Mission 1: Strategy and Supervision: implements the Programme’s HR strategy in the country in which s/he works

·       Compiles HR data for his/her geographical area which are useful for writing the HR part of the Programme’s STRATOP

·       Implements and monitors the HR action plan for his/her geographical area.

·       Compiles standard HR indicators for his/her geographical area and helps to map and mitigate HR risks, and to report and deal with incidents.

Mission 2: Rolls out Standards, contributes to HI's Accountability in his/her scope of responsibility:

·       Is responsible for implementing HI’s policies and frameworks in his/her country. Helps to adapt HR frameworks in accordance with the specific local context.

·       Ensures compliance with HI’s legal HR obligations in his/her geographical area and monitors the need to renew legal documents where necessary (with the decentralised provincial authorities).

·       Is in charge of the audit and archiving procedures.

·       Helps to ensure the compliance with the rules applicable to donors in his/her scope of responsibility for all the projects implemented.

Mission 3: Operational implementation of HR

3.1: Contributes to the dimensioning and quality of Programme resources:

·       Contributes to the budgetary process in his/her geographical area and monitors the staff wage bill

·       Contributes to project reviews of HR aspects

·       Contributes to the sourcing process in his/her geographical area

·       Ensures compliance with the quality of the recruitment process and assists managers at every stage.

·       Participates in the Programme's HR reporting schedule and helps to meet HI’s global HR deadlines.

·       Takes part in local inter-NGO meetings on HR issues if requested by his line manager

·       Ensures that the HR cycle is implemented in his/her geographical area.

·       Helps to identify training needs, and to draft and monitor the training plan in his/her geographical area

3.2: Ensures the quality of personnel administration for HI staff present in his/her geographical area.

·       Organises staff briefings on administrative matters and employment conditions. Is responsible for the implementation and compliance of the payroll process

·       Is responsible for the administrative monitoring of International Staff in his/her geographical area (leave, R&R, per diems, visas etc.)

·       Is responsible for implementing HI’s social security policy fairly and in compliance with local legislation

·       Is responsible for the archiving process, its quality and compliance

·       Represents HI with local administrative authorities (employment inspectorate, etc.).

3.3: Assists managers in his/her geographical area with the implementation of HI's HR policies:

·       Ensures or participates in the communication of HI policies and frameworks to managers: explains, clarifies, answers questions

·       Is responsible for monitoring the correct application of HR frameworks and policies by managers

3.4: Legal and social aspects: helps to maintain the social environment and compliance with the legal HR framework in his/her geographical area.

·       s responsible for organising the social dialogue in conjunction with staff representative bodies

·       Contributes to the management of ongoing disputes with third parties or employees in his/her geographical area, in conjunction with his/her HR (line) Manager.

·       Contributes to the identification of legal and fiscal risks for HI in his/her geographical area.

Mission 4: Emergency preparedness and response

Contributes to the programme's emergency preparedness actions and, during an emergency response, adapts his/her working practices to help facilitate an effective humanitarian response by HI

Key responsibilities of the Safeguarding focal points at country level are as follows:

•      Have an in-depth knowledge of HI's institutional policies such as the PSEAH Policy, Child Protection Policy, Disability, Gender and Age Policy, Anti-Fraud, bribery and Corruption Policy, Code of Conduct, Frequently Asked Questions and Toolkit content;

•      Assist the Country Director in the implementation and monitoring of the Safeguarding policies and code of conduct, including :

•      Distribute the Safeguarding Policies and Code of Conduct and the appropriate elements of the Toolbox to all persons working with HI;

•      Participate in the development of the action plan for the implementation of safeguarding policies at the mission level.

•      Monitor the action plan for the implementation of safeguarding policies and report regularly to the Country Director.

•      Support the HR team at the mission level in the implementation of safeguarding policies and code of conduct (e.g. recruitment, contract, induction...);

•      Support operational teams at the mission level in the implementation of safeguarding policies and the code of conduct (e.g. accompanying project managers in their risk assessment activities; proposing risk reduction measures, etc.) ;

•      Organize in-depth   and   adapted   SEAH   awareness   sessions   for   all   staff,

•      management, and partners;

•      Train Safeguarding FP Site level in good practices for dealing with rumors, suspicions and complaints;

•      Set up a monitoring system for Safeguarding FP Site level;

•      Develop and update a list of PSEAH contacts, including internal contacts (any relevant staff within the program or at headquarters) and external contacts (PSEAH staff in other INGOs, victim/survivor care structures, protection cluster and GBV and child protection cluster leads, etc.);

•      Communicate about the HI whistleblowing mechanism to HI employees. Support

•      the focal points at base level and the MEAL team in the establishment of inclusive and functional community feedback and complaints mechanisms.

•      Support Safeguarding FP Site level and HR representative at base level to raise awareness of protection policies and

•      Code of Conduct as well as the functioning of community feedback and complaints mechanisms.

•      Be a contact point for reporting violations of the protection policies and code of

•      conduct.

•      Participate in PSEAH meetings at the mission level and in the different working groups.

•      Participate in the analysis of SEAH cases with an intersectional approach (DGA)

•      Maintain regular contact with the HQ HR contact person for reporting, information sharing and feedback on PSEAH issues.

•      Collaborate with the technical specialists Protection, MH-PSS and Inclusion in order to promote the sharing of tools and good practices in the field of prevention and management of violence and abuse (e.g. inclusive complaint reporting system, referral service, analysis of protection risks, communication with disabled people, etc.).)

HI POLICIES:

The Employee undertakes to adhere to HI policies which include:

• Terms and conditions of engagement (T&C)
• Internal regulation (IR)
• Child protection policy (CPP)
• Protection of beneficiaries from sexual exploitation, abuse and harassment (PSEAH)
• Antifraud and bribery 
• Code of Conduct (CoC)