Detailed Job Description / Requirements:
Exciting Career Opportunities with CRS
CRS was founded in 1943 in the USA, and works in over 100 countries to help the poor and disadvantaged. In Nepal CRS has a long-term commitment to provide high quality assistance to help vulnerable groups recover from the earthquakes of 2015, to develop their livelihoods and to rebuild safer homes.Applicants for the below positions must be Nepalese citizens with excellent written and spoken English, as well as competency with Microsoft Office.
HR Manager (HRM) 1 Position based in Kathmandu: Minimum five-years’ work experience in HR, preferably with an International or local NGO, with at least three years managing an HR function and strong knowledge of HR best practices and standards. Experience and ability to analyze and interpret employment laws, regulations, policies, concepts, and practices. The HR Manager will be responsible for overseeing CRS Nepal HR department and ensuring effective and efficient HR systems are in place.
A detailed job description for the above position can be obtained by contacting CRS Human Resources Office at HRNepal@crs.org. Please apply by sending a CV with a cover letter to HRNepal@crs.org by June 29, 2017. The closing date of this position will be on June 29,2017.
Only short-listed applicants will be contacted. CRS is an equal opportunity employer committed to a staff composition that reflects the social and ethnic diversity of Nepali Society. Applicants from disadvantage caste, under-represented ethnic groups, persons with disabilities and women are especially encouraged to apply.
Job Title: HR Manager
Reports To: Operations Manager
The HR Manager will be responsible for overseeing the Nepal Country Program Human Resources department and also will support the attainment of country program objectives through the provision of dedicated quality HR services, ensuring effective and efficient HR systemsare in place, policies and procedures are developed and implemented in line with organizational vision, mission and strategic objectives. Contribute to risk management by advising managers on the interpretation of HR policies and procedures and ensuring country program employment and Human Resources management practices meet agency and donor standards and are in compliance with local labor law.
The HR Manager will analyze and anticipate HR programs, services, and operations need and challenges in the area of recruitment, staff development, performance management, employee relations, Compensation and Benefits, onboarding/orientation, policies, staff care, and employee administration and also introduce an improvement solutions.
- Manage HR processes and activities to ensure they meet latest agency, donor, and local legal requirements and standards and reflect best practices.
- Provide professional HR advice and coaching to managers, staff, and partners on daily HR issues, especially in regards to recruitment, performance management, and employee relations.
- Lead training and professional development needs assessment and analysis and ensure the provision of focused and precise development programs for CRS staff and partners.
- Ensure staff retention strategies reflect competitive and equitable compensation and benefits and a work environment that fosters staff engagement, empowerment through proper supervision, and personal and professional growth.
- Monitor the culture to ensure staff actions reflect CRS guiding principles, where dignity, diversity, community, and rights and responsibilities of all staff are valued.
- Act as the CP’s key point of contact, internally and externally, on all HR-related matters. Represent the organization in forums related to HR management issues to stay abreast of standards, local laws, and industry best practices and to maintain peer contacts.
- Effectively manage talent. Provide coaching, strategically tailor individual development plans, and complete performance management for direct reports.
- Oversee record keeping through personnel files and/or HRIS that adheres to required CRS, donor, and local law regulations. As needed provide analytical reports on HR-related data, metrics and trends to support decision-making, workforce planning and development.
- Ensure maintenance of HR systems, processes, policies and procedures in line with CRS’s standards
- Responsible for all human resource activities to include employment, compensation, benefits, and training and development.
Strategic Human Resource Management
- In consultation and coordination with the Country Representative, Head of Programming (HoP) and Operations Manager, define HR strategy in line with CP strategic objectives and develop, maintain, and support implementation of a CP staffing plan.
- Develop and ensure HR policies, procedures, systems, and processes align for all HR functional areas and that programs are in line with agency values and principles.
- Confer with management and supervisors to implement a workforce planning system by identifying future staffing needs, including key competencies to support the attainment of CP objectives.
- Work with senior managers to optimize organizational structure for maximum operational efficiency.
- Analyze and report on personnel data, performance, metrics, and trends to support decision-making and efficient operations.
- Ensure mechanisms are in place for appropriate delegation of authority during absences of senior staff.
- Collaborate with key partners to assess and strengthen their human resources capacities.
Talent Requisition and Management
- Work with hiring managers on sourcing, recruiting and retaining the required level and quality of staff.
- Identify best advertising sources for recruitment. Assist in writing job advertisements and suggest their placement in various media.
- Screen applications received based on minimum qualifications and experience and requirements from the JD.
