HUMAN RESOURCES MANAGER
CALL FOR APPLICATIONS – HUMAN RESOURCES MANAGER
About Catholic Relief Services (CRS)
The CRS Zambia country program was established in 2000, and administers a varied and diversified portfolio of nutrition, health systems strengthening, food security, economic growth and livelihoods, orphans and vulnerable children (OVC) research and HIV and AIDS programs. Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas.
Under the supervision of the Head of Operations (HoOps), this position exists to support the attainment of Country Program objectives through the provision of dedicated quality HR services, professional advice, and ensuring HR systems, policies and procedures are developed and implemented in line with organizational vision, mission, and strategic objectives.
PRINCIPAL ACCOUNTABILITIES/KEY RESPONSIBILITIES
- Human Resources Policies and Procedures
The incumbent will assess effectiveness of current HR policies/procedures and recommend changes to improve alignment with business needs, manage risk, and remain in line with agency and local government changes. He/she will advise managers on the interpretation/application of HR policies and procedures to ensure compliance with agency, donor, and local legal requirements.
- Strategic Human Resources Management
The Incumbent will support the agency’s Human Resources strategy and develop and ensure HR policies, procedures, systems, and processes align for all HR functional areas and that programs are in line with agency values and principles.
- Talent Acquisition and Management
Incumbent will work with hiring managers to source, recruit, and retain high quality staff aligned with agency vision, mission, and values. The Human Resources Manager will confer with management and supervisors to identify human resource needs, job specifications, job duties, qualifications and skills, team fit, and weighted criteria for evaluating candidates for open positions. He/she will identify best advertising sources for recruitment and suggest their placement in various media. The incumbent will ensure appropriate reference and background checks are carried out for new hires and results are reported back to hiring managers. The Human Resources Manager will also manage documentation for offers for new hires.
- Training and Development
The incumbent will develop staff training and retention strategy in consultation with ELT, SMT, the region, and HQ Talent Acquisition Group and guide and train managers/supervisors on best practices in talent acquisition and retention. He/she will support, implement, and evaluate programs and processes for succession planning, talent mapping, and leadership development and also support SMT in reviewing performance of CP, identifying staff training needs mostly from the performance appraisals and what trainings are required to achieve goals or other training needs highlighted.
- Performance Management
It is the responsibility of the Human Resources Manager to ensure all phases of the performance management system are implemented according to agency guidance, i.e. performance and development planning, coaching, assessment, mentoring, and career planning. And also promote a culture of high performance and accountability for outcomes. He/she will ensure agency orientation/on-boarding system for national and international staff and provide region- and country-specific information for the orientation manual and orientation package/session.
- Compensation and Benefits
Incumbent will ensure salaries and benefits are appropriately budgeted for in projects, proposals, and country program-level budget. He/she will regularly review national staff compensation packages to ensure that salaries and benefits are competitive with targeted industry and in collaboration with HoOps, review job and salary banding systems to ensure salaries are managed based on job content and that merit pay systems are fair and based on performance. The Human Resources Manager will monitor industry salary and benefit levels and movements and recommend adjustments when necessary to ensure competitive positioning.
- Employee Relations, Activities and Wellness
He/she will support supervisors and senior staff to deal firmly and promptly with performance issues and establish an effective approach to employee relations, including staff communications, employee engagement, conflict resolution, and employee recognition and feedback programs.
He/she will ensure personnel files are complete with all staff-related documentation and employment records as required per CRS, donor, and local law and ensure job descriptions are up to date and responsibilities. The incumbent will ensure HR database is maintained up to date with all relevant information and ensure proper internal control for all human resources issues. He/she will address HR audit issues and lead the closing of any HR Audit findings, annual auditing and centralize document processing.
The incumbent will develop and maintain proper and health working relationship with stakeholders i.e. Ministry of Labour, NAPSA, ZRA and other service providers, and network with other comparable institutions on human resources issues.
- HIV/AIDS in the Workplace Responsibility
The incumbent will facilitate and ensure administration of the workplace policy and develop, update and distribute a list of HIV support service centers/providers that staff can access for HIV information and care. He/she will chair and organize regular HIV workplace committee meetings and ensure that CRS/Zambia is complying with the global and local HIV in the workplace policy.
- Supervisory Responsibility
It is the responsibility of the Human Resources Manager to develop direct reporting staff, namely Human Resource Officers.
QUALIFICATIONS AND EXPERIENCE
- Bachelor’s Degree in Human Resources Management or related Social Science required. A Master’s Degree in Human Resources Management or equivalent preferred.
- Associate Membership to the Zambia Institute of Human Resources Management (ZIHRM) with at least 7 years’ relevant work experience in a reputable organization.
Excellent knowledge of HR management best practices as an HR Generalist, including organizational development.
- Sound knowledge of local labor laws and ability to understand and interpret legislative and policy issues.
- Good coaching and mentoring skills, good analytical skills with ability to make sound judgment and decisions, good planning, monitoring and organizing skills and experience, able to maintain confidential information, results-oriented and ability to work with minimum supervision.
- Ability to use MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing Applications, HRIS.