HR BUSINESS PARTNER (RESPONSABLE DES RESSOURCES HUMAINES)

Transcription

1 HR BUSINESS PARTNER (RESPONSABLE DES RESSOURCES HUMAINES) Annual Salary and Benefits Internal Job Grade Contract type Reporting to Staff reporting to this post Locations Budget responsibility As per Oxfam in Mali payscale C1 National Business Support Manager HR Team Bamako Bamako and geographical areas to be covered in the role. Sign off responsibility for monthly payroll and benefits payments. Impacts on Country staff budget Shaping a stronger Oxfam for people living in poverty. Context Oxfam in Mali works to implement its vision for a peaceful Mali, where inequalities and social injustices are reduced, so that women, men, girls and boys exercise and fully enjoy their rights. To achieve this vision three Strategic Objectives are defined: The Resilience of sustainable communities and livelihoods; Good Governance, Peace and citizen participation; Access to basic social services. Moreover, at the heart of the Oxfam in Mali s Country Strategy, there is Influence, Advocacy and Gender Equity for reducing Communities' vulnerability to Internal and External Shocks and the Injustice of Poverty. Our programs will help reduce the economic marginalization of women and promote their full participation in Mali's development. Job Purpose The HR Business Partner will provide a professional, business focussed organisational development and human resource management service, delivering a proactive and solutions based approach for resolving issues and ensuring that staff are effectively resourced, managed and developed to deliver organisational strategy. Key Responsibilities and Accountabilities Act as trusted advisor to the senior leadership team. Develop and lead on the Country HR plan and engage with and influence senior management thinking and behaviors on this and the people aspects of Country Strategy and ensure that people management is central to this; Detailed advice and problem resolution (including direct one to one manager case work support) on complex and sensitive policy interpretation and procedural issues to managers and employees and HR colleagues, including advising managers when HR decisions might need to be taken outside of defined policy and process;

2 To identify and support the business to successfully deliver credible, customer focused, costeffective and innovative recruitment solutions using a range of techniques; In collaboration with Regional HR Team develop a resourcing strategy and innovative, timely and cost effective best practice solutions to enable the organisation to meet its objectives. Seek to continuously improve the quality and value of the HR service provided to the organisation; To measure the success of resourcing solutions and services in contributing to the function effectiveness and efficiency and attainment of overall objectives; Development and implementation of recruitment process and policy of Oxfam, including, the design of associated paperwork; Management of all administration associated with the recruitment process, via Line Management of administration resource; To lead the activity to translate the resourcing requirements and Talent Management information developed by the Learning and Development Team into achievable resource plans; Coaching/advising managers in the implementation of robust recruitment and selection processes and legislative requirements, to facilitate shared responsibility for the recruitment of people and ensuring that HR matters are effectively dealt with; To guide managers in the optimum utilisation and deployment of resources across the organisation including monitoring of the various categories of temporary employees working for Oxfam; Represent the HR team at appropriate internal and external forums; Manage the link and relationship to all OI HR shared services; Work closely with the Oxfam Reward Shared Service on a day to day and more strategic basis, be responsible for the country annual pay review process, and where appropriate in close cooperation with the other affiliates working in the region; Ensure that there is regular dialogue and shared problem solving with the Staff Association; Monitor the climate or mood and proactively advise and support the BSM on a course of action when necessary; Implement and monitor HR Support Team standards, particularly in relation to customer service, quality and accuracy: Ensure staffs are paid accurately and on time; Put the monthly payroll calculations, including computations for leavers. Ensure there is accurate staff information on the HR System. Ensure confidential and efficient management of medical aid issues, including in crisis situations; Provide high quality management reports as required including the monthly HR planner and change management plans; Ensure that Oxfam healthy & security guidelines and practices are maintained and implemented; Ensure HIV and Gender workplace policies are appropriately implemented and instilled in daily office life so as to build an office culture that supports women and men s roles and creates an open environment where staff can comfortably discuss problems that may impact on their work; Own the business position considers cost and resource demands against business drivers and critical success factors. Balances cost and quality;

