HR Manager - Talent Acquisition, Learning & Talent Development

 

TITLE: HR Manager - Talent Acquisition, Learning & Talent Development TEAM/PROGRAMME: Human Resources LOCATION: Port Sudan  GRADE: 3

CONTRACT LENGTH: One year

 

CHILD SAFEGUARDING: 

Level 3:  the post 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 country programs; or are visiting country programs; or because they are responsible for implementing the police checking/vetting process staff.

 

ROLE PURPOSE:  

The HR Manager is in charge of planning, developing, and implementing an effective Talent Acquisition strategy including finding, recruiting, hiring and retaining talented candidates for SCI   Sudan. He/she will also be supporting the field offices recruitment and supporting and advising field offices and in terms of recruitment and compliance to policies in recruitment. 

 

This role will have a specific focus on management of Learning & Development plans and initiatives across the country program. Moreover, she/he will be responsible for overseeing the effective implementation of Develop to Perform system for SCI- Sudan.

 

SCOPE OF ROLE: 

Reports to: Director of Human Resources 

Staff reporting to this post: HR Assistant

Role Dimensions: Country office members : SMT & ESMT, Hiring Managers, Training providers

 

KEY AREAS OF ACCOUNTABILITY:

 

Supports the Director of HR with Strategic Human Resources Planning

• Supports the Director of HR in Designing and managing staffing strategies to ensure that the organization acquires and retains a qualified workforce capable of meeting organizational challenges in both development and emergency contexts 
• Supports the Director  of HR in providing a generalist HR service to managers across a full range of HR issues, handle and advise on involved people management issues.
• Works with Country Office Head of departments, program managers to review staffing structures, grading, job profiles, and evaluations. 
• Coordinates follow-ups on HR annual action plans implementation of HR Manual, service level agreement, and coordinate HR audits. 
• Proactively contributes to the development and review of HR policies, procedures, guidelines, and business processes, to ensure that everything we do is efficient, cost-effective, and legally compliant.
• Supports the Director of HR in identifying strategies and formulation of policies that promote and are not limited to reward and compensation, employee retention, succession planning; workforce planning; career progression.
• Supports director of HR in establishing HR departmental measures that support accomplishing the organization's strategic goals.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.

 

Human Resources Administration Management

• Contributes to the promotion and development of Regional and Global HR network.
• Ensure implementation of HR systems, policy, and practice in key HR areas such as recruitment (surge capacity), induction, training, performance management, and well being
• Provides operational HR support with local recruitment, induction, discipline, and grievance issues
• Makes use of all available policy, practice, checklists, and guidelines (HR minimum standards, emergencies HR toolkits) and ensure Save the Children good practice is in place
• Oversee effective and efficient use of Oracle Recruitment Cloud (ORC) for talent acquisition and employee management to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
• Guides on HR issues, policy interpretation, problem resolution, and compliance with organizational standards and labor law.
• Acts as a focal point for inducting all new international staff and visiting consultants, including on their requirements for alien registration, stay visas, work permits, ID cards, etc. in coordination with Liaison Officer & Risk & Compliance Director 
• Supports Director of HR in negotiations related to HR contracts (payroll, health, and safety, etc.) with legal advisors to secure the organization's interests.

 

Recruitment Process for national and international non-SMT staff 

• Coordinates the recruitment process with HAC Labour Department and provides technical support to hiring managers. This includes: coordinate job advertisements, prepare venues for written test and oral interviews, update hiring line managers/Units and departments with dates and time, prepare new selected candidate letter of offer, contract of employment and have them signed by CD and endorsed by HAC Labour Department. 
• Updates and share a comprehensive recruitment tracker with the director of HR, SMT, and other relevant Units and Departments.
• Ensures all recruitment processes follow the safe recruitment standards, including Job Descriptions Child Safe Guarding leveling and specific responsibilities, CSG policies, and code of conduct dully shared and signed CSG face-to-face training the first three months of hire.
• Assists the director of HR and relevant hiring managers coordinate shortlisting, written tests, and oral interviews for non-SMT international staff and keep proper records.

