Human Resources Coordinator/9773
Duration: 12 months (twelve months) renewable
Start date: 15-Oct-2024
General objective of the position
Under the hierarchical supervision of the Country Director, He/She is responsible for defining the mission’s Human Resources policy and coordinating its implementation and deployment on all bases in order to provide the best support to the programs in compliance with Malian laws, Action Against Hunger’s HR policies as well as other policies of the organization, while respecting and developing employees.
Main responsibilities
Objective 1: Contribute to the definition of the mission’s Human Resources strategy and to the overall aspects of HR management
Tasks:
- Develop the mission’s Human Resources strategy and the annual action plan based on the previous year’s documents
- Adapting HR policy to mission strategy
- Review the mission’s Human Resources procedures as needed
- Ensure the proper implementation of the mission’s HR procedures and monitor their correct application
- Disseminate Human Resources information to the entire coordination team
- Provide advice to other departments on their Human Resources needs
- Develop the Human Resources section of the “proposals” and donor reports on time and in good quality in collaboration with the coordination team
- Support in Talent Management and Development within the mission.
- Contribute by requesting the support and involvement of technical referents to give employees the means to acquire the skills necessary to carry out their job
- Ensure relations with external service providers within the framework of the training policy
- Develop the Annual Training Plan (PAF) for all national and expatriate employees based on the analysis of team managers
- Monitor the implementation of the PAF
- Ensure that employees complete their training on the Virtual Campus
- Be a promoter and direct manager (or via your HR team) of training in direct connection with Human Resources
- Ensure access to training for all employees
- Create and/or lead and/or assist the HR team in leading presentation workshops on HR policies or aspects related to Human Resources management
- Initiate promotions and internal mobility in compliance with legality and internal rules.
Objective 2: Ensure quality and timely recruitment/selection
Tasks:
- Ensure the implementation of transparent processes in terms of recruitment, access to training, promotion and internal mobility in compliance with the law and Action Against Hunger rules
- Check that job descriptions are of good quality and comply with Action Against Hunger standards
- Ensure that all necessary resources are mobilized to find suitable profiles for vacant positions
- Validate job openings
- Ensure that recruitment is carried out in accordance with procedures and with complete transparency
- Ensure that recruitment/selection rules are disseminated and known by all teams
- Ensure that the profiles needed for the mission can be found/recruited in the country.
- Ensure that gender is taken into account in the recruitment and selection process.
- Ensure links with school/academic organizations (schools, universities, etc.) to find the right profiles
- Ensure the implementation of the policy of decentralization of expatriate recruitment at the mission level
- Ensure that a reference and counter-reference control system is in place to reduce the risk of attracting people with bad reputations and those who have been involved in embezzlement or fraud within other Organizations.
Objective 3: Guarantee the implementation of a qualitative evaluation process and guarantee access to training for all employees and promote career management
Tasks:
- Ensure that the rules and principles of annual assessments are known to all and apply
- Ensure that all employees benefit from formalized annual performance reviews
- Provide support to Managers and train new Managers on the evaluation processes of their teams
- Support in Talent Management and Development within the mission.
- Contribute by requesting the support and involvement of technical referents to give employees the means to acquire the skills necessary to carry out their job
- Ensure relations with external service providers within the framework of the training policy
- Develop the Annual Training Plan (PAF) for all national and expatriate employees based on the analysis of team managers
- Monitor the implementation of the PAF
- Ensure that employees complete their training on the Virtual Campus
- Be a promoter and direct manager (or via your HR team) of training in direct connection with Human Resources
- Ensure access to training for all employees
- Create and/or lead and/or assist the HR team in leading presentation workshops on HR policies or aspects related to Human Resources management
- Initiate promotions and internal mobility in compliance with legality and internal rules.
Objective 4: Ensure the coherence of work organization and define the remuneration policy
Tasks:
- Ensure the consistency of organizational charts and compliance with job classifications and provide advice to Managers in the development of organizational charts for new projects
- Evaluate the level of efficiency of the organization and make recommendations
- Guarantee fair remuneration adapted to the cost of living for national employees (based on available benchmarking studies )
- Define the minimum wage and the national salary scale as well as its revision process
- Implement the Action Against Hunger classification grid in compliance with Action Against Hunger job descriptions and alert headquarters to local specificities
- Define the criteria for positioning national employees in the salary scale and the process of collective and individual increases
- Define the national policy on variable remuneration elements (bonuses, transport, etc.)
- Define the national policy on social benefits and, where appropriate, negotiate contracts and ensure the relationship with private external providers (health, retirement, insurance)
- Manage the job classification grid and any changes
- Review the definition of existing bonuses and integrate missing ones
- Alert if there is difficulty in maintaining appropriate compensation and benefits within budgetary constraints
- Establish and monitor the HR department’s annual budget, validate position openings, carry out cost calculations and financial projections necessary for developing projects.
