Job Description

Job Purpose; 

The HR Coordinator is a strategic planner for all HR functions in Concern Worldwide Ethiopia to ensure that the HR staff and managers deliver best practice in personnel management and establishes Concern Ethiopia as employer of choice within the INGO sector in Ethiopia. He/she will liaise with senior country management team and HR in Dublin and ensure a quality HR service is delivered effectively. This position offers guidance and ensures understanding of the integral components of HR for effective people management in a large scale organisation, requiring excellent systems and monitoring and ensure that Concern Ethiopia HR practices are legally compliant and that the organisation is protected, and instill standards and practices that ensure Concern Ethiopia is truly an equal opportunities employer.

Main Duties & Responsibilities;

• Support management through sourcing and deploying qualified and experienced workforces through implementing effective and transparent recruitment and selection process

• Ensure that professional and consistent recruitment practices are managed in a way that attracts and retains the highest caliber of candidates

• Establish and effectively roll out and deliver an HR Strategy for Concern Worldwide Ethiopia that encapsulates all elements of a professional HR function.

• Ensure that staff are well managed and retain high performers by careful planning, performance management, monitoring of contract end dates and potential gaps/development opportunities.

• Ensure that the HR operations are legally compliant with Ethiopian labour proclamations.

• Ensure data protection and personnel records are maintained to a high standard.

• Report on a regular basis to the CMT/SD on all HR matters to include: training and development, succession planning, recruitment, employee relations, headcount, retention and employee engagement initiatives and Safeguarding.

• Ensure employees have a voice through an effective communication strategy, feedback mechanisms and employee engagement initiatives and are responded to appropriately to ensure positive staff relations. To stay abreast of current and best practices.

• Continually ensure the effective roll-out of organizational safeguarding and gender commitments, ensure Concern is a safe and family friendly organization for all staff. Participate in investigations and complaint response as required.

• Oversee and participate in the Birches salary benchmarking process every two years and prepare the proposals for any staff reward changes in conjunction with the Systems Director.

• Assist the SD in routinely reviewing staff benefit packages such as Per-diem’s and other allowances.

• Assist the SD in relation to HR manual updates.

• Line manage HR Staff ensuring a commitment to best practice and effective systems are in place

• Ensure staff changes are effectively communicated to payroll.

• Monitor and ensure that the performance management mechanisms are effective.

• Ensure that staff development is actualised through planned and strategic training needs analysis, budgeting, planning and delivery which is monitored and responded to accordingly. Ensure that the Concern Learn 365 learning platform is fully utilised. Fully embrace all potential learning in-house, formalise the learning and maintain training records for employees.

• Regularly review and improve the induction and on-boarding experience of new joins, this being a key step in performance management by setting expectations of and for staff.

• Ensure that gender balance is on the agenda and that there are proactive initiatives developed and implemented to address gender imbalance. Explore reasons and opportunities. 

• Champion employee wellbeing initiatives and promote staff resilience, health and safety initiatives. Regularly monitor the work / life balance and culture, respond accordingly. 

Representation and Compliance

• Represent Concern at inter organization meetings, at government offices, serve on committees and tasks forces that are HR related

• Monitor any changes to Government legislation affecting staff, and ensure the dissemination of such information to Senior Management

• Conduct research and analysis of HR related issues; evaluate alternatives and make recommendations for action

 Responding to Emergencies:                                                  

• Participate and contribute as necessary towards Concern’s Emergency response as and when necessary

• Actively contribute in PEER planning developments.

P4

• Uphold and promote the standards of conduct outlined in the Programme Participant Protection Policy, Concern Code of Conduct and associated policies, across the entire Country programme.

• To contribute to the establishment of preventive measures to reduce the potential for abuse in Concern programme (as per P4 section 6).

Gender Equity:

• Provide leadership to demonstrate that Concern strives to become a gender equitable organization with a positive gender sensitive working environment

• Ensure the implementation of Concern’s gender equality strategy in relation to HR policies and procedures

• Lead on the development and implementation of the affirmative recruitment policies in order to improve staff gender ratios within the organization

• Ensure that gender equity is maintained  in training, career promotion, and organizational benefits for female and male staff

• Ensure all new staff are acquainted and familiar with Concern’s gender equality strategy

 Safeguarding

• Ensure implementation of Concern’s safeguarding policies throughout the relevant processes: recruitment; contracting; awareness raising and training; programming; complaints; disciplinary action; and monitoring and review.

Emergency Response

• Concern is committed to responding to emergencies efficiently and effectively in order to help affected people meet their basic needs, alleviate suffering and maintain their dignity. To this end, when emergencies strike and the Ethiopia Programme is to respond, all staff are required to actively participate in the response, regardless of location and contribute to the efforts aimed at achieving the humanitarian objective of the organization.

Accountability

In line with Concern’s commitments under the Core Humanitarian Standard (CHS): 

• actively promote meaningful community participation and consultation at all stages of the project cycle (planning, implementation, M&E); 

• Work with relevant colleagues to ensure that the Complaints and Response Mechanism (CRM) is functional and accessible, that feedback and complaints are welcomed and addressed; 

• work with relevant colleagues to ensure that information about CRM, safeguarding and expected staff behaviour is disseminated among programme participants and communities. 

Gender Equality

• Demonstrate understanding of Concern Ethiopia’s Gender Equality Strategy

• Contribute to ensuring that Concern Ethiopia is a place where men and women are treated equally and with  dignity and respect

• Demonstrate gender equality awareness and gender sensitivity and an ability to integrate a gender equality perspective into tasks and activities.

Job Requirements

Person Specifications;

• Master’s degree in Human Resources/Business Administration or relevant discipline, with specialisation in Human Resources; or

• Bachelor’s degree and post-graduate diploma in HR Management and at least 7 years’ experience of which at least 3 years of HR management experience.

• Or at least 6 years’ experience managing a busy HR department

• Previous experience in an international NGO

• Excellent interpersonal and communication skills and excellent computer skills

• Good organisational skills and an ability to multi-task

• Confidentiality, integrity and ability to handle sensitive situations.

What We Offer

• A competitive salary and benefit package

• Excellent medical benefits (100% cover including dependents)

• 20 days annual leave

• 26 weeks (paid) maternity leave, 18 weeks (unpaid) parental leave

How to Apply

Interested applicants can apply using THIS LINK

Safeguarding at Concern: Code of Conduct and its Associated Policies

Concern has an organisational Code of Conduct (CCoC) with three Associated Policies; the Programme Participant Protection Policy (P4), the Child Safeguarding Policy and the Anti-Trafficking in Persons Policy. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organisation, and the standards of behaviour expected of them. In this context, staff have a responsibility to the organisation to strive for, and maintain, the highest standards in the day-to-day conduct in their workplace in accordance with Concern’s core values and mission. Any candidate offered a job with Concern Worldwide will be expected to sign the Concern Staff Code of Conduct and Associated Policies as an appendix to their contract of employment. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies. Additionally, Concern is committed to the safeguarding and protection of vulnerable adults and children in our work. We will do everything possible to ensure that only those who are suitable to work or volunteer with vulnerable adults and children are recruited by us for such roles. Subsequently, working or volunteering with Concern is subject to a range of vetting checks, including criminal background checking.

Female candidates and person with disability are highly encouraged to apply.

Only short listed candidates will be contacted