Position Title: HR Business Partner and Practice Lead - Africa Region
SUMMARY Work closely with the Vice President, Global Human Resources along with Sr. Global HR Leadership Team, assigned regional HR team, and the Africa Regional Director to ensure we are taking strategic and proactive steps in support of the organization’s global and country-specific strategic plans and priorities. Serves as a member of the Sr. Global HR Leadership Team and provides leadership in developing a workplace culture that strives to create a positive employee experience for everyone based on our organization’s commitment to IDEA (inclusion, diversity, equity, and accessibility), our core values, and global engagement strategy based on the principles of Meaning, Autonomy, Growth, Impact, and Connection (MAGIC).
DUTIES/RESPONSIBILITIES
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Remain alert and responsive to any child safeguarding risks, acquire relevant knowledge and skills, which will enable a person to promote strong safeguarding practices, understand the child safeguarding policy and procedures, and conduct oneself in a manner consistent with the Child Safeguarding Policy.
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Strategy (Global and Country - CSP AOP)
- Serve as a strategic partner and trusted advisor to Regional and Country leaders; consult with leaders to develop and execute their Talent Strategy, guide the execution of HR programs, processes, communications, and strategic initiatives.
- Work with Country Directors and HRM’s (Human Resource Managers) in assigned region to support the development and execution of the Country Strategic Plans (CSP) and Annual Planning (AOP)across assigned areas.
- Supporting assigned countries in the development of innovative and diverse partnership/ funding opportunities for revenue growth.
- Provide inputs and recommendations to Global HR Planning and Strategy Development and implementation of the same.
- Champion various Organizational Development Change and Innovation initiatives in areas assigned.
- Develop and maintain effective relationships with key stakeholders within assigned area, to be able to identify and respond to current and future people related requirements.
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Talent Acquisition
- Oversee the execution Talent Acquisition Strategy for assigned areas.
- Lead the full cycle recruitment for Regional and Country Directors, key personnel for grants, and support country HRM’s in recruitment of senior staff in country.
- Support the development of talent acquisition strategy, and plans for assigned area that anticipate short/long-term needs.
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Talent Management
- Oversee the execution of Talent Management Strategy in assigned areas.
- Conduct Exit Interview for Country Directors and above positions.
- Provide inputs and collaborate in design, dissemination, and subsequent data analysis of Employee Engagement Survey.
- Coach leaders on engagement and retention of key talent.
- Lead Talent Review process for assigned areas.
- Provide coaching and consulting to country leaders on effective performance management intervention.
- Execute Succession Planning Strategy for assigned areas.
- Support development of Performance Management Plans for Country Directors.
- Responsible for Internal Mobility of staff across assigned Country Offices.
- Through the performance management process and approach, assure annual employee job performance assessments are conducted. This includes the annual goal setting process, the annual assessment process, and quarterly feedback sessions that strive to raise the performance bar in the organization.
- Support the organization’s emergency response efforts through its staff deployment roster and core business process.
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Learning & Development
- Oversee the execution of Learning and Development Strategy for assigned areas.
- Responsible for assessing training needs and effectiveness for areas assigned.
- Developing and facilitating Global training priorities (e.g., compliance, leadership).
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Employee Relations
- Serve as point person for conflict resolution for areas assigned and works in collaboration with CO HRMs to provide appropriate recommendations/action to the management team.
- Support investigation of Whistle blower and other complaints.
- Work in collaboration with CO HRMs on local legal issues and engage with local legal counsel as needed.
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HR Operations
- Analyse employee trends and human resource metrics (i.e. turnover, employee relations issues, staffing challenges, etc.) and recommend appropriate solutions.
- Data Analytics and preparation of reports for management decision making.
- Collaborates with Global HR Shared Services to ensure quality of Employee Data.
- Work with HRMs to ensure delivery of HR Services assigned.
- Point person for HR related employee communications.
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Safety and Security
- Support the Director of Safety and Security on deployment of Security Strategy and oversee Safety and Security plan implementation in areas assigned.
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Payroll and Compensation
- Participating in country/ regional compensation benchmarking survey.
- Works in collaboration with CO HRMs and Sr. Manager HR Operation on Compensation Related matters.
- Review and support the Annual Merit Process.
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Policies and Procedures
- Contribute to and collaborate with the broader HR/Talent team – sharing knowledge and practices that will help HR be more effective to the entire organization.
- Provide guidance and direction to leaders on human resource management policies, processes, and systems.
- Support updating and review of Country Employee Handbooks.
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Team Leadership
- Provide leadership, mentorship, and direction to a team of HR Managers/Directors based in Country Offices.
- Ensure team executes GHR strategy and exceeds all set metrics.
- Build a strong and cohesive team in alignment with ChildFund’s MAGIC culture and expectations.
QUALIFICATIONS/EXPERIENCE
- 9 plus years relevant experience in progressively responsible roles in human resources; minimum of 5 years’ experience leading talent management initiatives in developing countries.
- Exceptional knowledge of business processes/analysis in workforce planning, performance management, succession planning, leadership and employee development, employee assessment, including talent reviews, and organizational designs.
- Proven leadership skills, including team leadership, and experience leading cross-cultural teams.
- Ability to work effectively in a multi-national, matrix environment.
- Solid understanding of the international development sector
- Exceptional knowledge and experience utilizing various learning platforms and tools.
- Excellent interpersonal, communication, organizational, customer service, consulting, and influence skills with a track record of driving change and innovation, globally.
- Problem solver with business and strategic acumen and organizational diagnostics; analytical and execution skills; and excellent team building capabilities.
- Track record of managing multiple projects simultaneously with competing priorities.
- Self-starter, proactive, responsible, and results oriented.
- Demonstrated experience building collaborative relationships with both internal and external stakeholders, including appropriate vendors.
- Ability to travel domestically and internationally up to 20
EDUCATION
- BA required.
- Advanced degree in Training, Adult Education, Human Resources Management, Organization Development, MBA, or a closely related field highly preferred.
- Relevant certifications are also a plus.
ChildFund International is committed to safeguarding the interests, rights, and well-being of children with whom it is in contact and to conducting its programs and operations in a manner that is safe for children.
Disclaimer: This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.
How to apply
https://childfundinternational.secure.force.com/careers/fRecruit__ApplyJob?vacancyNo=VN1761