All Applicants are required to submit their application using the following link:Jobs for Humanity HR Officer | SmartRecruiters
Receiving of CV's applicants is on rolling basis. Only short-listed candidates will be contacted.
Email received with no suject will be rejected.
Embrace has a ZERO TOLERANCE policy on sexual exploitation and abuse, and sexual harassment.
A. GENERAL DESCRIPTION
The human resources officer has a crucial role in managing and supporting the organization's workforce and works closely with the organization’s different programs, departments, and managers. The role is dynamic and requires a combination of interpersonal skills, organizational expertise, and a strong understanding of both HR principles and the organization's mission and values.
B. ORGANIZATIONAL VALUES
- Respect: To consider all individuals worthy of high regards and respect.
- Integrity: To adhere to the highest moral and ethical principles in fulfilling Embrace’s mission.
- Compassion: To understand another person’s condition from their perspective and strive to respond to their needs.
- Inclusiveness: To actively include stakeholders in decision making and the implementation of Embrace’s strategic goals.
- Accountability: To acknowledge and assume responsibility for all actions and decisions undertaken within the organization.
- Ownership: To assume one’s responsibility towards their role and the organization, to problem solve and actively seek feedback in a proactive manner.
- Collaboration: To actively seek feedback from members of the team, and work collaboratively with team members inside the organization as well as engage external partners in fulfilling Embrace’s mission and vision.
C. MAJOR RESPONSIBILITIES:
1. Recruitment and Selection
- Posting job openings, creating job descriptions, and advertisements.
- Reviewing resumes and applications, and shortlisting candidates.
- Conducting interviews and assessments to select suitable candidates.
- Ensuring a fair and transparent recruitment process.
2. Onboarding and Orientation
- Facilitating the smooth transition of new employees into the organization.
- Conducting orientation sessions to introduce them to the organization's mission, values, policies, and procedures.
- Handling necessary paperwork, including contracts, benefits enrollment, and tax forms.
3. Employee Relations
- Addressing employee concerns, grievances, and conflicts.
- Mediating disputes and ensuring a harmonious work environment.
- Promoting open communication and positive employee relations.
4. Performance Management
- Developing and implementing performance appraisal processes.
- Setting performance goals and objectives in alignment with the organization's mission.
- Providing feedback to employees and identifying areas for improvement.
- Administering performance reviews and performance improvement plans.
5. Training and Development
- Identifying training needs and organizing relevant workshops or training sessions in coordination with department managers.
- Designing and implementing professional development programs.
- Encouraging continuous learning and skill enhancement among employees.
6. Policy and Procedure Implementation
- Ensuring that the organization's HR policies and procedures are in compliance with labor laws and regulations.
- Communicating and enforcing policies related to attendance, leave, code of conduct, etc.
- Managing employee benefits programs, such as health insurance, retirement plans, and leave policies.
- Administering payroll processes, ensuring accuracy and timely disbursement of salaries.
7. Employee Engagement and Well-being
- Organizing employee engagement activities, team-building events, and recognition programs.
- Monitoring employee morale and taking steps to enhance workplace satisfaction.
8. Legal Compliance
- Staying updated on labor laws, regulations, and industry best practices.
- Ensuring the organization's HR practices are compliant with relevant laws.
9. HR Reporting and Record Keeping
- Maintaining accurate and up-to-date employee records and databases.
- Handling confidential information with discretion.
- Compiling and analyzing HR data to generate reports for management decision-making.
10. Health and Safety
- Collaborating with relevant stakeholders to ensure a safe and healthy work environment.
- Developing and implementing safety policies and procedures.
11. Strategic Planning
- Participating in organizational strategic planning, particularly in relation to workforce needs and development.
D. Skills & Competencies
1. Critical Skills and Competencies
- Communication skills: Strong verbal and written communication skills are essential for effectively interacting with employees, conducting interviews, drafting policies, and delivering trainings.
- Interpersonal Skills that foster the building of relationships, mediation of conflicts, and fostering of a positive work environment.
- Problem-Solving: Adept at analyzing situations, identifying issues, and developing solutions that align with both organizational and legal considerations.
- Attention to Detail: Precise record-keeping, contract drafting, and policy implementation require a keen eye for detail.
- Ethical Judgment: Handle sensitive and confidential information while exercising ethical judgment and maintaining confidentiality.
- Data Analysis: The ability to analyze HR metrics and trends can inform decisions related to recruitment, retention, and performance management.
- Time Management: Juggling multiple tasks, from recruitment to policy implementation, requires effective time management.
2. Behavioral Skills and Competencies
- Demonstrates empathy toward employees' concerns and needs fosters a supportive workplace environment.
- Adjusts and adapts easily to changing regulations, organizational needs, and evolving HR trends.
- Handles sensitive information and making fair and unbiased decisions requires a high level of integrity.
- Mediates conflicts and resolving disputes while maintaining professionalism and objectivity is essential.
- Collaborates with colleagues across various departments and levels
- Understands cultural nuances and focuses on inclusivity
- Deals effectively and empathically with challenging situations, such as layoffs or employee relations issues, demands emotional resilience.