TechnoServe recruits 01 Human Resources Manager

TechnoServe recruits 01 Human Resources Manager


Cotonou, Bénin

Human Resources Manager 
Catégorie d’emploi: Human ResourcesNuméro de demande: HUMAN01836
Renseignements sur l’offreTemps pleinBenin/CotonouCotonou, Littoral, BEN
Détails de l’emploi
DescriptionThe Human Resources Manager (HRM) serves a dual purpose, with responsibility for the strategic and day-to-day management of both human resources and operational functions. This position works closely with other departments led by other partners of the consortium to facilitate participative approaches to the management of human resources and in the provision of operational and administrative support. The HRM reports to the Country Director, with a dotted line reporting to the Snr. Human Resource Manager WA, Regional Human Resource Business Partner (HRBP) and into the Chief Human Capital Officer (CHCO) of TechnoServe at the HQ in Arlington, VA.
Duties & ResponsibilitiesThe HR Manager is a highly competent and highly trusted advisor to senior management and all local staff, carefully balancing the need to simultaneously advocate for employees and the organization.
The HR Manager is able to effectively manage complex ethics, compensation and employee relations issues, and is willing to escalate any non-compliant, or ethically questionable activities beyond local management. 
The HR Manager is responsible for all HR functions and partners with the HRBP to ensure that HR policies and practices are simultaneously in line with local labor laws as well as TechnoServe policies and philosophies.
The HR Manager is expected to successfully manage all of the functions listed in the categories below, plus:Maintaining the Benin Employee Handbook up to date in compliance with the Benin Labor Laws in conjunction with the Country Director, Regional HRBP & CHCO and help interpret HR policies to fit local context.Organize, in collaboration with the Ministry of Labor, election of staff representatives and coordinate required meetings with representatives and the country senior management team.Serve as a trusted confidant to the CD and other senior managers, helping them to proactively solve local HR matters.Lead local ethics and conflict-of-interest investigations.Lead Annual Performance Appraisal cycle & ensure that evaluations are completed on time. Conduct trainings for all staff on the evaluation process and set expectations with the managers that providing feedback is not an annual event and is an ongoing conversation through quarterly check-ins with staff members. Implement performance plans and support development needs as indicated by performance evaluations.Conduct new hire orientations including sexual harassment training and on other topics as required. Identify people development needs in a structured way and develop clear plans to plug the gaps.Maintain accurate employee data in the HRIS system, ensure new hires entered accurately on date of hire, and update HRIS when employees exit with correct reason on their last workday, maintain company org charts & share with program managers. Manage staff exits, pension withdrawals, and other exit payment dues.For local national employees, develop talent management plan (staff development & succession plans); manage talent acquisition to include job description development and refinement, advertising and leading targeted searches, short listing and interviewing, carrying out reference checks, and preparing offer letters. Develop and maintain database of potential candidates for positions that require recurrent recruitment as the project grows, such as business advisors and farmer trainers.Prepare all payroll changes for new employees, terminated employees, promotions, transfers and bank changes, sending to Financial Controller for payroll preparation; liaise with Finance on review of monthly payroll and approval.Implement new employee onboarding program for all new hires. Document, administer, interpret, and communicate HR policies and procedures to staff and work with local counsel to ensure that TechnoServe Benin’s employee handbook and practices remain compliant with Benin labor laws and HR best practices. Collaborate with the human resources function of the other consortium partners to ensure that policies are not in conflict with one another and to integrate learnings and best practices across the consortium into TechnoServe Benin HR policies and procedures.Contribute to a positive work environment, manage complex employee relations issues, retrenchment procedures if needed, participate in disciplinary investigations and associated hearings, and prepare legal termination letters as required.Maintain HRIS records and create needed reports.  Responsible for ensuring completeness, accuracy, and confidential management of employee records.Fully participate in TechnoServe’s HR Community of Practice, providing solutions and lessons learned throughout the organization.Collaborate with the consortium lead’s Safety and Security focal point to ensure appropriate Safety and Security Guidelines are completed and distributed to all staff and employees receive safety and security training.Manage and administer local benefits program Act as liaison between local employees and corporate benefits manager.Arrange for resident/work permit for expatriates or third country nationals and INGO permit renewal.Manage administrative assistant staff, including performance management, assignment of tasks, managing workflow, and other supervisory tasks.Any other duties as may be assigned from time to time by supervisor
