Recognition by the international community as a democratic and economic leader in Africa has made Ghana a magnet for tourists, but few see the wide-spread poverty that still exists off the beaten path. Catholic Relief Services Ghana works with the Ghanaian people to tackle poverty with a holistic approach including projects that improve child and maternal health; increase access to clean water and sanitation; scale up farm production; and enhance community level savings and lending.
1 . Human Resources Manager
17 June 2016
Reports To:Operations Manager
· Strategic Human Resource Management;
· In consultation and coordination with Operations Manager (OM) and Country Representative (CR) define HR strategy in line with CP strategic objectives and develop, maintain, and support implementation of a CP staffing plan.
· In coordination with senior managers, optimize organizational structure for maximum operational efficiency.
· Confer with Operations Manager and CR and other supervisors to implement workforce planning system by identifying future staffing needs including key competencies to support the attainment of CP’s objectives
· Builds partnerships with SMT and RTA HR staff to ensure recruiting and sourcing are providing the appropriate level of support and are valued by the agency.
· Maintains relationships with third party vendors for staff needs.
· Analyzes and reports on recruiting metrics.
· Leads the creation of policies and processes that result in the recruitment and development of staff throughout the agency to implement agency strategy and reflect CRS values.
· Implements and evaluates programs and processes for succession planning, talent mapping, performance assessment, and leadership development.
· Reviews performance of CP and identifies training needs and develop plans of action
· Establishes training and career path for all job families at CP.
· Implements agency on-going training program for all staff concerning Catholic Church structure, values, principles and social teaching\
· Ensure the agency performance management system is implemented according to Agency guidance emphasizing all phases, i.e. performance planning, development planning, coaching, assessment, mentoring, and discussion of career options
· Implement agency orientation/on-boarding system for national and international staff – CRS One – and provide region -specific information for the orientation manual and orientation package/session.
· Regularly review national staff compensation packages to ensure that salaries and benefits are competitive with International NGOs in the country.
· In collaboration with RTA/HR and managers review job and salary banding systems to ensure salaries are managed based on performance, competency and job content.
· Monitor industry salary levels and movements to ensure competitive positioning
· Monitor market conditions related to benefits to ensure national staff benefit levels are competitive.
· Implements all Human Resource policies, services and programs in line with agency values and principles.
· Assess effectiveness/utility of current HR policies/procedures, recommend changes to improve alignment with business needs and manage risk.
· Manage activities and advise managers on the interpretation/application of HR policies and procedures to ensure compliance with agency, donor, and local legal requirements.
· Consults and advises senior managers on highly confidential and complex human resources and employee relations issues.
· Establishes an effective approach to employee relations including staff communications, employee engagement, conflict resolution, and recognition and employee feedback programs
· In efficiently and effectively implementing policies, promote a culture of high performance and accountability for outcomes.
· Strengthening the involvement of all managers in security management and incorporation of security management into their profile and performanc
· Strengthening systems to ensure that all newly recruited/posted staff are immediately fully briefed on security management and the CP’s Field Security Plan using a proactive approach for the briefing process
· Strengthening systems to ensure proper management of staff health, including stress management
· Making sure that CPs comply with policies on updating and posting core security documents on SP
· Payroll Processing, 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 regulations.
· Process National staff payroll for OM’s review
· Implement HR database maintenance; manage reporting on employee-related data and HR metrics and trends.
· Prepare various analytical reports with personnel data to support decision-making and efficient operations.
· NOTE: As this position supervises other staff, some or all of the below responsibilities may be included in the JD:
· Implement the recruitment, training and development of a competent pool of staff that can effectively discharge the mandate of the function under portfolio of responsibility.
· Ensure job descriptions are up to date and responsibilities and performance expectations are clearly communicated
· Ensure effective delegation of authority.
· Orient new staff to CRS identity, culture, partnership principles, tools, and processes.
· Organize assignments, tasks, and expectations in a way that fosters opportunities for learning and development.
· Manage individual and team development by providing coaching, feedback, mentoring, support, resources, and reinforcement.
· Complete all aspects of the CRS Performance Management system in a timely manner and effectively to create a high-performance culture and a positive work environment. Deal firmly and promptly with performance issues.
· Internal: CP Senior Management Team; All CP Staff; RTA Human Resources.
· External: Representatives of local government authorities; Peers from other NGOs in the country; Local legal counsel; Providers of HR-related services; CRS Partners.
Min Education Level : Masters Degree Masters degree or equivalent HR Management certification from an acknowledged certification body in HR Management, Social Sciences or Public Administration. Bachelors degree accepted, if work experience in a similar position is over 5 years.
· Minimum 3 to 5 years work experience in a similar position, preferably with an International NGO.
· At least 2 years of those managing the Human Resources function.
· Knowledge and Skills: Excellent knowledge of best practices
· HR management 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
· Ability to perform duties with tact and enact a system for treatment of confidential documents and information.
· Excellent written and oral communication, interpersonal and negotiation skills tact and also assertiveness at times
· Ability to use MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing Applications, HRIS 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
To apply for this position, please submit your CV and letter of interest.Application must be saved with this format:- Application.CV.(Name).HR Manager. CRS Ghana This job description is not an exhaustive list of the skills, effort, duties, and responsibilities associated with the position