3 Support as a priority where appropriate the recruitment and development of new skills required for effective programming and delivery of the Plan; Work closely with the Country Management Team to ensure effective talent management strategy is in place and actively support activity that optimizes talent; Support the development of solutions to cater for individual s development plans, and that specific skills training is arranged for the country team where shortfalls are identified; Ensure that Oxfam staffs have the required skills and abilities to provide capacity building and knowledge transfer to partner organizations; Continue to embed effective performance management amongst the country leadership team and develop and implement a monitoring and evaluation process to ensure that both individual and organizational performance against objectives is regularly assessed and issues are identified and addressed; Stay abreast of changing organizational and external situational circumstances, which may impact both the human resources team and the wider organization and proactively develop suggestions for addressing them and/or incorporating relevant information into Oxfam s ideas and approaches.; Manage the link with the OI Regional HRBP and change managers (where appropriate); As a member of the HR Team within the Region, contribute to OI HR strategy development; May take a lead within the Region on a strategic HR issue as appropriate; Share learning across the Region. Technical Skills, Experience & Knowledge Essentials Master Degree in Human Resources, Management or related field with substantial knowledge and experience of general human resource management with expertise in providing a superior, proactive, business focused service.; 5 to 10 years experience of working as a HR professional with at least 2 years working with a leadership level on a consultative and partnering basis; Experience of advising managers on a range of people matters (e.g. discipline, grievance, performance management, sickness absence, recruitment, etc) ; Substantial knowledge and experience of organizational development, especially capacity building and skills transfer, learning and development and knowledge management. Experience in creating a learning and sharing environment; Extensive working knowledge and experience of country labour law and its application; Demonstrable working knowledge and experience on organizational development practices and techniques, from organizational diagnosis, design, transformation and related solution modelling; Experience of implementing new initiatives and rolling out new ways of working ; Commitment to Oxfam s overall aims and policies and experience of promoting gender equity and diversity and the interests of marginalized people in all aspects of Oxfam s work; Team Player, good communication and negotiation Skills; Analytical and Problem Solving Skills.

4 Desirables Knowledge of country in terms of its political, economic and social trends plus a good understanding of the key development and humanitarian issues in the region; Experience of working with middle/senior managers ; Experience of working in a stand alone role ; Experience of implementing new initiatives and rolling out new ways of working ; Project Management and Change Management Skills; Strong Time Management and Priorities Management Skills; Experience of using a recognised HR Software/Database System. English knowledge is an advantage to this position. Oxfam s Values Competencies Description Decisiveness Influencing Humility Relationship Building Listening Mutual Accountability Systems Thinking We are comfortable to make transparent decisions and to adapt decision making modes to the context and needs. We have the ability to engage with diverse stakeholders in a way that leads to increased impact for the organisation We spot opportunities to influence effectively and where there are no opportunities we have the ability to create them in a respectful and impactful manner. We put we before me and place an emphasis on the power of the collective, nurture the team and play to the strengths of each individual. We are not concerned with hierarchical power, and we engage with, trust and value the knowledge and expertise of others across all levels of the organization. We understand the importance of building relationship, within and outside the organization. We have the ability to engage with traditional and nontraditional stakeholders in ways that lead to increased impact for the organisation. We are good listeners who can see where deeper levels of thoughts and tacit assumptions differ. Our messages to others are clear, and consider different preferences. We can explain our decisions and how we have taken them based on our organizational values. We are ready to be held to account for what we do and how we behave, as we are also holding others to account in a consistent manner. We view problems as parts of an overall system and in their relation to the whole system, rather than reacting to a specific part, outcome or event in isolation. We focus on cyclical rather than linear cause and effect. By consistently practicing systems thinking we are aware of and manage well unintended consequences of organisational decisions and actions.

5 Strategic Thinking and Judgment We use judgment, weighing risk against the imperative to act. We make decisions consistent with organizational strategies and values. Self- Awareness Enabling We are able to develop a high degree of self-awareness around our own strengths and weaknesses and our impact on others. Our self-awareness enables us to moderate and self-regulate our behaviours to control and channel our impulses for good purposes. We all work to effectively empower and enable others to deliver the organizations goals through creating conditions of success. We passionately invest in others by developing their careers, not only their skills for the job. We provide freedom; demonstrate belief and trust provide appropriate support. We give more freedom and demonstrate belief and trust, underpinned with appropriate support.