Objective 5: Supervise personnel administration and payroll
Tasks:
- Define, if necessary, missing administrative procedures or adapt them to new regulations
- Manage administrative and payroll monitoring tools to high quality standards
- Ensure compliance with Action Against Hunger’s contractual commitments to its employees
- Supervise the quality work of the Human Resources team
- Supervise the establishment, monitoring and termination of employment contracts for national employees and monitor the termination of contracts for expatriates
- Monitor the maintenance of personnel files and the archiving of documents in accordance with Action Against Hunger and donor rules
- Monitor the monitoring and regular updating of HRIS
- Ensure compliance with labor legislation and internal rules, particularly with regard to payroll
- Supervise HR document audit processes
- Improve, if necessary, the quality of personnel and payroll management tools, reliability and availability of data
- Ensure compliance with Action Against Hunger’s contractual commitments to its employees
- Administer advance requests from international staff
- Ensure the follow-up of visas, work permits, expatriate declarations to local authorities and ensure the payment of any taxes
- Produce monthly and ad hoc reporting of data requested by headquarters, authorities and donors
- Monitor the correct application of contractual rules and alert Managers to internal rules and social law issues for nationals and expatriates
- Ensure that HR archives are well maintained and updated.
Objective 6: Implement collective rules and communicate internally
Tasks:
- Implement and update Action Against Hunger internal rules (internal regulations and social status agreement) adapted to the context of the mission and local legislation
- Implement means of monitoring hygiene, safety and working conditions and work to improve them when necessary
- Ensure that employees are informed about the Action Against Hunger charter and collective rules (Internal Regulations and Agreement on Social Status)
- Ensure the dissemination and training on the internal rules and principles of Action Against Hunger
- Promote the Gender Policy of Action Against Hunger and contribute to the achievement of minimum standards based on Gender
- Monitor and verify all disciplinary processes – ensure legal compliance
- Lead internal communication sessions on HR topics with the Coordination team
- Provide advice to Managers in conflicts with and within their team and ensure mediation when necessary
- Anticipating risks related to national Human Resources
- Listening to the social climate in collaboration with the Field Coordinators, preventing and managing social conflicts
- Prepare and implement social plans in conjunction with the Country Director and the Heads of the relevant departments
- Identify legal, social and financial risks linked to national HR policy (provisions for end-of-contract compensation, reclassification of dismissals, ongoing legal proceedings, etc.) and produce the necessary alerts
- Make available and explain HR rules, procedures and tools to all employees.
Objective 7: Supervise and support the development of the mission’s Human Resources team
Tasks:
- Define the needs of the Human Resources team (animation, monitoring, training, motivation, evaluation, etc.)
- Participate in the recruitment of your teams
- Organize and manage team meetings (quarterly HR week in particular) and individual, regular and exceptional points
- Develop and monitor individual action plans for team members
- Manage schedules, distribution and coordination of work
- Provide technical support to teams
- Identify training needs of team members
- Create, organize and lead training courses
- Managing team difficulties.
Goal 8: Compile and transmit aggregate and analyzed data upwards and downwards
Tasks:
Do you match the profile we are looking for?
Training:
Bac + 5 in Human Resources management, law or development management
Specific technical knowledge:
- Recruitment and selection
- Team management / conflict management
- Payroll management
- Labor legislation
Experience (years):
More than 3 years of experience in HR management
Knowledge of the humanitarian sector:
Essential
Knowledge of the organization:
Knowledge of Action Against Hunger’s areas of intervention and standard documents
Languages: French, English
Information systems: Office 2010, Outlook, HRIS and NHF
Mobility (national/international): International based in Bamako
Commitment to gender equality
Successful experience on issues promoting gender equality or personal commitment.
Our remuneration package
We propose a future incorporation into a dynamic organization of international scope including the following contractual conditions:
- International fixed-term employment contract of 12 months, renewable.
- Position Based in Bamako, Mali.
- Family status.
- Salary according to contribution level V3 between €46,000 and €60,000 gross per year based on the candidate’s experience and responsibilities (it includes per diem and living expenses).
- Accommodation provided by the organization.
- Coverage of return transport costs home – mission – expatriate’s home;
- A one-week break every 3 months with coverage of costs with a ceiling of €886 to the reference area and an extra of €215. Coverage of transport costs applies for two out of three breaks.
- Coverage of the plane ticket for the annual leave of the expatriate and his companions (once a year);
- Coverage of school fees for children in the field, with a ceiling of EUR 4,000/year/child and a ceiling of EUR 12,000/year/Family.
- 28 working days of vacation per year.
- Health insurance for expatriates and their families.Action Against Hunger is committed to preventing any type of undesirable behavior at work, including sexual harassment, sexual exploitation and abuse, lack of integrity and/or financial misconduct; We expect all staff and volunteers to share this commitment by adhering to our Code of Conduct and other related policies and only those who share our values and Code of Conduct will be recruited to work with us.
