Burkina Faso: Human Resources Manager

Position Title: Human Resources Manager

Department:Human Resources (Operations)

Location:Burkina Faso

Reports To:Head of Operations

Band:SMT1

Supervises:HR Officer

Burkina Faso citizens are strongly encouraged to apply

ABOUT CRS:

Catholic Relief Services (CRS) carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. Our Catholic identity is at the heart of our mission and operations. We welcome as a part of our staff and as partners people of all faiths and secular traditions who share our values and our commitment to serving those in need.

BACKGROUND:

CRS began working in Burkina Faso in 1960 with humanitarian relief. Today, CRS Burkina Faso has a varied portfolio including a $39 million five-year MYAP with PM2A (Prevention of Malnutrition in Children under Two Approach), a $16 million three-year Food for Education (FFE) program, Beoog-Biiga, with school feeding, school health and nutrition and an innovative pilot school approach, and additional projects in agriculture; savings and internal lending; health; and emergency response/ early recovery for the food insecurity crisis as well as the influx of Malian refugees. The program portfolio continues to grow and boasts an annual program value of approximately $17 million.

A total of 108 staff, six of whom are international, implement these programs.

JOB SUMMARY:

The Human Resource (HR) Manager willsupport the attainment of CRS Burkina Faso’s objectives through the provision of dedicated quality HR services and ensuring HR systems, policies and procedures are developed in line with the organization’s vision, mission, and strategic objectives as well as in line with gender equality and equity principles and considerations. S/he will contribute to risk management by advising managers on the interpretation/application of HR policies and procedures and ensuring CRS Burkina Faso’s employment and human resource management practices meet agency and donor standards and are in compliance with local labor law.

The HR Manager will analyze country office issues and requests to human resources management and administration and recommend initiatives, activities, and opportunities for innovation and improvement of the HR function in alignment with business needs to attract, develop, motivate and retain a human resource base that is dedicated to high quality performance.

FUNCTIONAL RESPONSIBILITIES

Strategic Human Resource Management

· In consultation and coordination with the Country Representative (CR) or Deputy Country Representative (DCR), Head of Programming (HoP) and Head of Operations (HoOp), define HR strategy in line with CRS Burkina’s strategic objectives and develop, maintain, and support implementation of a CRS Burkina staffing plan.

· Support the agency’s Human Resources strategy.

· Develop and ensure HR policies, procedures, systems, and processes align for all HR functional areas and that the 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 CRS Burkina’s objectives.

· In coordination with senior managers, 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 effective and appropriate delegation of authority during absences of senior staff.

· Participate and contribute to regional and global community of practice on HR practices, standards, and policies.

· Collaborate with key partners to assess and strengthen their human resources capacities.

Talent Acquisition

· Ensure the sourcing and recruitment of high quality staff aligned with agency vision, mission, and values.

· Establish and maintain relationships with third party vendors for staffing needs.

· Support Hiring Managers and participate in the development, planning, and implementation of talent acquisition activities designed to enhance CRS' ability to attract and retain qualified candidates.

· Confer with management and supervisors to identify personnel needs, job specifications, job duties, qualifications and skills, team fit, and weighted criteria for evaluating candidates for open positions.

· Ensure each position links to the appropriate CRS Burkina’s member/line of expertise for mentoring/support.

· Serve as and/or delegate representative on all hiring committees for all positions or help ensure the appropriate member of the CRS Burkina serves in this role, as appropriate, and be involved in the final decision of all candidates for these positions.

· Develop and maintain network of contacts to help identify and source qualified candidates.

· Build a strong networking with other NGO’s/Professional association to strengthen the organization pool of qualified candidates

· Suggest advertising sources. Assist in writing and recommend placement of job advertisements in various media according to needs.

· Perform reference and background checks for new hires and discuss results with hiring managers.

· Facilitate decision making and help prepare documentation for offers for new hires and work with CR or designee on salary recommendations. In conjunction with the CR and hiring manager or supervisor, negotiate offers with candidates for open positions.

Workforce Development for Staff and Partners:

· Support, implement, and evaluate programs and processes for succession planning, talent mapping, and leadership development.

· Support Senior Management Team (SMT) or Senior Leadership Team (SLT) in reviewing performance of CRS Burkina, identifying staff training needs, and developing action plans for staff development. Promote development plans for all employees and work with senior managers to ensure funds for workforce development are budgeted appropriately.

· Work with senior staff to establish training and career paths for all job families in the CRS Burkina.

· Implement agency’s ongoing training program for all staff concerning Catholic Church structure, values, principles and Catholic social teaching.

· Ensure all phases of the performance management system are implemented according to agency guidance, i.e. performance and development planning, coaching, assessment, mentoring, and career planning. Promote a culture of high performance and accountability for outcomes.

