Human Resources Manager

Due Date: 
Thursday, May 28, 2020

Human Resources Manager

Reporting to: Finance and Operations Director

Overall responsibility

The Human Resources Manager is responsible for all aspects of the human resource function within the organization: staffing, recruiting, retention, performance management, performance appraisal, employee relations, compensation, compliance, staff development and advising on succession planning, ensuring that OPHID is staffed by competent and motivated staff complying with legislation, OPHID policies and good practices. The HR Manager is responsible for the development and implementation of HR strategies, supervising the HR team, plans & budgets that support program objectives, and ensure full implementation of defined HR standards & good practices. The HR Manager will oversee the overall function of the centralized HR team and ensure the dissemination of the relevant HR information to all the provinces.

  • Human Resources Policies

    • Regularly review OPHID Human Resources Policy and align these to mandatory donor requirements, country legislation and other good practices.

    • Make recommendations to senior management on required policy updates and updating all employees on the changes to policies to ensure that the said policies are living documents.  

    • Support line managers in implementing the HR policy in its entirety, including recruitment, selection, performance management, performance review, conduct, discipline, and termination.

    • Establish and maintain equity, transparency and consistency in the interpretation, determination, implementation, and administration of HR policies, procedures, and guidelines on all HR related matters applicable to the staff. 

    • Communication and compliance of all internal policies and procedures as well as external regulations and applicable labour laws.

    • Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing Human Resources and budgeting for the plan

    • Compile a monthly report on the policy update recommendations, policy implementation activities and policy divergencies to inform senior management on appropriate actions.

  • Recruitment and Selection

    • To develop, implement  (and support implementation by others) a fair and transparent recruitment process (advertisement; selection process; recruitment tests; interviews; reference checks and offer letters) by conforming  to good Human Resources practices, donor regulations and legislation  that ensures that OPHID recruits the best possible candidate

    • To initiate and coordinate the induction of new employees through development, reviewing and implementation of an induction programme relevant to ensure that the new employees settle well in their respective positions.

    • Compile a monthly report on recruitment and selection with vacancy rates, challenges encountered in filling posts, time to fill posts and other relevant metrics.

  • Performance Management and Employee Development

    • Implement a staff performance management through reviewing, updating and operationalizing performance management systems to ensure high productivity aligned to OPHID’s strategy.

    • Communicate performance management tools (Job Descriptions, performance review forms, performance evaluation metrics, timing, and feedback) through training of line managers and staff to ensure an evidence-based, consistent, and fair staff performance management system.

    • Support line managers in administering the performance management processes to align employee performance with OPHID program goals and objectives and assist management in creating and retaining high performance employees and teams.

    • Support line managers to identify, recommend and implement relevant training opportunities for staff through training gap analysis and evidence from the performance management system so that OPHID is staffed by employees who are up to date with the requirements of their respective positions.

    • Manage the learning and development plan, identify growth and development opportunities for staff, and facilitate management & leadership development initiatives.

    • Support line managers in identifying poorly performing staff whose development is below the organization’s expectations and support such managers through the process of performance hearings and termination when appropriate.

    • Compile monthly reports on performance management and employee development activities. 

  • Compensation and Benefits

    • Conduct annual compensation and benefits surveys to inform OPHID’s annual salary scales in line with best practices.

    • Recommend and implement an equitable salary system through regular remuneration reviews as informed by salary surveys, performance management practices and line manager recommendations to ensure OPHID manages to attract, retain, and motivate staff.

    • Regularly review and update a Job Evaluation system updates to ensure that jobs are correctly graded, and employees are remunerated in tandem with respective grades

    • Support the Finance and Administration Director in organizational benefits administration by timeously processing the Salaries register to ensure that employee salaries are processed on time. 

  • Staff Welfare and Labour Relations

    • Support the formulation and implementation of HR, administration, and staff welfare policies

    • Manage staff welfare, conflict resolution, and grievance handling to create and foster a productive work environment

    • Establish and maintain equity, transparency and consistency in the interpretation, determination, implementation, and administration of HR policies, procedures, and guidelines on all HR related matters applicable to the staff.

    • Facilitate employee communication, provide employee services and counseling, advise on disciplinary, grievance, whistle blowing, and conflict resolution procedures, and promote employee safety, welfare, wellness, and health.

    • Manage and resolve employee relations issues (Industrial Relations) and assist management with conflict resolution to ensure that issues are identified and addressed promptly, appropriately, and fairly.

    • Implement preventative measures and assist in reducing litigation by ensuring fair and equitable application of policies and practices

    • Compile a monthly report on staff wellness and labour relations issues 

  • Administration

    • Take accountability of the department’s administration, including maintenance of staff records by updating relevant documents (employment contracts, job descriptions, leave records, timesheets, trainings, advances) to comply with legislation, donor rules, good practices, and OPHID HR manuals.

    • Support the development of a responsive and cutting-edge electronic HR database to improve internal controls, reduce the need for extensive paper-based forms and improve the department’s productivity and use of time.

  • Requirements
  •  Bachelor’s degree in Human Resources Management AND a master’s degree in human resources management, industrial psychology, or related field.
  • 7-10 years of progressively more responsible positions in human resources, preferably in an organization with a staff complement of over 100.

  • Comprehensive knowledge of and experience in the practice of HR principles, labour laws and regulations.

  • Experience in handling discipline and labour litigation matters.

  • High degree of professionalism and integrity and ability to demonstrate good judgment, discretion, and confidentiality at all times.

  • Proficiency in usual desktop software (MS Word, Excel, Outlook)

  • Experience supervising and managing a professional staff.

  • Experience as a trusted resource to a senior level management team

  • Expert in employment law to keep the company safe from lawsuits and has a proven ability to work well in consultation with an employment law attorney.

  • Strong commitment to and interest in employee relations and communication.


    Application Procedure

    Step 1: Click here and Complete the Application Form.

    Step 2: Submit your cv and application letter via email to : clearly indicating the position you are applying for on the subject of the email.

    OPHID and its Consortium partners are an equal opportunity employer and do not discriminate against any employee or job applicant on the basis of race, political affiliation, religion, tribe, national origin, gender, physical or mental disability, health status (including HIV status) or age.

    During the application process, OPHID will not charge any fee nor will it require any payment to be made for any application to be considered. Canvassing for or by any candidate will lead to disqualification.