engagement and retention.
• Empathy and understanding of employees’ needs, promoting a supportive work environment where staff feel valued and heard.

Adaptability and Change Management:

• Ability to manage change and guide staff through organizational transitions with resilience and understanding.
• Open to new ideas and approaches, with the ability to adapt to evolving business needs and environments.

Personal Attributes:

• Empathy and Compassion: Demonstrates a genuine concern for the well-being of vulnerable individuals.
• Integrity: Maintains the highest ethical standards in all professional activities.
• Resilience: Capable of working under challenging conditions and managing stress effectively.
• Problem Solving: Proactive in identifying issues and implementing solutions.

Application Closing Date
27th December, 2024.

Important Information

• GHIV African PSEA / GBV, and Child Safeguarding policies:  The successful candidate shall comply and promote the PSEA/GBV, and Child safeguarding Policies at all course and all levels.
• Women and Persons Living with Disability (PLWDs) are strongly advised to apply.