HR & Admin Manager (CO)

***Due to the urgency to fill this role, applications will be reviewed on a rolling basis. Kindly note that the position might be filled before the vacancy announcement is closed; therefore, early applications are encouraged.***

The Opportunity – HR & Admin Manager

Post location:  Country Office- Ramallah

Contract Duration and Level of Effort: 1 year.

ROLE PURPOSE: 

The HR Manager, with the support of the HR & Admin  Director, is responsible for managing human resources services and functions to a high quality in both a development and humanitarian response context.

The post holder will be accountable for the provision of effective HR, Admin and IT services in the oPt CO. The post holder is expected to put in place and ensure the implementation of HR & Admin policies and practices consistent with SCI global policies and procedures and compliant with local labour regulations; to manage personnel recruitment, compensation and benefit packages; develop, deliver and promote learning and development plans for the Country Office, Monitor and ensure the smooth running of the overall HR unit for the Country Office. Look after staff wellbeing and ways to support staff. Champion of a culture of pride by leading adherence to and implementation of Save the Children Code of Conduct, Child Safeguarding Policy, Sexual Harassment and PSEA.

In the event of a major humanitarian emergency, the post holder is expected to work outside the normal role profile and be able to vary working hours accordingly.

SCOPE OF ROLE: 

Reports to: oPt HR & Admin Director  
Staff reporting to this post: 1x HR Coordinator &  1x Admin Coordinator
Budget Responsibilities: NA
Role Dimensions: oPt CO is a high complexity country, multi-member interest, with an annual budget of around $40+m, and 100+ staff. Currently the program is experiencing a growth in funding and complexity due to the war in Gaza

KEY AREAS OF ACCOUNTABILITY: 

Key area 1: Human Resource Management

• Make sure that all HR tasks are implemented and performed, as described or as needed.
• Make sure HR systems in place to work both in emergencies and in normal context 
• Focal person for the Sexual Harassment and Bullying policy, conduct trainings for staff, partners and donors, and ensure compliance and staff awareness towards this policy.
• Be part of Extended Senior management team, and identify risks for staff and propose mitigation for those risks.
• Support managers through Save the Children performance management system; Develop to Perform (D2P) process including guidance in setting performance objectives, employee development plans and communications, assist managers in assessing employee performance and addressing deficiencies. This will include embedding the process in the overall on boarding process.
• HR lead for the emergency response and ensuring that the HR aspects of the Save the Children emergency response interventions are observed according to HR standards and comply with local legal procedures and Save the Children’s policies. This includes the facilitation of the deployment of emergency response staff: HST, short term, regional, country deployed staff etc.
• Responsible to liaise with the assigned advocate for HR legal issues and consultations.
• Monitor staff morale and well-being and support the implementation of the staff wellbeing plan, promote regular communication and coordination with all staff, and ensure adequate support mechanisms are in place.
• Administer and monitor all benefits enrolments, changes and terminations. Ensure all personnel issues are done from employment, staff entitlements, leave tracking, orientation, probation, resignation, release letters, termination, staff exit process, recommendations, and follow up on any other personnel related paper work.
• Perform day-to-day employee relations including maintaining awareness of all personnel policies and answering HR questions and directing employees as appropriate.
• Represent Save the Children in other organizational meetings, workshops and seminars relating to human resources responsibility and accountability, or other areas as needed.

Key Area 2: Recruitment/resourcing and Onboarding: 

• Develop and deliver an HR strategy, ensuring SCI has the right team with the right competencies in place, ensuring succession planning and planning retention strategies.
• Ensure effective recruitment, retention and succession of staff processes according to SCI recruitment policy and procedure. 
• Managing the recruitment process and system for the country off