· Implement agency orientation/on-boarding system for national and international staff and provide region- and country-specific information for the orientation manual and orientation package/session. Ensure orientation of new staff to CRS identity, culture, partnership principles, tools, and processes.

Compensation and Benefits:

· Perform job analysis and advise on job description development.

· Provide guidance and input to senior managers and business development staff to ensure salaries and benefits are appropriately budgeted for in projects, proposals, and country program-level budget.

· Regularly review national staff compensation packages to ensure that salaries and benefits are competitive with targeted industry.

· In collaboration with Regional Technical Adviser/Human Resources (RTA/HR) - when applicable, and/or Deputy Regional Director/Management Quality (DRD/MQ), HQ/HR, and managers, review job and salary banding systems to ensure salaries are managed based on job content and that merit pay systems are fair and based on performance.

· Monitor industry salary and benefit levels and movements and recommend adjustments when necessary to ensure competitive positioning.

· Monitor market conditions related to benefits to ensure national staff benefit levels are competitive.

· Work with RTA/HR - when applicable, DRD/MQ and HQ/HR to ensure benefits administration is done according to best practices.

· Ensure effective management of social security and insurance programs for national staff.

Employee Relations and Activities:

· Assess effectiveness of current HR policies/procedures and recommend changes to improve alignment with business needs, manage risk, and remain in line with agency and local government changes.

· Advise managers on the interpretation/application of HR policies and procedures to ensure compliance with agency, donor, and local legal requirements.

· Liaise with local legal counsel to consult on HR issues as needed.

· Consult and advise senior managers on highly confidential and complex human resources and employee relations issues.

· Support supervisors and senior staff to deal firmly and promptly with performance issues.

· Establish an effective approach to employee relations, including staff communications, employee engagement, conflict resolution, and employee recognition and feedback programs.

· Represent the organization in forums related to HR management practices, policies, and processes to stay abreast of local labor regulations and industry best practices.

· Train supervisors on relevant labor law and employee relations best practices.

· Train and assist supervisors on disciplinary action process (according to labor law).

· Mediate with supervisor and supervisee in resolving conflict.

Staff Wellness

· Oversee the implementation of the staff wellbeing policy.

· Manage employee activities and well-being programs.

· Provide reports on the implementation of staff care plans across CRS Burkina.

Staff separation:

· Manage national staff separation process including exit interviews, separation letters, clearance, ensuring policies and procedures as well as local labor laws have been followed.

· Coordinate staff clearance.

· Oversee and track payment of separation benefits.

Staff Safety and Security:

· Oversee security management, acting as security focal point for the CRS Burkina.

· Ensure CRS Burkina’s Field Security Plan is updated as per agency policy and that all relevant CRS Burkina staff are knowledgeable about its content.

· Ensure all visitors, consultants, and new staff are immediately and fully briefed on security management and CRS Burkina’s Field Security Plan.

· Ensure CRS Burkina staff are aware of and comply with CRS Burkina’s and agency security policies.

Personnel Administration and Documentation:

· Ensure personnel files are complete with all staff-related documentation and employment records as required per CRS, donor, and local law.

· Ensure job descriptions are up to date and responsibilities and performance expectations are clearly communicated.

· Ensure effective and efficient processing and authorization of national staff timesheets and leave.

· Ensure HR database is maintained up to date with all relevant information.

· Ensure all HR Audit topics are covered and lead the closing of any HR Audit findings.

Supervisory Responsibilities:

Supervise the HR Officer.

Agency-wide Competencies (for all CRS Staff)

These are rooted in the mission, values, and principles of CRS and used by each staff member to fulfill his or her responsibilities and to achieve the desired results.

· Serves with Integrity

· Models Stewardship

· Cultivates Constructive Relationships

· Promotes Learning

KEY WORKING RELATIONSHIPS:

Internal:CRS Burkina Faso Senior Management Team; All CRS Burkina Staff; RTA Human Resources - where appropriate, DRD/MQ, HQ/HR staff.

External: Representatives of local government authorities; Peers from other NGOs in the country; Local legal counsel; Providers of HR-related services; CRS Partners, Consultants.

MINIMUM REQUIREMENTS:

Qualifications and Work Experience:

· Master’s degree or equivalent HR Management certification preferred.

· Bachelor’s degree required; will consider work experience in a similar position if over 5 years.

· Minimum 3 to 5 years relevant work experience, preferably with an International NGO, with at least 2 of these years managing the Human Resources function.

Knowledge and Skills:

· 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

· Commitment to promoting gender sensitive practices

· 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

· Good working knowledge of English

· Ability to use MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing Applications, HRIS

Travel Requirements:

Approximately 10-20% travel.

EOE/M/F/D/V

Please submit your cover letter and resume to the CRS/Burkina Faso program - attention Rebecca Bassey at rebecca.bassey@crs.org. Subject line: Human Resources Manager position.

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