Regional Human Resources & Administration Manager

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6 Min Read

Danish Refugee Council


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Description

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The Regional HR and Administration Manager is responsible for ensuring that DRC’s HR functions are carried out effectively across the region, in order to achieve the organization’s objectives. The role contributes to the development of regional strategies, which are translated into action plans and day-to-day tasks. Furthermore, the regional HR and Administration Manager is responsible for Admin and HR support to the regional office.

Management & Coordination

  • To ensure the efficient management of the staff members of the HR & Admin Department of the RO: this includes daily supervision of the tasks, follow-up of the targets defined and lead over the performance and development appraisals;
  • To visit regularly the countries covered by the RO and to provide technical guidance, as the technical line manager and technical focal point at the Regional Office, to the Human Resources Managers in the countries covered by the region, who report to a different manager.
  • Ensure regular evaluation and rightsizing of the HR & Admin department to ensure the right resources are in place at all times
  • Advise and assist managers in Human Resources related issues and concerns related to Global and Regional HR Policies and processes.
  • Work with senior management team and senior staff on new staff retention strategies and initiatives​​

HR Policy and Strategic Planning

  • Proactively pursue continuous process improvement in HR related practices in order to enhance the quality and efficiency of output/delivery
  • Localization of the global policies and ensuring that the local labour law is taken into account
  • Ensure all admin workflows are described and communicated to employees in the RO
  • In coordination with the Admin team at the RO, ensure effective and efficient management of office administration policies, systems and procedures.
  • Ensure HR strategy and workplan is in place and in line with the overall Regional strategy

Substitution

  • Ensure proper gap-filling for short time substitution, in country operations and regional HR team
  • Ensure planning on how to address the chronical gaps and surge capacity in the countries together with Country and Regional management teams

Quality assurance & Compliance monitoring

  • Provide regular People management training for all managers in the region
  • Ensuring roll-out and implementation of Global HR policies and initiatives are completed
  • Endorse HR policies and procedures for the country operations
  • Develop and implement regional HR frameworks (e.g. per diem, housing etc.)
  • Ensuring the countries are following global processes, policies and the operations handbooks for HR
  • Ensuring that global policies and regional HR frameworks are localized and they are aligned with local labor laws

Recruitment and People Planning

  • Drive and support recruitment and selection activities by planning and assessing staffing needs;
  • Ensure clear recruitment policies are in place and hiring managers are trained on the process and tools
  • Support senior management in workforce planning, succession planning and mobility within DRC country operation(s)
  • Support management in restructuring and downsizing

Performance and Development

  • Ensure that there is a yearly cycle for performance appraisals in the regional office
  • Advice managers on poor performance and ensure the documentation stored on the employees’ p-file is stored properly; act as an impartial mediator in the process
  • Drive the onboarding and induction process in the regional office
  • Advise managers or staff on training and development opportunities

Well-Being

  • Ensure management and staff receives sufficient support and advise on staff well-being initiatives in the organisation
  • Advise managers on responding to staff feedback and stress management
  • Develop staff well-being initiatives

Contracts and Compensation

  • Ensure that national staff terms of employment are aligned with DRC minimum standards and the local labour law.
  • Lead salary benchmark process every two years or more frequently if needed

About you

To be successful in this role we expect you to have minimum 5 years of relevant experience in HR management, administration, change management, and/or organizational development, including at an international level, at least 2 years of relevant regional level experience is preferred. A minimum of 3 years relevant experience working in an international humanitarian or development organization is a requirement.

Moreover, we also expect the following:

  • Technical skills in HR and Admin management, preferably including recruitment and selection, learning and development, performance management, compensation and benefits, legal compliance, procurement of services.
  • Experience in developing HR strategies and policies and driving implementation.
  • Strong organizational and project management skills.
  • Strong interpersonal skills and ability to communicate clearly.
  • Positive attitude and service oriented. High level of personal initiative and ability to work with minimum supervision.
  • Ability to creatively solve problems, juggle multiple priorities within tight deadlines, and calmly and diplomatically deal with unexpected and sudden events that could impact business;
  • Awareness and sensitivity to multicultural work – development and ability to form and facilitate dialogue between a diverse group of people with diverse skills and working styles;
  • Able to forge effective working relationships at all levels.

Source: https://job.drc.ngo/jobs/job?id=171264

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