Human Resources Director at Save the Children

SCOPE OF ROLE: 

As a member of the Senior Management Team (SMT) in the Sudan Country office, the Director of Human Resources shares in the overall responsibility for the direction and coordination of the Country Office (CO).  The HR director has ultimate responsibility for all people-based activity within the organization from both an operational and strategic perspective in Matrix structured organization. S/he is involved in many areas, such as resource planning and recruitment, training, managing a variety of employee relation issues and being the first point of contact for all employee related issues. The Director of Human Resources in his/her capacity will be accountable for the provision of effective HR services in both emergencies and development programming contexts. As member of the SMT, the position holder is also expected to play a significant role in ensuring gender equity among staff is maintained across the organization.

Reports to: Country Director

KEY AREAS OF ACCOUNTABILITY:

As a member of the Senior Management Team, contribute to:

• Leadership of the Sudan Country Office
• Support the development of an organisational culture that reflects our dual mandate values, promotes accountability and high performance, encourages a team culture of learning, creativity and innovation, and frees up our people to deliver outstanding results for children and excellent customer service for our members and donors
• Help design and implement a coherent organizational structure that is consistent with agency practices and appropriate to program needs
• Help establish, maintain, and improve active and regular working relationships with: host government authorities, partner agencies including humanitarian and development donors, and local and international NGOs
• Ensure the Sudan Country Office complies with all Save the Children Management Operating Standards and Standard Operating Procedures
• Ensure that all required support is provided promptly, at scale and in line with the rules and principles during emergencies, working closely with the Regional Office
• Work with SMT for creating a diverse and inclusive organization that can better attract and develop the strongest global talent; nurture world class creativity and innovation; and understand and relate to our beneficiaries and their communities

Policies and Procedures

• Supervise the Human Resources function to ensure that advice and support are provided to managers and staff on interpretation and application of policies and procedures and on other HR related matters
• Supervise the development of dual mandate HR practices and processes aligned with the organisation’s overall strategy and SCI MOS to meet the evolving needs of the organisation
• Ensure appropriate and adequate humanitarian HR procedures are detailed in the Country Office Humanitarian Preparedness Plan in order to enable rapid scale up 
• Facilitate the HR aspects (such as deployment mechanisms) of Sudan's Humanitarian Response Team
• Provide ethical oversight and leadership across the Country Office
• Ensure that staff and Save the Children Associates are aware of and adhere to the Child Safeguarding Policies
• Support in establishing goals or principles regarding a staff that is diverse in race, ethnicity, gender, age, and disability and take a leading role to play in implementing the policies and goals. 

Child safeguarding

• Oversee that the organization recruit only representatives who are suited to work with children and to apply strict child safe recruitment practices
• Ensures that everyone associated with the organisation is aware of their obligations and responds appropriately to issues of child abuse and the sexual exploitation of children. 
• Support the Child Safeguarding Manager to ensure the country Offices establish and maintain systems which promote awareness of Child Safeguarding, enable the prevention of harm, facilitate the reporting of and responding to safeguarding concerns.

Staff Recruitment and Retention

• Ensure appropriate recruitment, retention and succession of staff including orientation programmes; design and implementation of compensation and performance management systems relevant for both development and emergencies, and career development for staff 
• Ensure through thorough review that employment terms, conditions and practices are fair, consistent, compliant with labour law and Save the Children human resource policies and best practice, and appropriate to the context
• Prepare terms and conditions of employment and issue all employment and consultancy contracts in compliance with Sudan Labour Law and regional HR best practices
• In collaboration with Director of Finance, ensure maintenance of updated information on staff salaries, allowances and income tax calculations in compliance with current laws and regulations

Performance Management and Staff Development

• Develop a culture of performance management across the organization, where staff are held accountable and rewarded for high performance
• Lead implementation and maintenance of performance management system that is in alignment with organizational goals
• Ensure that performance reviews are conducted regularly by supervisors; provide training and advise to managers on effective implementation of performance management
• Analyse on an ongoing basis the organisational staffing profile and, in conjunction with senior managers, advising on job holder competencies and skills in light of changing contexts and content
• Providing guidance on staff capacity building and in formulating the annual training calendar, and offering expert facilitation of in-house training programs such as performance management workshops and orientation programmes
• Ensure that staff have access to HR guidance on individual development opportunities arising from performance review feedback and personal career development interests
• Monitor and advise on disciplinary matters in accordance with established policies and procedures
• Mediate conflict, grievances and harassment cases

Legal issues Management

• In coordination with Director Risk, Compliance, ensure that the legal advisor delivers a reliable, accurate, timely and well-informed advice to HR Department and the Senior Leadership Team on legal issues and the potential legal implications related to HR/staff. 

Staff Management, Mentorship, and Development – Human Resources

• Ensure appropriate staffing within Human Resources 
• Ensure that all HR staff understand and are able to perform their roles in an emergency
• Manage the HR team; define expectations, provide leadership and technical support as needed, and evaluate direct reports regularly
• Ensure the recruitment, training, and promotion of staff as appropriate and ensure availability of appropriate professional development opportunities for staff
• Incorporate staff development strategies and Performance Management Systems into team building process.  Establish result-based system and follow up
• Manage the performance of all staff in Human Resources work area through: 
• Effective use of the Performance Management System including the establishment of clear, measureable objectives, ongoing feedback, periodic reviews and fair and unbiased evaluations;
• Coaching, mentoring and other developmental opportunities;
• Recognition and rewards for outstanding performance;
• Documentation of performance that is less than satisfactory, with appropriate performance improvements/ work plans

In order to be successful, you will bring/have:

Essential

• Master’s degree in Management, Human Resources Management, Business administration, Social sciences, or other related field from renowned and accredited University 
• 12 years relevant progressive experience out of which 5 years in senior leadership position in a corporate or an NGO environment, including experience in the development of strategic and operational support services plans and their implementation in a professional work environment over a sustained period of time
• Extensive knowledge in designing and implementing HR strategy for the organization, as well as policies and procedures 
• Extensive experience in managing a function in large and complex organization
• Solid experience in capacity building and setting frameworks for staff development;