Human Resource Manager

CHILD SAFEGUARDING:

Level 3: the role holder will have contact with children and/or young people either frequently (e.g. once a week or more) or intensively (e.g. four days in one month or more or overnight) because they work in country programs; or are visiting country programs; or because they are responsible for implementing the police checking/vetting process staff.

ROLE PURPOSE:

The Human Resource Manager is responsible for effective management and delivery of the human resources and administration services, policies and procedures of Save the Children in Pakistan CO. The post holder will be responsible for the design, implementation and monitoring of the end-to-end human resources, administration processes and systems in the country while ensuring efficiency and compliance with Save the Children standards and local laws and practices.

In the event of a major humanitarian emergency, the role holder will be expected to work outside the normal role profile and be able to vary working hours accordingly.

KEY AREAS OF ACCOUNTABILITY:

Staff Recruitment, Selection and Placement:

• Conducts in job evaluations especially for new positions and ensures an objective deliberation of the job grade


• Supervises the execution of an objective, effective and efficient recruitment, selection and placement system necessary to attract and place a superior workforce. The process shall cover hiring and selection of internal and external candidates consistent with the operating and strategic plan, staffing plan and competency framework, and using processes that provide opportunities for growth to staff, and observes good practices such as using cost-effective sourcing strategies and work history and background checking.


• Manages the preparation, release and understanding of employment contracts for open-ended, fixed term and casual staff and communication of the same for acceptance by selected candidate. On an on-going basis, ensure that all active staff have active contracts

Manage staff on-boarding:

• Develop and Implement plan for new employee induction and orientation at all levels and subsequent follow-up on progress of new recruits in their jobs through the induction & probation period including identification of any training needs to complement the learning on the job


• Update CO on-boarding program and ensure all new hires receive the induction following SCI guidelines and ensure all new hires receive online mandatory induction training.

Manage and effective Roll out of Performance Management System:

• Ensure CO is aligned with Develop to Perform (DtP) approach in a consistent way.


• Build capacity of Staff and HR Team with the DtP approach and monitor its implementation.


• Ensure identified development needs are addressed especially for CO critical roles.


• Provide support in work-force assessment activities of the organization by assessing job descriptions in line with the current & proposed workload and support the implementation of the same.


• Ensure Probation evaluation, Mid- year Evaluations and Annual Performance review is conducted as per policy and procedure.

Ensure consistent Implementation of HR Policies and procedures:

• Review the policies and procedures to ensure policies are legally compliant and contribute towards the creation of a culture that is aligned with the strategy and objectives of the organization.


• Provide support to managers and staff on interpretation and application of policies and procedures and on other HR related matters


• Ensure fair and consistent implementation of human resources policies and procedures


• Ensure appropriate and adequate emergency HR procedures are detailed in the Emergency Preparedness Plan in order to enable rapid scale up

Manage Disciplinary and Grievance Mechanisms:

• Monitor and advise on disciplinary matters in accordance with established policies and procedures and Local Labour Law


• Guide managers and employees in resolving employee relations issues by providing effective conflict resolution and coaching to with the ultimate goal of turning employee behavior around.


• Recommend solutions and works with department and staff to ensure problems are corrected and departments are advised of corrective measures to prevent recurrences


• Provide training and direction to Managers in developing procedures to comply with grievance and appeals requirements

Providing Technical Staff Safeguarding support:

• Work Closely with ARO safeguarding focal point to review and update SC safeguarding policies and procedures to ensure compliance with SCI safeguarding standards and relevant legislation and policies.


• Act as a source of support, advice and expertise for all staff


• Ensure each employee has access to, and understands, the Anti-Harrasment, imitimidation and bullying policies and procedures, especially new hires.

Manage staff Learning & development:

• Ensure training and availability of appropriate professional development opportunities for staff


• Administer across-agency or management/non-technical staff development programs e.g. management, supervision, communication, gender etc.


• Facilitate non-formal capacity building initiatives like exposure/cross visit, special assignment, e-learning etc.


• Responsible on administering and updating e-learning platform/Learning Management System (LMS) and promote this to all staff


• Compile and classify staff development needs from staff annual appraisal and program detailed implementation plan for an annual staff development plan, including resource allocations and coordinate implementation.


• Work closely with budget holders to ensure dedicated budget for staff development.


