Human Resource Manager Job CORUS International

Corus unites an array of nonprofit organizations and businesses, each with specialized expertise in health, economic development, impact investing, humanitarian assistance, and technology for development. Alongside communities and local partners in fragile settings, our expert teams integrate disciplines, approaches and resources to overcome poverty and suffering for those living in the world’s toughest and most difficult circumstances across Africa, Asia, Latin America and the Caribbean, and the Middle East. Our traditional and nontraditional approaches bring together the multi-dimensional, holistic solutions needed to truly achieve lasting change.

Job Summary

Reporting to the GHRBP Africa/EMEA, the position holder will support with HR and administration, assuring the quality, impact and effectiveness. S/he will update and oversee the implementation of policies, procedures and systems for administration and HR. This role will primarily work with the GHRBP in providing day-to day HR generalist role (estimated 30% effort), additionally, support the Global HR team – GHR AVP and CGA Technologies on HR matters (estimated 70% effort). S/he is expected to work closely with the CGA Chief Financial Offer, Financial Controller and Finance Officer, as well as CGA’s Managing Director.

HR Change Management – 20%

• Manage change-management across CGA to ensure HR best-practice
• Identify and advise on HR matters relevant to CGA, drawing on guidance from Corus HR technical expertise and CGA Management

Recruitment, Development, and Management – 30%

• Work with hiring managers to source, recruit, and retain high quality staff aligned with organization’s vision, mission, and values.
• Work 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.
• Ensure an HR representative participates in hiring committees for all positions.
• Ensure appropriate reference and background checks are carried out for new hires Manage documentation for offers for new hires
• Initiate and follow up on reference checks, ensure that other background checks e.g. Bridger are performed before offers are send to successful candidates.
• Oversee the orientation/on-boarding of staff including providing the region and country-specific information for the orientation of new staff
• Ensure job descriptions are up to date and responsibilities and performance expectations are clearly communicated.
• Ensure all phases of the performance management system are implemented according to organizational guidance including probation and annual performance evaluation.
• Manage staff training and provide relevant support to all training interventions

Payroll, Compensation and Benefits – 20%

• Working closely with GHRBP, handle compensation review process including salary surveys and preparation of compensation schedules
• Responsible for staff payroll other benefit processing and management including; payroll update, working closely with Finance support with annual statutory returns including tax, national pension and hospital fund..
• Manage staff benefits and act as the key liaison person with the insurance companies with regards to Medical and any other Insurances, in coordination with CGA Finance Officer
• Leave management-Ensure appropriate leave authorization and administration as per policy
• Ensure proper leave records are maintained

Employee Relations, Activities, and Wellness -20%

• Counsel and advice staff on personal and work-related issues including providing guidance and direction to management team and employees on human resource related topics.
• Assist Regional HR and CGA Management in disciplinary management, follow up and documentation.
• Manage and embed agreed Corus processes and policies across CGA
• 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.
• Advise managers on the interpretation/application of HR policies and procedures to ensure compliance with organization, donor, and local legal requirements.
• Liaise with local legal counsel to consult on HR issues as needed.
• Consult and advise senior managers on highly confidential and complex human resources and employee relations issues.
• Support supervisors and senior staff to deal firmly and promptly with performance, discipline, and grievances issues.
• Establish an effective approach to employee relations, including staff communications, employee engagement, conflict resolution, and employee recognition and feedback programs
• Advise management and supervisors on disciplinary action process Oversee the implementation of the staff wellbeing policy

Personnel Administration and Documentation – 10% LOE

• Staff record management – Manage and update HRIS e.g. EDSS, ADP, ApplicationPro and Culture Amp etc.
• Ensure personnel files are complete with all staff-related documentation and employment records as required per Corus, donor, and local law.
• Monitor, initiate, and prepare staff employment contracts; and the termination and separation clearance process up to file closure
• Ensure HR records are maintained up to date with all relevant information
• Ensure proper internal control for all human resources issues.  Address HR audit issues and lead the closing of any HR Audit findings.

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