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Head of Human Resources Department

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About ACTION CONTRE LA FAIM

Action Contre la Faim (ACF) is a Non-Governmental Organization (NGO) that was created in France in 1979. ACF has been active in Afghanistan in the medical, nutrition, food security, water and sanitation and Mental Health fields since 1995.

Job Summary

Mission 1 : Contribute to defining mission strategy
Mission 2 : Supervising the staff administration and payroll
Mission 3 : Provide for the recruitment and training of all employees and promote career development
Mission 4 : Ensure a coherent organisation of work and establish a policy of compensation and benefits
Mission 5 : Implement collective rules and communicate internally
Mission 6 : Promote and ensure collaboration and coordination in Human Resources with the mission’s partners
Mission 7 : Prevent and manage cases of fraud and corruption
Mission 8 : Manage the Human Resources team and the home staff in capital and be support/technical Manager for Human Resources Managers in the bases

Job Details

Date Posted: 03 Oct 2018 Reference: ACFHRHOD-01
Closing Date: 31 Oct 2018 Work Type: Full Time
Number of Vacancies: 1 Gender: Any
Functional Area: Human Resource Open Ended: NO
Nationality: Afghan Salary Range: 108646 to 108646 AFG
Contract Type: Fixed-term Years of Experience: 6 Year(s)
Contract Duration: 0 Year(s) & 12 Month(s) Extension Possibility: Yes
Probation Period: 3 Months

Duties and Responsibilities

Mission 1 : Contribute to defining mission strategy
The Head of Human Resources Department is responsible for:
- developing a Human Resources strategy for the mission
- making Human Resources data available to other departments to facilitate the establishment of the country strategy
- producing high quality and timely Human Resources contributions to "proposals" and reports for funding bodies

 Contributing a Human Resources perspective to coordination discussions
 Advising other departments on their Human Resources needs
 Ensuring that Human Resources needs and constraints are taken into account in the preparation of projects
 Collecting data and writing the Human Resources section of proposals and reports to funding bodies and contributing to the financing plan
 Ensuring that his/her contribution to “proposals” and reports is consistent with the rest of these documents
 Representing the mission to outside bodies on issues of Human Resources and developing a network for the exchange of information and good practice

Mission 2 : Supervising the staff administration and payroll
The Head of Human Resources Department is responsible for:
- designing and putting in place administrative and payroll procedures which conform to social legislation and with ACF and its funding bodies’ guidelines
- the quality of the tools used in staff administration and payroll, and the reliability and transparency of the data
- conformity with the contractual obligations of ACF vis-à-vis its employees

 Supervision of the drafting, monitoring and termination of employment contracts of local employees and follow-up of the termination of employment contracts of expatriate staff members
 Checking the documentation of staff files and the archiving of documents according to guidelines laid down by ACF and its funding bodies
 Supervising the collection of data relative to variable elements in staff pay (monitoring hours worked, salary advances, bonuses, deductions etc) for locally recruited and expatriate employees and for the production of local employees' payroll
 Monitoring the social benefits paid directly by ACF to both locally recruited and expatriate staff (child allowances and other benefits)
 Administering requests for loans by local staff and monitoring their repayment
 Checking the tax returns of local staff and ensure timely payment of taxes to the authorities concerned
 Checking on visas, work permits, expatriates' declarations to the local authorities, and ensuring that all local taxes are paid
 Supporting Human Resources staff on the bases in the implementation of administrative tools and procedures relating to staff administration and payroll
 Producing reports, both monthly and whenever required by headquarters, authorities and funding bodies
 Monitoring the strict application of contractual requirements and reminding Managers of internal regulations and the social rights of local and expatriate employees
 Monitoring the movements of expatriate employees: breaks, arrival/return to mission, ensuring that regulations are adhered to and forwarding the relevant documents to headquarters and other interested parties

Mission 3 : Provide for the recruitment and training of all employees and promote career development
The Head of Human Resources Department is responsible for::
- putting in place fair and transparent procedures for recruitment, access to training, promotion and internal mobility, in accordance with legal requirements and ACF guidelines
- using all necessary means in the search for appropriate candidates for vacant posts
- providing employees with the means to acquire the skills necessary for the proper exercise of their functions
- ensuring that all employees have access to a formal annual appraisal meeting (or meetings), that such meetings are of high quality and that they take place on the planned date

 Adapting the ACF recruitment policy for local employees to the local context and taking part in the recruitment of both local and expatriate employees
 Defining and implementing the induction process for new employees
 Drawing up an annual training plan for local employees, monitoring its operation and producing a review on the basis of feedback from employees and their managers
 Maintaining relations with universities and other external sources in the context of recruitment and training policies
 Setting down a procedure for individual appraisal interviews and the associated annual schedule, monitoring its application and the quality of outcomes
 Promoting the career development of local employees, in particular by making use of the process of appraisals and training
 Providing support to managers and training new managers in matters of recruitment, appraisals and team management
 Providing support to Human Resources staff on the bases in implementing the tools and procedures of recruitment, training and career management

Mission 4 : Ensure a coherent organisation of work and establish a policy of compensation and benefits
The Head of Human Resources Department is responsible for:
- ensuring that organisational charts are coherent and are conform to ACF classification grid
- ensuring that remuneration systems are fair and consistent with the cost of living for local employees
- ensuring that all local employees are covered by health care

