Overview
Founded in 2002 by President William J. Clinton, the Clinton Health
Access Initiative (CHAI) is a global health organization committed to
strengthening integrated health systems around the world and expanding
access to care and treatment for HIV/AIDS, malaria and other illnesses.
Based on the premise that business oriented strategy can facilitate
solutions to global health challenges, CHAI acts as a catalyst to
mobilize new resources and optimize the impact of these resources to
save lives, via improved organization of commodity markets and more
effective local management. By working in association with governments
and other NGO partners, CHAI is focused on large scale impact and, to
date, CHAI has secured lower pricing agreements for treatment options in
more than 70 countries. In addition, CHAI's teams are working
side-by-side with over 30 governments to tackle many of the largest
barriers to effective treatment and care.
Background
Under the guidance and direct supervision of CD, the HR Manager is
responsible for advice to the senior management on the transparent
implementation of HR strategies, effective delivery of HR services and
management of the HR Unit. He/she assesses client needs, interprets and
applies HR strategy and policies, rules and regulations, establishes
internal procedures and provides solutions to a wide spectrum of complex
HR issues. The HR Manager promotes a collaborative, client-oriented
approach and contributes to the maintenance of high staff morale.
The HR Manager supervises and leads the support staff of the HR unit.
The HR Manager works in close collaboration with the Program,
Operations, and project teams in the Country Office and HQ staff
ensuring successful HR performance in HR management.
Responsibilities
Summary of key functions
- Implementation of HR strategies and policies.
- Effective HR management.
- Staff performance management and career development.
- Facilitation and promotion of knowledge building and knowledge sharing
- Ensures implementation of HR strategies and policies focusing on achievement of the following results
- Implementation of HR strategy in the CO; effective implementation of the internal control; proper design and functioning of the HR management system.
- Full compliance of HR activities with National rules and regulations, HQ policies, procedures and strategies. Interpretation of HR policies and regulations and advice to senior managers on their applications, taking into account their particular needs.
- Continuous analysis of corporate HR strategy and policies, assessing the impact of changes and making recommendations on their implementation in the CO. Continuous research of the matters related to conditions of service, salaries, allowances and other HR policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results.
- Advice to Senior Management on HR new practices and their implementation (succession planning, career development and transition), strategic recruitment, advice on contract modalities, learning plan and performance evaluation).
- CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.
- Development
of procedures and practices that contribute to enhanced and improved HR
management. Ensures effective human resources management focusing on
achievement of the following results
- Management of transparent and competitive recruitment and selection processes including updated job descriptions, proper job classification, vacancy announcement, screening of candidates, organization and chairing of interview panels, making recommendations on recruitment. Oversight the recruitment under CO projects.
- Develop and maintenance of database of job applications.
- Advice to project managers on transparent and competitive process for project recruitment, adequate TOR describing terms of payment based on results, standard matrix of recruitment processes and request for contracts. Continuous monitoring the entire CO project recruitment process.
- Full compliance the guidelines of the Compliance Review Panel.
- Advice the CO management in contracts guidelines pertaining to staffing compliance. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
- Performs HR Administrator and Manager Functions in parallel for both Fixed Term and Service Contract Holders.
- Leads corporate surveys as the Global Staff Survey and Salary Survey.
- Management of the International staff entitlements and position funding delegated to the HR Unit. Close communication with local Government institutions to solve international staff-related issues.
- Close communication with HQ Ìs focal points pertaining to the correct administration of s/m entitlements and benefits.
- Works collaboratively with Regional HR Director for SE Asia and India to ensure integrated communication throughout regional and global levels.
- Ensures proper staff performance management and career development focusing on achievement of the following results
- Elaboration and implementation of the protocol for performance appraisal process. Facilitating the process, elaboration of performance evaluation indicators in consultation with the Senior Management.
- Implementation of effective systems for the performance evaluation, including training to supervisor for an effective use of the tool leading to career development. Advice on work plan, monitoring and performance team evaluation.
- Effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management.
- Provision of effective counseling to staff on career advancement, development needs and learning possibilities.
- Ensures facilitation of knowledge building and knowledge sharing in the CO focusing on achievement of the following results
- Design and implementation of training for operations/ program staff on HR issues. Synthesis of lessons learned and best practices in HR. Sound contributions to knowledge networks and communities of practice.
Impact of Results
The key results have an impact on the overall CO efficiency in human
resources management and success in introduction and implementation of
HR strategies and policies. Proper implementation of HR strategy and
policies, management of HR system ensure client satisfaction and
maintains high staff morale.
Qualifications
Organizational Competencies
Demonstrates integrity by modeling CHAI's values and ethical standards.
Promotes the vision, mission, and strategic goals of CO. Displays
cultural, gender, religion, race, nationality and age sensitivity and
adaptability. Provides equal opportunities & treatment for all staff
members.
Functional Competencies
Knowledge Management and Learning
- Shares knowledge and experience and contributes to CO Practice areas.
- Encourages office staff to share knowledge and contribute to CO Practice Areas.
- Develops deep understanding in one or more Practice Areas.
- Promotes a learning environment in the office.
- Demonstrates strong coaching/mentoring skills, regularly providing helpful feedback and advice to others in the office.
- Actively works towards continuing personal learning and development in one or more practice areas, acts on learning plan and applies newly acquired skills.
Ability to lead strategic planning, results-based management and reporting
- Ability to lead recruitment, contracts management, performance appraisal, career development management, build teams, maintain high staff morale.
- Excellent knowledge of HR strategy and policies.
- Ability to implement new systems (business side) and affect staff behavioral / attitudinal change.
Management and Leadership
- Focuses on impact and result for the client. Leads teams effectively and shows conflict resolution skills.
- Consistently approaches work with energy and a positive, constructive attitude.
- Demonstrates strong oral and written communication skills. Builds strong relationships with clients and external actors.
- Remains calm, in control and good humored even under pressure. Demonstrates openness to change and ability to manage complexities.
Required Skills and Experience
Education
- Master's Degree or equivalent in HR, Business Administration, Public Administration or related field.
Experience
- 5 years of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems.
- Experience in the usage of computers and office software packages (MS Word, Excel, etc.) and experience in handling of web based management systems.
- Language Requirements: Fluency in both written and spoken English
