Position: Country Human Resource Manager
About RI: Relief International is a leading nonprofit organization working in roughly
20 countries to relieve poverty, ensure well-being and advance dignity.
We specialize in fragile settings, responding to natural disasters,
humanitarian crises and chronic poverty.
Relief International combines humanitarian and development approaches
to provide immediate services while laying the groundwork for long-term
impact. Our signature approach — which we call the RI
Way—emphasizes local participation, an integration of services, strategic
partnerships and a focus on civic skills. In this way, we empower
communities to find, design and implement the solutions that work best
Reports to: Country Director, with technical supervision from the Regional HR
Position Summary: The HR Manager is responsible for ensuring the day to day HR functions
are performed in accordance with RI policies and procedures and HR
best practice and to provide direct advice and guidance to Program
Managers and staff on HR policies and procedures. He or she will be in
charge of implementation of the annual HR objectives and other HR
projects. The HRM will also supervise the Snr. HR, HR Officer and
Assistant to ensure they carry out their responsibilities efficiently and
ESSENTIAL RESPONSIBILITIES AND DUTIES
1. HR Strategy,
Oversee the regular review and roll out of HR policies, employment policies and
procedures in compliance to RI’s standards and evolving national labor law.
In collaboration with the Program Manager and Country Director, assist in the
development of staffing and recruitment plan to ensure that each team is staffed
appropriately, according to need and funding availability, in an efficient and timely
Ensure staff hiring is conducted efficiently and in compliance with RI’s policies and
national labor law.
Ensure a high quality, transparent, timely and efficient recruitment process.
Determine salaries for selected candidates based on the salary scales
Ensure pre-employment requirements are submitted and personnel files with
documentation according to HR checklist is opened for new staff and completed on a
Ensure that all staff have undergone orientation and induction at Country office including
Support the CD in processing of Visas and work permits for visitors and
International staff as and when required.
3. Compensation and benefits
Ensure the timely and efficient payroll preparation for accurate data on grant code,
number of days, benefits.
In close coordination with Finance, ensure all staff fill timesheets correctly and they
are submitted on a monthly basis as part of the payroll package.
Ensure the proper utilization and accurate tracking of all types of leave.
Oversee the periodic salary review and analysis, and review and revision of new salary
structure, as appropriate.
4. Employee Relations
Ensure the timely processing of new contracts, contract extensions, staff transfers,
promotions and other change of status/ personnel changes.
Manage processes related to disciplinary actions, staff separation, and termination.
Respond to employee related queries and provide answers to all HR related inquiries
Keep HR Manual updated and constantly communicate it, along with other HR policies
Provide day-to- day advice to the programme teams, around interpretation and
implementing HR policies, and procedures in order to ensure consistency.
Make sure that employees’ files are auditable at all times as per RI standards and any
relevant donors’ requirements.
Working with CD and County Finance teams, support internal and external Audits by
ensure necessary documents are updated, scanned where required and submitted as
Performance Management System: RI Excel
Provide training and ensure new hires and current staff complete the training on RI Excel
and understand the goal setting process well.
Oversee the monthly utilization of RI Excel reporting and offer support to staff where
Monitor the evaluation process at all stages and ensure that employees and supervisors
complete the review process in a timely manner.
Act as training administrators and ensure that training goals for employees are
monitored on RI Excel.
Provide guidance to supervisors as they complete evaluations, help supervisors find
effective coaching methods that work for specific issues including identifying areas of
poor performance and assisting supervisors to establish plans for improving
performance (PIPs), be present during review meetings when necessary.
Provide ongoing support to RI Excel users including responding to various inquiries
raised by different employees, clarifying the appraisal forms, methodology etc.
4. Training and Development
Ensure National staff are aware of all HR policies, rules and regulations by conducting
sessions for new staff and organizing for refresher sessions for all staff from time to time.
Organize learning and development opportunities in coordination with CD for staff to
achieve programme goals
Conduct Training needs analysis (TNAS) within the programme and support staff in
identification of suitable internal/external trainings in close consultation with the CD and
LMs from time to time.
Provide training, support and advice on performance management and staff
development plans and ensure reviews are conducted when and required as per the
RI policy and procedure.
Verify that Project Training Funds are used to cover legitimate National staff
development and talent management expenses, that funds are used effectively, and
follow up to make sure training has been provided and the employee has completed the
Encourage Managers and Directors to provide “Power Hour” training to their staff.
Subject Matter Experts are asked to present content in an hour long session focusing on
specific operational or technical subjects relevant to the program or project or related to
current organizational or country/departmental needs.
Participate in forums relating to Human Resources including internal HR meetings and
feedback to management on best practices, HR trends in country and at global level.
Administration of the Learning Management system: RI Academy
Responsible for the registration, course enrollment and account closure, for all staff who
have an email address, some English language capacity and access to the internet.
Work with the Manager/Supervisor and the employee to find relevant courses on the RI
Academy’s LMS, or through INGO or other professional organizations or find courses
locally (provided through an institute or a college) and consult with the RHRM for
assistance in identifying learning and development opportunities based on the training
and professional development goals identified in RI Excel.
On monthly basis, report the names and courses taken outside LMS.
QUALIFICATIONS & REQUIREMENTS
This position demands a dynamic individual with a demonstrated ability to achieve results in a
demanding and fast paced environment.
Educated to degree level, with professional qualification in HR.
At least 5 years continuous practice in a similar position, with at least 2 years in an HR
Experience in developing and implementing HR policies, procedures and systems.
Proficient in IT – Word, Excel, PowerPoint, Outlook and HRIS( Human resources
Information Systems) Somali local employment law.
Direct experience of organizing emergency/large scale recruitments.
INGO experience is strongly preferred.
Ability to prioritize and deal with competing demands.
Previous experience of staff supervision and capacity building.
Fluent spoken and written English and Arabic.
Excellent organizational, interpersonal and communication skills.
A team builder with excellent people skills; culturally sensitive and has the ability and
interest to identify and work with a multicultural team.
HOW TO APPLY:
Applications should include a CV and a cover letter and should be submitted only by email to
Please indicate the title and location in the subject line when applying – Human Resources
RI is an equal opportunity employer and female candidates are highly encouraged to apply.
Deadline: May 11, 2018
Only shortlisted applicants will be contacted.