Catholic Relief Services (CRS) is an International non-governmental organization supporting relief and development work in over 99 countries around the world. CRS programs assist persons on the basis of need, regardless of creed, ethnicity or nationality. CRS works through local church and non-church partners to implement its programs, therefore, strengthening and building the capacity of these partner organizations is fundamental to programs in every country in which CRS operates. CRS has been active in Ghana since 1958 and is currently implementing programs in the areas of Health and Agriculture/Livelihoods.

Position Title: Human Resources Manager
Department: Operations
Location: Accra
Reports To:  Operations Manager

JOB SUMMARY:
Support the attainment of Country Program objectives through the provision of dedicated quality HR services, and professional advice, and through leading implementation and coordination of HR systems, policies and procedures in line with organizational vision, mission, and strategic objectives.  Contribute to risk management through advising managers on the interpretation/application of HR policies and procedures and ensuring Country Program employment and personnel management practices meet agency and donor standards and are in compliance with local labor law and related government regulations.

Analyze country office issues and requests with regard to personnel 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 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.
•   Perform job analysis and advise on Job Description design

Talent Acquisition.

•   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.
•   Maintaining contacts through social media and use of best practices of for recruiting the most qualified staff

Human Resource Development:

•   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.
•   Manage and facilitate presentations and capacity building events at Country Program level and partner organizations to support efficient and effective implementation of all HR systems and processes during the HR cycle

Compensation and Benefits:

•   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.
•   Work with  RTA/HR to ensure benefits are compliant with CRS HR best practices

Employee Relations:

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

Staff Safety and Security:

•   Strengthening the involvement of all managers in security management and incorporation of security management into their profile and performance
•   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
•   Generate payroll journals and its related reports for Finance staff’s action

Reporting:

•   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.
•   Serve as the permanent secretary to the SMT and maintain all SMT meeting agenda and notes

Budget Responsibilities:

•   Input to budget development and expense approval per CP authorization charts

Supervisory Responsibilities:

•   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.
•   Process and authorize all administrative documents related to personnel management, such as Timesheets, Leave Requests, etc.

KEY WORKING RELATIONSHIPS:

•   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.

Qualification Required & Experience

•   Master’s degree or equivalent HR Management certification from an acknowledged certification body in HR Management, Social Sciences or Public Administration.
•   Bachelor’s 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
•   Cultivates Constructive Relationships
•   Promotes Learning

Travel Requirements:
Approximately 10-20% travel.

Location: Accra

How To Apply For The Job

To apply for this position, please submit your CV and letter of interest to:

GH_jobs@global.crs.org

Closing Date: 11 March, 2014

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

•   CRS is an equal opportunity employer.
•   Female candidates meeting position requirements are strongly encouraged to apply