Job Details

Position title: Manager Sr, Human Resource
Location: Lusaka
ChildFund Office: Mozambique & Zambia
Manager/ Supervisor title: Human Resource Business Partner – Asia
Position type: Full-time fixed term
Work environment: On-site

About ChildFund
ChildFund is a child-focused international development organization that works in 23 countries to connect children with the people, resources and institutions they need to grow up healthy, educated, skilled and safe, no matter where they are.
ChildFund’s Values
ChildFund is creating a diverse, equitable, inclusive, and accessible environment where everyone is welcomed and celebrated equally. In our culture of connection, you will have ample opportunity to grow, learn, and lead while contributing your talents and innovations to our inspiring mission.
ChildFund’s Commitment
ChildFund International has a zero-tolerance policy regarding sexual exploitation, abuse and harassment (SEAH) and all other forms of harm by its staff, partners, and other representatives in the delivery of its mission and services for children. ChildFund is committed to creating a safe environment in the workplace as well as in the communities where it delivers programs and services. ChildFund expects every staff member, partner, and representative to adhere to this commitment and to ensure all organizational policies and standards are followed. This position is subject to a range of vetting checks, including criminal records check and/or disclosure to ensure program participants are safeguarded.
About This Role
This is a multi-country position responsible for leading HR Service delivery and systematic support to Zambia and Mozambique Country Offices. The position will work closely with the Country Directors and the Senior Management Teams of both Country Offices to drive HR Strategy in line with the Country Strategic Plan and Annual Operating Plans. The position will collaborate with the Global HR Service Representation for delivery of services through the Global Shared Services.

Primary Responsibilities

Strategy (Global and Country – CSP AOP)

• Support the process of Country Strategic Plans and Annual Planning across Country offices, including workforce planning
• Lead HR Strategic Planning in the respective country offices
• Provide inputs and recommendations to Global HR Planning and Strategy Development
• Acts as a Champion in leading various Organizational Development, Change and Innovation initiatives.

Talent Acquisition

• Responsible for recruitment of Country Office level positions with support from HR Global Shared Services.
• review and create JDs, develop recruitment strategy, review and screen applications, create, make, and negotiate formal employment offer.

Talent Management

• Responsible for end-to-end Employee Experience in the Country Office including following.

Onboarding

• oversee CO Onboarding and Onboarding process
• Facilitate benefits orientation for CO staff

Off-boarding

• • oversee a CO Off boarding process
  • Conduct and Analyse Exit Interview for CO staff

Employee Engagement

• Responsible for the development and execution of Country Office Engagement Action Plan working in collaboration with the SMT in each Country Office

Performance Management

• Implement and monitor the Country Performance Management Process in line with Global Performance Management Strategy
• Support the process of Performance Improvement Planning working with respective managers
• Facilitate Training on Performance Management

Learning & Development

• Work with the country offices to conduct a training need analysis on specific organizational and personal development interventions
• Responsible for implementing learning and development plans for all CO staff.
• This includes advising key management and personnel development programs such as technical, management/leadership and professional development.

• Facilitate GHR training interventions and follow up as needed.

Participation in relevant networks for information sharing, learning and best practices.

• Develop and facilitate training around key policy and procedures and benefit programs i.e. Sexual Harassment, Discrimination, Benefits and Comp Programs

Employee Relations

• Provide consultation in staff disciplinary process in order to ensure compliance with organizational standards and serves as primary advisor to management on appropriate actions for prevention and response to employment related legal concerns.
• Managing compliance and driving performance and taking corrective actions in line with organizational policies and procedures
• Point person for Conflict Resolution in the country office and works in collaboration with Global HR Business Partner to provide appropriate recommendations for the management team

HR Operations

• Analyse employee trends and human resource metrics (i.e. turnover, employee relations issues, staffing challenges, etc.) and recommend appropriate solutions.
• Oversees ongoing update of Employee Data and records in HRIS in collaboration with GSS Staff and HR and Admin Support staff in CO.
• Work with CO specific HR & Admin Support staff to ensure delivery of HR Services assigned.

Payroll and Compensation

• Review and oversee the payroll processing
• Participate in local compensation benchmarking survey (other than Birches)
• Support and oversee the Annual Merit Process in collaboration with the Country Director

Policies and Procedures

• Review and updated Employee Handbook (Every 2 years) to ensure compliance with local labour laws
• Keep abreast with local employment and regulations in country and recommend appropriate changes to policies and procedures in time

Team Leadership

• Where applicable include responsibility of Supervision

Safety & Security : Responsible for leading the implementation of standards, policies, and procedures to protect personnel, programs, and property. Leads a culture of safety and security risk management at the country office. Monitors security trends for appropriate action. Allocates adequate budget for safe program implementation and cost recovery. Upholds our “duty of care” commitments by implementing measures to promote physical and mental health wellbeing. Works closely with the global security team to achieve standards and coordinate responses to incidents.
Child Safeguarding : Ensures a strong organizational culture and work environment whereby staff fully understand and apply safeguarding standards, protecting children against violence, abuse, and neglect. Ensures adequate reporting, investigation, decision-making, and implementation of appropriate actions in case of violations in child safeguarding standards by staff or partner organizations. Remains alert and responsive to any safeguarding risks. Conducts oneself in a manner consistent with the organization’s Safeguarding Policy.

Required Experience and Education

• Bachelors required, Masters a plus, or equivalent experience in Adult Education, Human Resources Management, Business Administration, Organization Development, or a closely related field strongly preferred.  Relevant certifications are also a plus.
• 8-10 years relevant experience in progressively responsible roles in human resources; minimum of 2 years’ experience in HR Leadership roles in-country
• Strong knowledge of HR business processes
• Professional Human Resource Practicing Licence will be of advantage.
• Verification of qualification with Zambia Qualification Authority.

Required Competencies

• The ability to read, write, and speak fluently in English with excellent written and oral communication skills.
• Demonstrated inclusive management skills, including fostering teamwork, developing and motivating teams, and conflict resolution.
• Ability to handle and prioritize multiple tasks and work autonomously under pressure of deadline required.
• Proficiency with Microsoft Office suite, including Word, SharePoint, Teams, and PowerPoint.

Organization’s Core Competencies

• Teamwork : Creates a culture of collaboration among teams, departments, external business partners, and all employee levels.
• Communication : Promotes and facilitates inter-departmental communication and transparency
• Results orientation: Provides regular feedback and suggests alternative approaches to meet organizational objectives.
• Decision making: Establishes metrics to aid in decision making, and effectively leverages data as important inputs.
• Resilience: Maintains professionalism in difficult situations and unforeseen changes, supporting others in adjusting to change.
• Digital Literacy: Encourages and models application of new technology at the departmental level by articulating the importance of digital transformation.

Disclaimer: This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.