Required Skills and Experience:Bachelor’s degree in related field; (Bachelors Human Resources, Organization Psychology, Social Sciences, LLB) with at least five Bachelor’s Degree + 7 years’ experience, Master’s Degree + 5 years’ experienceProfessional written and spoken proficiency in English and FrenchNon-profit experienceExcellent communication & interpersonal skillsHuman Resources certification a plus Success Factors:Competency is a combination of knowledge, skills and abilities (KSAs) directly related to successful performance on the job.
Core Competencies include:Integrity and honesty: Is widely trusted; seen as a direct, truthful individual; presents truthful information in an appropriate and helpful manner; keeps confidences; admits mistakes; does not misrepresent himself or herself for personal gain.
Team Work/ Relationships: Works co-operatively and flexibly with other members of the team with a full understanding of the role to be played as a team member and/or leader, to achieve a common goal.  Ability to build and maintain effective relationships and networks.Learning attitude: Proactively takes advantage of opportunities to learn. Actively identifies new areas for learning; applies and shares new knowledge and skill appropriately.Diversity/Inclusiveness: Demonstrates an understanding and appreciation for diversity and supports diversity efforts. Interacts effectively with and inclusively with people of all races, cultures, ethnicities, backgrounds, religions, ages, and genders.Communication: Expresses ideas effectively in individual and group situations. Listens effectively; shares information, ideas and arguments; adjusts terminology, language and communication modes to the needs of the audience; ensures accurate understanding; acts in a way that facilitates open exchange of ideas and information; uses appropriate non-verbal communication.Decision making/Problem Solving: Is able to analyze situations, diagnose problems, identify the key issues, establish and evaluate alternative courses of action and produce a logical, practical and acceptable solution.  Is able to make effective decisions on a day-to-day basis, taking ownership of decisions, demonstrating sound judgement in escalating issues where necessary.Results Oriented/ High Quality Deliverables: Stays focused on the efforts necessary to achieve quality results consistent with programmatic or departmental goals. Demonstrates the ability to achieve effective results; works persistently to overcome obstacles to goal achievement. Accomplishes tasks by considering all areas involved, no matter how small; showing concern for all aspects of the job; accurately checking processes and tasks.Planning & Time Management: Establishes a course of action for self and/or others to accomplish a specific goal. Effectively plans, schedules, prioritizes and controls activities; identifies, integrates and orchestrates resources (people, material, information, budget, and/or time) to accomplish goals. Prioritizes work according to the program or department’s goals, not just own job responsibilities; manages own time effectively.Business Acumen: The ability to use information, ask the right questions and take decisions that make an impact on the overall business performance.
Job Specific/Technical Competencies include:Computer Literacy: Demonstrates knowledge and ability to use specific computer programs or applications for own functional area.  Has the ability to improve performance by integrating new and existing technology into the workplace.
Innovative Mindset: Curious inquiries, asks questions and seeks out information from multiple sources, learns from mistakes, sees change as an opportunity.Internal Client Focus: Client Focus is based on the ability to understand the client’s needs and concerns in the short to long-term and to provide sound recommendations and/or solutions.Compliance & Governance: Compliance with and knowledge of company policies, applicable legislation, grant requirements, donor contracts, the local labor code and tax laws.
Managerial CompetenciesEmotional Intelligence: The act of knowing, understanding, and responding to emotions, overcoming stress in the moment, and being aware of how your words and actions affect others. Emotional intelligence consists of 4 attributes: self-awareness, self-management, social awareness, and relationship management.
Strategic Thinking: Managers should recognize key actions, underlying problems, make connection and patterns, see consequences and implications. Anticipates obstacles realistically and plans ways to deal with them.Staff Development: managers are required to work with employees to plan on the development of skills and abilities so that they can fulfil current or future job/role responsibilities more effectively.Trust to Delegate: managers should have trust and willingness to assign responsibilities to direct reports and give them discretion and authority to carry them out.Feedback/Coaching (mentoring): managers should give instructions, suggestions, explanations, and feedback to subordinates.
We encourage all qualified individuals who share TechnoServe’s vision of improving the lives of others through proven business solutions to apply.
With our commitment to diversity, we are proud to be an equal opportunity employer and affirmative action employer and do not discriminate on the basis of gender, race, color, ethnicity, religion, sexual orientation, gender identity, age, HIV/AIDS status, protected veteran status, disability and all other protected classes.
We are also proud of our commitment to protecting staff, partners, and beneficiaries from abuse and exploitation and thoroughly vet all final candidates through rigorous background and reference checks.
If you have a disability that affects your ability to use our online system to apply for a position at TechnoServe please contact the Human Resources at recruitment@tns.org or call +1 202 785 4515.
Deadline: 09 Juin, 2021.POSTULER

Laisser un commentaire