 Implementing the ACF classification grid and job descriptions and informing headquarters of specific local circumstances
 Advising managers on the drafting of organisational charts for new projects
 Consolidating the organisational chart of the mission and forwarding it to headquarters
 Assessing the efficiency of the organisation and making recommendations
 Establishing the minimum wage and the national salary grid, as well as the procedure for its revision
 Defining the criteria for placement in the national salary grid and the procedure for both collective and individual salary increases
 Defining the national policy for variable elements in staff pay (bonuses, transport costs etc)
 Defining the national policy concerning social benefits and, where appropriate, negotiating contracts and ensuring articulation with external private bodies (medical, retirement, insurances....)
 Drawing up and monitoring the annual budget of the Human Resources department, approving the creation of new posts, calculating costs and financial forecasts relative to the introduction of new projects
 Warning of any difficulty in maintaining the payment of salaries and social benefits in situations of budgetary shortfall

Mission 5 : Implement collective rules and communicate internally
The Head of Human Resources Department is responsible for:
- implementing ACF regulations (internal regulations and convention on social benefits) adapted to the local context of the mission and local legislation
- consulting and informing local employees through the medium of staff representatives, in conformity with the relevant social legislation
- providing accurate information to all employees regarding the ACF charter and its organisational regulations (internal regulations and convention on social benefits)
- stimulating internal communications on both general and Human Resources issues
- anticipating risks associated with national Human Resources

 Adapting and updating the internal regulations and the convention on social benefits and ensuring that they are lodged with the relevant authorities
 Putting in place health and safety at work procedures and working towards their improvement as and when necessary
 Advising managers on conflicts with and within their teams and providing mediation when needed
 Being attentive to the social climate in coordination with the Field Coordinators ; preventing and managing conflict
 Defining and implementing the procedure for managing disciplinary problems and sanctions in respect of local employees
 Providing support to Field Coordinators and Human Resources staff in the bases in implementing disciplinary procedures in respect of local employees and approving proposed sanctions
 Maintaining a substantive dialogue and undertaking negotiations with staff representatives
 Preparing and activating social plans in collaboration with the Country Director and the Heads of Departments involved
 Identifying legal, social and financial risks associated with national Human Resources policy (the provision of indemnities on termination of contract, review of dismissals, ongoing judicial proceedings) and flagging up issues where necessary
 Maintaining close relations with local authorities in the domain of Human Resources (labour inspectorate, the Ministry of Labour)
 Securing the services of a lawyer and seeking his/her advice whenever necessary
 Making available and explaining Human Resources regulations and procedures to all employees
 Organising general information meetings for staff

Mission 6 : Promote and ensure collaboration and coordination in Human Resources with the mission’s partners
The Head of Human Resources Department is responsible for:
- participating in the process of selecting partners and validating the Human Resources risk analysis provided by the bases
- defining with partners the modes of Human Resources management in the framework of joint projects
- validating the Human Resources aspects of partnership conventions and agreements
- taking full advantage at mission level of all innovative Human Resources practices in the framework of partnerships

Mission 7 : Prevent and manage cases of fraud and corruption
The Head of Human Resources Department is responsible for:
- identifying the risks of fraud and corruption in his/her field of competence and putting in place preventative and monitoring mechanisms
- making his/her team aware of the risks of fraud and corruption
- alerting the Country Director to cases of fraud and corruption and undertaking corrective action
- putting in place and monitoring recommendations arising from the day-to-day control and audit

Mission 8 : Manage the Human Resources team and the home staff in capital and be support/technical Manager for Human Resources Managers in the bases
The Head of Human Resources Department is responsible for:
- day-to-day management of the team (guidance, follow-up, motivation…)
- evaluating the performance and developing the skills of his/her team members
- management of the teams for which s/he is support/technical Manager

 Defining the Human Resources needs in his/her area of activity and producing the organisational chart of his/her team
 Taking part in the recruitment of his/her teams
 Organising and leading team meetings
 Working out and monitoring individual action plans for team members
 Managing planning operations, task sharing and coordination of work
 Providing for appraisal interviews for team members
 Providing technical support to the teams
 Identifying the training needs of team members
 Devising, organising and leading training sessions
 Managing difficulties in the team

Skills

o You have strong organizational skills, and are detail-oriented.
o You have excellent written & verbal communication skills
o You are able to maintain confidentiality while managing difficult HR cases with a high level of integrity.
o You have excellent interpersonal skills, ability to work both independently & as a member of a team.
o You are fluent in written & spoken English, Dari & Pashto
o You have the ability to explain complex concepts in straight-forward language.
o You are committed to gender equity and equality.
o You have a genuine interest in & commitment to the principles of Action Against Hunger.
o You are able to remain calm under pressure and can easily adapt to changing circumstances
o You are ready and willing to integrate into hard working and fun team that believes in doing ordinary things extraordinarily well.

Qualifications

o You have a master degree in relevant field with minimum 3 years of overall experience with at least 2 years at senior management role
o Bachelor's degree in relevant field with minimum 5 years’ overall experience with 3 years at senior management role
o You have experience in developing and implementing HR policies and procedures in a consistent manner.
o You have the ability to work cooperatively with subordinates, colleagues and supervisory staff at all levels.
o You have strong coaching & training skills.
o You are diplomatic, able to mediate conflict in stressful conditions.
o You are comfortable applying HR policies consistently & tactfully.

Job Location

Afghanistan - Kabul
AF AF 12

Education:

Bachelors Degree, Business Administration

Submission Guideline

Please send your CV and application letter to Human Resources Department,
(1) Street 08th of Qalaya Fatullah PD 10th, Kabul, Afghanistan.
Please mention the position title in your email subject line otherwise it will be rejected
We thank all the applicants for their interest, however; only the shortlisted candidates will be contacted for an interview.
If you do not receive a reply to your application within 2 months, your file has not been shortlisted. We would also like to draw your attention to the fact that, because we receive a very large number of applications, only those candidates selected for interviews will receive an

Submission Email

vacancies@af-actionagainsthunger.org

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