Human Resource Manager at Zireenza Support Foundation (ZSF)

The Zireenza Support Foundation – (ZSF) is a National Non-Governmental Organization (Not for profit and non-socio-political organization). It has been established on 08thAugust, 2017 by the General Meeting at Mubi North Local Government Area of Adamawa State, attended by many people and elite persons from different areas including Mubi and Michika Local Government. This National NGO was formed according to the willingness of the community people in a view to deal with the present socio-economic problems in different villages by means of good understanding and sharing the problems of each other and to find out the best way of solving the problems through free discussion and people participation in the decision making and get-together under an umbrella of ZSF Organization.

We are recruiting to fill the position below:

Job Title: Human Resource Manager

Location: Adamawa

Key Areas of Accountabilities
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.
• Perform day-to-day employee relations including maintaining awareness of all personnel policies and answering HR questions and directing employees as appropriate.
• Support managers through Zireenza Support Foundation 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 Zireenza Support Foundation emergency response interventions are observed according to HR standards and comply with local legal procedures and Zireenza Support Foundation ’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 well-beingplan, 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.
• Represent Zireenza Support Foundation 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 ZSF 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 ZSF recruitment policy and procedure.
• Managing the recruitment process and system for the country office (manage the workforce planning by working closely with department heads), supporting the HR team to conduct initial screening of applicants’ CVs, initial short listing of candidates, scheduling interviews, ensuring standard job descriptions, job advertisements, setting and preparing rejection letters for applicants not selected, help in setting criteria for selection, etc.).
• Manage the induction and on boarding process for new staff, and ongoing work-place learning using ZSF Onboarding system (Passport to Success).

Key Area 3: Capacity Building, Staff Development and Well-being:

• Contribute to ZSF HR capacity building plans and initiatives as needed.
• Develop and deliver HR trainings for HR and non-HR personnel for all cadres of staff to raise awareness of HR processes and procedures.
• Develop and deliver a Learning and Development (L&D) plan for the CO, identify training opportunities for staff and department heads to develop high quality teams and ensuring adequate budgets. Work closely with department heads to ensure linkage to the development needs as part of the D2P process.
• Travel to Field/Area Offices (FOs/AO) to provide hands-on practical support to managers and staff.

Key Area 4: HR systems, policies and procedures:

• Responsible for updating the HR Manual and ensure the implementation of HR policies and practices consistent with ZSF global policies and procedures including the CO Essential Standards and compliant with local labour regulations.
• Ensure monthly and quarterly reports due for the Regional Office/Centre are completed, reviewed, and submitted on time.
• Ensure that SC HR trackers and systems (Oracle HRIS, leaves, payroll, staff info, and other trackers) are timely updated.
• Provide effective advice and support to staff and line managers on personnel issues, grievances, or staff conflict, conduct debriefing and exit interviews for leaving staff and ensure issues affecting staff retention are addressed.
• Ensure that any conflict, grievance and harassment cases are effectively mediated, and reported as needed.
• Monitor and advise on ZSF plinary matters in accordance with established policies and procedures and Labour Law of respective jurisdictions.
• Lead or participate in investigations as necessary and ensure full confidentiality and compliance with ZSF policy and procedures.
• Actively promote Zireenza Support Foundation policies and practices with respect to child protection, code of conduct, health and safety, equal opportunities and other relevant policies and procedures.
• Lead the delivery and management of the Sexual Harassment and Bullying policy, conduct trainings for staff, and ensure compliance and staff awareness towards this policy. Establish CO reporting mechanism and ensure availability for all CO staff (including the field).

Key Area 5: Compensation and Benefits:

• Manage the updating of the monthly payroll for international staff and ensure the payroll for national staff and volunteers is prepared and processed on timely manner.
• Ensure proper documentation and filing of all payrolls and the support documentation in an orderly manner.
• Ensure providing the RO/Centre with international staff completed forms and documents when newly hired or released.
• Conduct salary surveys, review salary scale & benefits, and compare with other similar INGOs, to maintain external competitiveness and internal equity in SC salary scale and benefits.
• Support in the design and implementation of equitable compensation system relevant for both development and emergencies.
• Manage the job evaluation system and salary review exercises as needed.
• Advise the SMT as required on organizational structure, staffing and competencies, grading and job profiles annually, or as needed.
• Ensure full compliance with SC global reward policies and philosophies.

Key Area 6: Staff Management, Mentorship, and Development:

• Ensure appropriate staffing and competencies within HR function in the CO.
• Ensure HR staff understand and are able to perform their roles in emergency/non-emergency contexts.
• Manage the performance of HR staff through:
  • Effective use of the Performance Management System including the establishment of clear, measurable objectives, ongoing feedback, periodic reviews and fair and unbiased evaluations;
  • Coaching, mentoring and other developmental opportunities;
  • Recognition and rewards for outstanding performance;
  • Documentation of performance that is at standard and above and less than satisfactory, with appropriate performance improvements/work plans.

Requirements

• Candidates should possess a Bachelor`s / Master`s Degree in any relevant field with 2 - 10 years work experience.

Application Closing Date
25th February, 2025.

Method of Application
Interested and qualified candidate should submit their CV and Cover letter to: [email protected], copying: [email protected] and [email protected] using the job title as the subject of the mail.