 

Child Safeguarding & Safeguarding framework recruitment focus follow up duties

• Ensures compliance with Save the Children policies and practice concerning child safeguarding, code of conduct, health and safety, equal opportunities, and other relevant policies and procedures in all practices
• Ensures all selected candidates to SC employment opportunities are not potential child abusers, and they have a considerable level of knowledge on Child Safeguarding.
• Facilitates induction to new staff on Anti-harassment and ensuring the signature of the policy
• Takes the necessary steps implemented within the CO / RO before any contractual agreement to ensure that all employees, consultants, volunteers, and secondees are vetted before working at SCI. (checked against sanctions lists)  

 

Manage employee on-boarding:

• Ensure SCI Sudan has robust and comprehensive induction program for new joiners and all new joiners receive the induction and mandatory trainings within first month.
• Maintain the records of staff inductions for tracking and compliance purpose. 
• Lead and conduct periodic refresher training
•  Ensure that the mandatory trainings and other key trainings are contextualized to the lower-level staff.

 

Learning and Development:  

• To identify the learning gaps both for individual staff and teams and provide technical support in addressing these gaps with through learning and development mechanisms
• Work with the HR Director and Head of department to prepare the L&D Plan for employees, in coordination with the  SMT and people’s managers.
• Lead the provision of good quality and appropriate learning, training, and development for agreed staff groups, including current learning and development programmes such as Managing for High Performance, Leading for high performance and Leadership Development Programme, Mentorship Programs and SHIP. 
• Ensure that Learning and Development plan are properly budgeted in implemented as planned in the annual L&D Plan/Calendar.
•  Managing Learning Management System (LMS), generates reporting and analyse training statistics to ensure compliance and effectiveness.
•  Facilitate and promote in house training programmes as per TNAs conducted. 
• Carry out assessment and review of impact of L&D activities on individual, project and organizational goals.
•   Support the Director of HR in the Talent Development initiatives such as talent management, development of individual development plans to nature national talents at management and leadership level. 
•  Review the training & development requests and recommend for HR Director and CD for approval in line with the organization policy.

 

Staff Wellbeing & work-life balance initiatives 

• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote high employee morale and motivation. 
• Conducts periodic surveys to measure employee satisfaction and employee engagement. 
• Identifies and monitors the organization's culture to support its goals and promotes employee satisfaction, including work-life balance and staff wellbeing.
• Assists director of HR in managing organization-wide committees, including the wellness, training, environmental health and safety, activity, and culture and communications committees.

BEHAVIOURS (Values in Practice)

Accountability:

• holds self-accountable for making decisions, managing resources efficiently, achieving and role modeling Save the Children values
• holds the team and partners 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.

Ambition:

• sets ambitious and challenging goals for themselves and their team takes responsibility for their personal development and encourages their team to do the same
• widely shares their unique vision for Save the Children, engages and motivates others
• future-orientated thinks strategically and on a global scale.

Collaboration:

• builds and maintains effective relationships with their team, colleagues, Members and external partners, and supporters
• values diversity sees it as a source of competitive strength
• approachable, good listener, easy to talk to.

Creativity:

• develops and encourages new and innovative solutions
• willing to take disciplined risks.

Integrity:

• honest, encourages openness and transparency; demonstrates highest levels of integrity

 

QUALIFICATIONS   

Master's degree in Management, Human Resources Management, Business administration, Social sciences, or other related fields from an accredited university.

EXPERIENCE AND SKILLS

Essential

• Prior 5-8 years' experience at HR management level
• Proven operational HR track-record – experience of providing a senior generalist HR service to managers across a full range of HR issues
• Excellent skills in handling and advising on complex people management issues
• Experience of and well-developed skills in recruitment and selection
• Good attention to detail
• Understanding staff care for humanitarian staff, in particular approaches to welfare, stress, R&R, and debriefing
• Excellent skills in Microsoft Excel/Word. 
• Good facilitation skills and ability to deliver induction briefing/training
• Strong communication (written and spoken), and interpersonal skills in English, with experience in managing multicultural teams.
• Fluent in English and Arabic.

 

Desirable

• NGO experience within a complex country program in emergency response/humanitarian environments.
• Experience of working in remote bases or exposure to a different experience with limited infrastructure and direct support.

Additional job responsibilities

The duties and responsibilities as set out above are not exhaustive. 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 must carry out the duties following the SCI Equal Opportunities and Diversity policies and procedures.

Child Safeguarding:

We need to keep children safe, so our selection process, which includes rigorous background checks, reflects our commitment to protecting children from abuse.

Health and Safety

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