• Coordinate and monitor Learning & Development budget spending and work closely with Award and Finance team to ensure that budget has made available by each project.


• Ensure that staff development needs are in line with current and future program and organizational demands.


• Contribute to ensuring robust learning culture where teams and individual staff can share openly successes and failures for continuous improvement at organisational and individual levels.

• Manage the Knowledge Management Initiatives within Save and work as the functional point persons


• Continuously explore opportunities for informal on-the-job learning to enhance self and team development process and support sectors to take initiative on that.


• Develop a strategy for talent development and retention, taking into account principles of diversity and inclusion.


• Orient concerned managers facilitate talents identification process within the organization and support the development plan of individual talents.

Staff wellbeing

• Facilitate the administration of Staff Wellbeing initiatives and promote staff engagement.

Overseeing Compliance matters and HR Database Management :

• To ensure legal compliance in terms of the prevailing Labour Laws in all aspects of HR operations and to keep the management updated on latest changes in law which may have an effect on organisational policies and procedures


• Responsible for quarterly HR reports, score cards & KPI reporting, TE reporting or any other audit requirement;

• Responsible for the confidential management of employee’s records /personal files and develop, maintain and update the HRMIS system for better decision making, HR planning and personnel records

Administrative support Function:

• Supervise administrative function to ensure the smooth import of capital assets


• Oversee the overall maintenance of the office premises, facilities assets and equipment (physical work environment) and ensure that these are secure and efficiently utilised


• Oversee the annual preparation of the renewal of licenses and permits in coordination with the Admin Coordinator


• Ensure the support to sub-offices with operations support are provided appropriately


• Ensure logistical support are provided effective and efficient


• Ensure appropriate insurance cover is in place and organizational risks are minimized considering suitability and types of cover available


• Review and assess running costs in order to make saving and or upgrade as needed

Any other task assigned by Supervisor/Sr. Management team;

BEHAVIOURS (Values in Practice)

Accountability:

• Holds self accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children values


• Holds the team and members accountable to deliver on their responsibilities - giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved


• Creates a managerial environment to lead, enable and maintain our culture of child safeguarding.

Ambition:

• Sets ambitious and challenging goals for themselves and their team, takes responsibility for their own personal development and encourages their team to do the same


• Future orientated, thinks strategically and on a country wide/global scale

Collaboration:

• Approachable, good listener, easy to talk to


• Builds and maintains effective relationships with colleagues, Members and external partners and supporters


• Values diversity and different people’s perspectives, able to work cross-culturally.

Creativity:

• Develops and encourages new and innovative solutions


• Cuts away bureaucracy and encourages an entrepreneurial approach

Integrity:

• honest, encourages openness and transparency, builds trust and confidence displays consistent excellent judgement

QUALIFICATIONS

• Bachelors Preferably Masters degree in management/business administration/Human Resources or equivalent

EXPERIENCE AND SKILLS

Essential

• Minimum of five to seven years of experience in HR preferably in an international or leading national organisation.


• Substantial experience in talent management and learning and development.


• Expereince in Managing, workplace investigations, workplace Disciplinary and Greivances cases.


• Understanding on HR Policies and global best practices aroud Child Safeguarding and Workplace Harrasment and Bullying.


• Proven track record in developing, implementing and evaluating leadership development programmes.


• Demonstrated ability in implementation of talent management approaches and supporting learning on the job or other experience-based learning.


• Demonstrated ability to work in multi-cultural situations and/or multi-locational settings using a collaborative approach.


• Effective negotiation skills, diplomatic skills and cultural and political sensitivity.


• Proven ability to handle challenging work load.


• Excellent people and written and verbal communication skills.


• Fluency in English

Additional job responsibilities

The duties and responsibilities as set out above are not exhaustive and the role holder may be required to carry out additional duties within reasonableness of their level of skills and experience

Equal Opportunities

The role holder is required to carry out the duties in accordance with the SCI Equal Opportunities and Diversity policies and procedures.

Child Safeguarding:

Creates a managerial environment to lead, enable and maintain our culture of child safeguarding

Health and Safety

The role holder is required to carry out the duties in accordance with SCI Health and Safety policies and procedures.

NOTE: As the position advertised is for Emergency response; to fill the position on urgent basis, position might close before due date.