I. Job Summary

The purpose of the Senior Human Resource Officer position is to ensure that CARE employs the right balance of staffs (in terms of skill, experience, gender, diversity as per its HR strategic direction and that training and development opportunities are available to staff to enhance their performance and achieve the country office's strategic objectives. S/he proactively supports the delivery of key objectives of the HR function and regularly participates and leads on HR projects as required. S/he ensures that people management practices of the country office are of a high-quality standard and that practices support the aims and values of CARE, through the provision of professional HR advice and guidance to line managers.

The incumbent is also responsible for compliance on all employment related policies and procedures in line with Ethiopian legislation and best practice, through coaching and supporting line managers.   

II. Responsibilities

Job Responsibility #1: HR Strategic Management (15%)

• Supports HR planning for immediate and long -term staffing requirements as per HR Strategy.
• Participates in the preparation of the annual operation plans with a focus on staffing requirements (i.e. skills and competencies) at country or regional level.
• Actively participates in the development and implementation of new HR initiatives and systems/process improvements.
• Assists in the planning and implementation of the talent acquisition strategy.
• Participates in regular pay scale reviews/market assessments (salary, fringes, allowances, and other remuneration).
• Plans and delivers HR projects, identified through business planning , business improvement processes and employee engagement surveys.
• Assists the HR Manager with job evaluations and analysis.
• Supports revisions to structure (contraction or expansion) based on the evolving portfolio.
• Provides expert input and guidance to managers and all actors involved in the process of staffing and budget reviews, recruitment and appointment of staff, performance management and staff welfare issues

Job Responsibility #2: Recruitment Planning, Selection and Placement (20%)

•  In collaboration with the HR Manager and relevant departments, actively participate in the development and regular updating of the human resource strategic plan and subsequent recruitment schedule.
• Maintain pool of qualified candidates in advance of need through regular updating of a database of qualified professionals to rapidly respond to talent management needs. This is especially also required short term emergency projects.
• Actively participate in the research, proposal and implementation of new initiatives on the use of talent acquisition tools and methods, including but not limited to: social platforms, networking, job boards, outreach missions, webinars and monthly newsletters.
• Participates in interview process as an interview panel member, chairing selected interviews as requested. Supports the coordination, planning and delivery of the HR induction for new staff along with other training needs identified.
• Promotes CARE as an employer of choice by carrying out impactful and targeted activities such as recruitment missions, job fairs, and presentations at various forums.

Job Responsibility #3: Performance Management (20%)

• Leads the ongoing plans and implementation of performance management processes.
• Provides support and advice to management in implementing and applying performance-related policies. Ensures that all line managers are aware about how to evaluate and coach staff and that performance discussions are carried out effectively and in a timely manner.
• Provides basic counseling to staff who have performance related issues in coordination with supervisors.
• Ensures the timely initiation and completion of periodic performance management calendars.
• Prepares analytics and/or reports for management on performance assessment results.

Job Responsibility #4: People Development/Talent Management (15%)

• Contributes to the overall delivery of a training and development program in line with business strategy and country office needs.
• Analyzes training needs identified in relation to performance management processes, in consultation with line managers and organizes capacity development trainings to improve staff performance in key areas.
• Leads the monitoring, measuring and reporting on staff training and development plans.
• Identifies, selects and manages external training providers.
• Develops proposals for funding of organizational training.
• Design and role out capacity development plan for effective roll out of the new FOs structure and also related decentralizations approved by senior management. Ensures that FOs are closely monitored for provision of required technical supports and to ensure compliance to donors, CARE, legal, and other requirements.  

Job Responsibility#5: Compliance requirements (20%)

• Reviews employment and working conditions to ensure legal compliance and proposes required actions as per findings.
• Ensures that the country office workforce has a sound awareness of rules and regulations (including the Code of Conduct) and are aware of rights and obligations as well as benefits and entitlements.
• Provides expertise and guidance to all staff in the office who may need HR advice.
• Regularly follows and ensures policies and procedures are up to date and comply with Ethiopian specific legislation, donor requirements and global best practice. 
• Provides regular HR updates to keep the organization informed of HR activities and processes.

Job Responsibility #6: Others (10%)

• Participates in the conduct of investigations when employee complaints or concerns are brought forth.
• Attends and provides HR advice on formal employment related panels such as disciplinary, grievance, performance and absence management, ensuring managers are briefed and follow the correct process.
• Leads the planning and scheduling of staff meetings.
• Oversees the handling of labor and related court cases. Works with the country office legal advisor to ensure that court cases at field offices are provided with required oversight and handled by appropriate legal counselors. Ensures that open cases are timely followed up and closed.
• Performs other duties as assigned by immediate supervisor.

Job Requirements

 Required:

• University Degree/Post Graduate degree in Human Resource Management, Business Administration, Management, or related field
• 6 years of experience on a similar Position
• Knowledgeable about Ethiopian labor laws
• Knowledge of HRIS is advantageous
• Excellent planning, organizational, analytical and decision-making skills
• Demonstrated technical and managerial ability, sound judgment, ability to interact and work      effectively with others at all levels
• Excellent communication and presentation skills
• Proven language proficiency in written and spoken English
• Proficient Microsoft officer user
• Firm belief in teamwork, gender equality participatory approach, and sustainable development,
• Excellent and proven experience in strategic planning of human resource management.

How to Apply

If you are interested to be part of our dynamic team, exciting work environment and contribute to CARE Ethiopia’s mission and vision, please send your CV (not more than 3 pages) and cover letter (not more than one page) through CLICK HERE  

Only short-listed candidates will be contacted.

Passionate and dedicated candidates who meet the requirement are strongly encouraged to apply, especially women!

CARE seeks to improve the lives of the most marginalized, particularly women and girls. Our diversity is our strength. We encourage people from all backgrounds and experiences to apply. 

CARE Ethiopia is committed to preventing all unwanted behavior at work. This includes sexual harassment, exploitation and abuse, and child abuse. We expect everyone who works for us to share this commitment by understanding and working within the CARE Safeguarding Policy and related framework. CARE Ethiopia has a zero-tolerance approach to any harm to, or exploitation of, a vulnerable adult or child by any of our staff, representatives or partners.

CARE Ethiopia reserves the right to seek information from job applicants’ current and/or previous employers about incidents of sexual exploitation, sexual abuse and/or sexual harassment the applicant may have been found guilty to have committed or about which an investigation was in the process of being carried out at the time of the termination of the applicant’s employment with that employer.

By submitting the application, the job applicant confirms that s/he has no objection to CARE Ethiopia requesting the information specified above. All offers of employment will be subject to satisfactory references and appropriate screening checks.