Specific Responsibilities: Performance Management: 1. Ensure the agency performance management system is implemented according to Agency guidance emphasizing all phases, i.e. performance planning, development planning, coaching, assessment, mentoring, and discussion of career options. 2. Work with field HR units, drawing on agency HR resources, to develop and refresh skills of managers enabling them to carry out their shared responsibility in managing performance 3. Implement forthcoming agency Supervisor Quality program utilize staff management tools to improve retention of high-performers 4. Support and strengthen understanding of automated performance management system 5. Support country program understanding and usage of multi-rater evaluations 6. Implement agncy orientation/onboarding system for national and international staff – CRS One – and provide SARO-specific information for the orientation manual and orientation package/session. 7. Develop/Implement a comprehensive and targeted staff development program including job shadowing, temporary duty assignments (TDYs), exposure visits, talent mapping and succession planning. 8. Improve performance recognition methods, such as use of spot awards, regional and country program recognition awareds, added learning opportunities, and appropriate public acknowledgement. 9. Establish official process for retaining the highest performance when projects end and clearly indicate performance requirements to meet the minimum threshold for qualification. 10. Develop cross-CP performance metrics, by function to more clearly quantify performance 11. Ensure processes are in place for national staff exit interviews, monitoring attrition and staff morale and satisfaction. 12. Be an active member of the agency Human Resources Community of Practice. Compensation and Benefits: 1. Assist SARO Country Programs to review national staff compensation packages to ensure that salaries and benefits are competitive with targeted industry. 2. In collaboration with HQ/HR review job and salary banding systems to ensure salaries are managed based on performance, competency and job content . 3. Monitor industry salary levels and movements to ensure CRS competitive positioning 4. Monitor market conditions related to benefits to ensure national staff benefit levels are competitive. 5. Work with country programs and HQ/HR to ensure benefits are according to best practices Recruitment: 1. Support and build the capacity of CPs in SARO on recruitment of national staff and HR needs as required. 2. Work with CP to determine salary range and benefits negotiate same with the candidate. 3. Work with CP to ensure best practices are in place. 4. Confer with management and supervisors of CP’s to identify personnel needs, job specifications, job duties, qualifications, skills, and advertising sources. Learning: 1. Support country programs to design and implement a range of learning activities linked to employees’ development plans, country program strategy, agency-wide competencies and any applicable functional competencies. 2. Utilize performance analysis to identify gaps in performance and determine the appropriate response. 3. Prepare reports on HR metrics to support decision-making for Country Representatives (CR) and Regional Director (RD) using new Talent Management(TM) system 4. Support development and implementation with HR/HR of competencies.
Agency-wide Competencies (for all CRS Staff) These are rooted in the mission, values, and principles of CRS and used by each staff member to fulfill his or her responsibilities and to achieve the desired results. 1. Serves with Integrity 2. Models Stewardship 3. Cultivates Constructive Relationships 4. Promotes Learning
Supervisory Responsibilities: None
Key Working Relationships: Internal:, DRD/MQ, Country Representative, Management Quality Coordinators, country HR managers, Regional Director, regional staff, HQ/ HR, agency HR community of practice. External: International NGOs professional groups, HR consulting firms, consultants.
Qualifications • Bachelor’s degree in Human Resources Management, Business or relate field; Master’s degree preferred in related field. • At least six years experience in Human Resources with three years in developing countries; international or PVO/NGO experience preferred. • Proven experience in determining competitive salary/benefit packages; • Experience in using web-based HR information systems. • Experience developing and delivering staff development programs and succession planning with comprehensive training program/curriculum. • Proven ability to build capacity with staff. • Excellent verbal and written communication skills • Strong interpersonal and customer service skills • Strong organizational and planning skills • Ability to function effectively as part of a multi-cultural team • Computer literate in MS Office
Physical Requirements/Environment: Based in Lusaka with approx 35% travel
Foreign Language Required: Professional proficiency in French, Spanish, or Portuguese preferred
To apply, please visit http://crs.org/about/careers/ Search for requisition I781
EOE/M/F/D/V
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