Oversees the human resources responsibilities and activities of an organization. Manage recruitment processes, staff contract management, employee relations, regulatory compliance, and training and development. To ensure that Concern’s personnel policies and procedures are implemented consistently throughout each programme in order for Concern to achieve its objectives; ensure consistent, transparent, fair and equal employment opportunity for all, ensure competent package and conducive working environment that attracts and retains competent professionals.

Main duties & Responsibilities:

Human Resources Management

Recruitment:                                                             

• Assist line managers to draw up relevant job descriptions and person specifications that fits into the requested job;

• Directly involve and support the HR team during recruitment and selection whenever necessary;

• Lead and participating in short listing, testing and interview of positions whenever necessary;

• Ensure new employees are familiar with all Concern employment procedures and the contents of the HR manual and ensure updated versions of the handbook are circulated to all staff on bi-annual basis;

• Provide briefing on PDR for new staff members and assist existing staff in completing their PDR;

• Organizing induction programs for new staff joining Concern in consultation with concerned departments;

Staff Contract Management:

• Make sure that the new staff has signed on Code of Conduct and associated policies including completing personal history form;

• Ensure that job description is signed by the new staff and line manager;

• Maintain and update all official personnel files and records for head office and programs on a regular basis;

• Renew staff employment contracts accordingly and follow up staff contracts that are on probation and temporary basis;

• Ensure new employees are familiar with all Concern employment procedures and the contents of the HR manual and ensure updated versions of the handbook are circulated to all staff on bi-annual basis.

Training & Development:

• Facilitate and organize local and overseas staff trainings;

• Advise on individual learning plans

• Produce training materials for in-house courses

• Support the senior HR officer in monitoring and reviewing the progress of trainees through questionnaires and discussions with managers

• Maintain, update and tracking staff trainings and development information and records;

• Help line managers and trainers solve specific training problems, either on a one-to-one basis or in groups

• Ensure all duties are carried out in accordance with Health & Safety regulations as given in Health & Safety Manual

• Assist the Senior HR officer on implementing the internship program of the organizations

Managing Staff Complaint:

• Receive any salary or staff benefits complaints and work closely with the concerned department until the raised complaint is resolved.

• Assist the senior HR officer to manage complaints in accordance with the Human Resources Manual.

• Liaise with complainants in a sensitive and appreciative manner.

Reporting:

• Maintain and regularly update human resources database and prepare monthly head count report

• Provide timely update to relevant departments particularly finance of any staff changes such as employment, promotion, resignation, transfer etc;

• Provide timely update on the recruitment status and circulate the information to the relevant departments. 

• Preparing weekly and monthly HR report as required.

Others:

• Make sure that staff are registered and covered by pension fund as per government pension law.

• Maintain and keep track of leave records and balances.

• Ensure that all new staffs have filled ID forms and make sure every staff has the organisation’s ID card.

• Provide support and advice to field office HR Officers for any HR related issues;

• Keep always information of HR department confidential

• Update CV banking regularly

• Create CV pool system that can be used for emergency recruitment

• Make sure that data of staff family/dependents proper utilization of the medical scheme

• Perform any assignment given by immediate supervisor

Gender Equity         

• 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

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.

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 Ethiopian 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.

Safeguarding

• Able to seek appropriate advice and report concerns, and feel confident that they have been understood.

• Understands local safeguarding structures and arrangements.

• Practises in a manner that seeks to reduce the risk of abuse, harm or neglect.

• Identifies and refers to appropriate services any other associated persons including carers, family members and children at risk.

• Able to document safeguarding concerns, and maintain appropriate record keeping, recording the wishes and views of the adult or child at risk, differentiating between fact and opinion.

Job Requirements

Personal specification

Essential:

Qualification and Experience

• BA/BSc degree in Human Resource Management, Business Management, Public Administration or relevant field with minimum 4  years’ experience; or

• MA is advantageous with 2 years’ experience

• Min 2 years NGO experience

Desirable

• Ability to Self-management

• Communicating and working with others

• Leadership

• Ability to work with minimum supervision; 

• Ability to multi-task and work within deadlines;

• Proficient in use of Microsoft applications, including Word, Excel, PowerPoint & Outlook (or similar software);

• Knowledge of databases and skills needed to access, assess, and analyze information; Basic analytical and statistical skills

• Good Knowledge of HR practice, policy and procedures

• Understanding of Ethiopia labor law

• Professional experience related to Human Resource Management in NGO setting

• Knowledge of international humanitarian standards for Human Resource Mgt.

• Fluency in English & Amharic, other local languages will be an asset

Competencies:

• Managing your self

• Communicating and working with others

• Leadership

• Delivering Results

• Planning and Decision making

• Creativity and Innovation

• Change management

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 should send non-returnable C.V., application letter outlining how their experience and education fit this vacancy, please note that no need to submit your supporting documents at this stage:

Interested applicants should apply through THIS LINK

Only short listed candidates will be contacted

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.

Women and people with disabilities are particularly encouraged to apply