- Organize and coordinate testing of shortlisted candidates based on the CP’s recruitment process
- Ensure appropriate reference and background checks are carried out for new hires and results are reported back to hiring managers.
- Manage documentation for offers for new hires, working with CR or designee on salary recommendations. In conjunction with CR and hiring manager or supervisor, negotiate offers with candidates for open positions.
- Plan for the orientation of the new staff into CRS
- Provide complete guidance and coordinate all aspects of the employee’s life cycle with CRS including separation formalities.
Compensation and Benefits
- Maintain HR systems and processes to address effective management and retention of staff in relation to performance management, rewards and recognition, competency mapping, career development etc.
- Prepare information and input for staff salary review process based on performance and salary benchmarks as available.
- Ensure adherence to guidelines on salary adjustments and promotions
- Ensure effective management of social security and insurance programs for CP staff.
- Human Resource Development
- Assess current HR policies and procedures in line with CRS global policies and local laws and suggest and make appropriate changes per the guidance of the management.
- Guide managers and supervisors in interpretation/ application of the approved HR policies and coordinate the resolution of specific policy-related and procedural problems and inquiries
- Liaise with the local counsel on HR issues as needed. Implement staff wellness and care programs across the CP.
HR Administration and Documentation
- Responsible for preparing and maintaining all personnel records and files as required by CRS and local labour laws.
- Ensure JDs are up to date and performance management system is in line with CRS standards
- Ensure HR database is maintained up to date with all relevant information.
- Ensure proper internal control for all human resources issues. Address HR audit issues and lead the closing of any HR Audit findings.
Typical Background, Experience & Requirements:
Education and Experience
- Master’s degree in HR Management, Business Administration or Organizational Development preferred, or equivalent relevant experience and Bachelor’s degree.
- Minimum of five years work experience in HR, preferably with an International or local NGO, with at least three of these years managing an HR function and strong knowledge of HR best practices and standards
- Experience with and demonstrated ability to analyze and interpret employment laws, regulations, policies, principles, concepts, and practices. Thorough knowledge of the local labor law.
- Staff management experience
- Strong experience in presenting, facilitating, and coaching on HR topics.
- Experience using MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing Applications, HRIS.
- Strong relations management abilities. Ability to relate to people at all levels internally and externally. Strategic in how they approach each relationship.
- Excellent strategic and analytical skills with ability to make sound judgment and decisions
- Very good planning, monitoring and organizational skills
- Able to maintain confidential information
- Proactive, resourceful, solutions oriented and results-oriented
- Strong customer service orientation with excellent communication, interpersonal and negotiation skills
- Ethical conduct in accordance with recognized professional and organizational codes of ethics
- A good sense of humor and capacity to work in a complex work environment handling multiple demands concurrently
Required/Desired Foreign Language
- Able to clearly communicate in written and spoken English.
- Must be able to travel to the districts covered by CRS (30%).
Key Working Relationships:
Supervisory: HR Officer/HR Assistant.
Internal: Country Representative, Operations Manager, Program Managers, Sub-Regional HR Manager, Heads of Offices, all CRS Nepal staff
External: Government (Ministry ofLabour), Insurance Company, CRS Nepal legal counsel
Agency-wide Competencies (for all CRS Staff):
These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results.
- Serves with Integrity
- Models Stewardship
- Cultivates Constructive Relationships
- Promotes Learning
- Maintains confidentiality and discretion in appropriate areas of work
- Treats all people with dignity and respect
- Empowers others to develop skills for new responsibilities and authority
- Creates a respectful office environment free of harassment and retaliation, and promotes the prevention of sexual exploitation and abuse (PSEA)
- Follows all relevant procedures, processes, and policies
- Excellent knowledge of HR management best practices as an HR Generalist, including organizational development
- Sound knowledge of local labor laws and ability to understand and interpret legislative and policy issues
- Demonstrated managerial skills
- Good coaching and mentoring skills
- Good analytical skills with ability to make sound judgment and decisions
- Good planning, monitoring and organizing skills and experience
- Able to maintain confidential information
- Results-oriented and ability to work with minimum supervision
- Excellent communication, interpersonal and negotiation skills
Disclaimer: This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.
|14 Jun, 17|
|29 Jun, 17|
Special Instructions for Applicants:
Please apply by sending a CV with a cover letter to HRNepal@crs.org by May 9th, 2016.
Only short listed applicants will be contacted. CRS is equal opportunity employers committed to a staff composition that reflects the social and ethnic diversity of Nepali Society. Applicants from disadvantage caste, under-represented ethnic groups, and women are especially encouraged to apply.