a ( e ) Manager Human Resources & Organizational Development ( RHDO ). At SOS Children’s Villages International

RECRUITMENT NOTICE OF A ( E ) MANAGER HUMAN RESOURCES & ORGANIZATIONAL DEVELOPMENT ( RHDO )

Background and rationale

SOS Villages d’Enfants International is a non-governmental social development organization, independent whose action aims to support children deprived of parental care and families living in difficult conditions through care, education, health and emergency aid and to defend the rights of children and young people, in alliance with a great diversity of partners. We work in 136 countries and territories, reaching more than a million children, young people and families each year. Member of SOS Villages d’Enfants International, SOS Villages d’Enfants en Central African Republic was created in 1989.

SOS Children’s Villages in the Central African Republic recruits a ( e ) Manager Human Resources & Organizational Development ( RHDO ).

Mission

The RHDO Manager provides human resources management services and advice to the National Director, managers and department heads and key national functions. As a member of the National Management Team, Manager RHDO actively participates in the development and implementation of the national plan. It ensures the implementation of the Human Resources Department plan, guidelines, policies, approaches and strategies of SOS Children’s Villages in the Central African Republic. The RHDO Manager sees its main task in the further development of the organization, also in terms of performance, by ensuring qualified implementation processes.The/the Manager RHDO ensures that all administrative matters are settled in strict compliance with national law and labor law as well as internal directives to SOS Villages d’Enfants.

Hierarchical relationships

• Reports directly to the National Director and cooperates closely with the other Managers in the National Directorate ;
• Receives additional instructions and technical support from the Regional Human Resources & Organizational Development Advisor ;
• Provides technical support to Managers and their teams.

Main responsibilities

• Implementation of HR Manual standards within the National Association, regional and global standards, local guidelines and requirements that also include the assessment and monitoring of HR processes ;
• Implementation, review, adaptation, monitoring and development of all standards, directives, systems and processes related to HR areas according to the HR cycle : Staff planning ( Workforce Planning ) and Job design, Recruitment and selection, Integration, Training, Career development, Performance management, End of contract / Retirement ;
• Close collaboration with the Managers of Children’s Villages and Emergency Programs, the Coordinators of alternative care, staff of the Family Strengthening Program for the implementation of the SOS Children’s Villages Program Policy ;
• Implementation of the remuneration system and its annual review ;
• Maintaining a good knowledge of national legal and administrative questions in matters of administrative staff management ;
• Collaboration with social security institutions and labor administration in the context of respect for labor law and social security in the Central African Republic ;
• Organization and evaluation of support activities such as supervision, coaching and team development as well as engagement and satisfaction surveys, as required ;
• Maintaining the matrix relationship with the RHDO Regional Department and active participation in the regional network and contribution to RHDO regional activities ;
• Promotion of the SOS brand for the recognition of the value of the organization within the HR community and its National Association.

Profile and skills

• Holder of a Bac + 5 in human resources management, economics, law or political and administrative sciences ;
• Seven ( 7 ) years of professional experience in human resources management in an international organization / development project including three ( 3 ) years at least at a managerial level ;
• Good command of the Pack Office and at least one salary processing software ( notably Sage Paie ) ;
• Good editorial capacity and oral communication skills ;
• Perfect mastery of French ( written / oral ) and good command of English ;
• Have a good knowledge of the labor law and social security of the CAR and a mastery of relations with the Social Security Institutions, the Labor Administration ;
• Have good arrangements to work in a team ;
• Mastering management techniques: knowing how to coordinate and motivate a team, knowing how to run a network, knowing how to train and inform its staff, knowing how to delegate, knowing how to evaluate results in a rigorous and exhaustive manner, know how to manage conflicts ;
• Strong capacity for analysis, organization and resolution of problems and conflicts ;
• Good coaching, facilitation and training capacity.
• Have a good legal and administrative culture ;
• Know how to organize a good flow of information with the various interlocutors to create a climate conducive to exchanges and social dialogue ;
• Know how to establish and develop around you a culture of social dialogue ;
• Have the ability to work under pressure ;
• Ability to work effectively with an organization located on several geographic sites
• Commitment to the values of SOS Children’s Villages including the will to respect and apply the child protection policy ;

We offer

• Diversified, creative and stimulating opportunities in an international work environment ;
• The possibility of making a significant and positive contribution ;
• A competitive compensation scheme and excellent development possibilities.

Postal conditions

• Based in: Bangui with internal displacement ;
• Type of contract: Expatriate.

What we defend

SOS Villages d’Enfants is committed to creating and maintaining a caring and protective environment, which promotes its fundamental values and prevents and treats the abuse and exploitation of children. We strongly condemn all forms of ill-treatment and exploitation of children, whether inside or outside our organization, and always respond to any case of proven abuse, presumed or attempted in our sphere of influence according to its nature. Efforts are being made to put in place mechanisms to raise awareness, assist in prevention, encourage reporting and facilitate response. They range from human resource development actions such as training and advice to measures such as suspension,dismissal and legal action.

SOS Villages d’Enfants is committed to creating and maintaining a safe working environment for our staff, children and young people and the communities for which we work. The organization prohibits harassment, exploitation and abuse by or against any employee, supervisor, director, child, young, community, partner, candidate or other individual or entity with which SOS Children’s Villages employees come into contact in the course of their work. All employees are required to exercise their functions in accordance with our policy of prevention and protection against harassment, sexual exploitation and sexual abuse. They are also required to respect the organizational values of Engagement, Courage, Responsibility and Trust.

In addition, SOS Villages d’Enfants applies zero tolerance for any fraud situation.