Head of Human Resources, Madagascar At Catholic Relief Services

Job Title: Head of Human Resources

Reports to: Head of Operations

Department: HR

Salary Grade: 10

About CRS

Catholic Relief Services is the official international humanitarian agency of the Catholic community in the United States. CRS works to save, protect, and transform lives in need in more than 100 countries, without regard to race, religion or nationality. CRS’ relief and development work is accomplished through programs of emergency response, HIV, health, agriculture, education, microfinance and peacebuilding.

CRS has been operating in Madagascar since 1962 supporting relief and development operations in the country. Over the past years, CRS has focused on Food Security, Health, Climate Change, Justice & Peace, Water, Sanitation & Hygiene and Emergencies project across the country in partnership with several local organizations. CRS has also developed strong relationships with government line ministries, partners and communities we serve in the country, implementing a multi-sectoral program portfolio.

Job Summary:

The Head of HR will provide overall strategic HR direction and will assist the Madagascar Country Program’ (CP) efforts in strategic workforce planning, recruitment, talent development, employee relations, retention, and orientation/onboarding in support of high-quality programs serving the poor and vulnerable. This position will technically supervise and work with two HR managers and HR staff to strengthen the HR management capacity throughout the CP and will institute the use of CRS HR management standards and good HR industry systems, processes, and practices.

Roles and Key Responsibilities:

• Provide strategic guidance and coaching to guide senior management, HR Managers and supervisors to mitigate risk on complex HR issues, in identifying, understanding and implementing county-program policies and practices related to workforce planning, REDI, safeguarding, performance, discipline, positive employee relations and related topics.
• Lead CP management efforts in ensuring culture alignment with CRS mission and guiding principles, where dignity, diversity, community and rights and responsibilities of all staff are valued.
• Support the implementation Agency Strategy 2030 including local leadership empowerment.
• Work closely with the Regional People Officer and partner with CRS learning professionals to develop, assess and implement trainings to ensure our agency culture exemplifies “respect for human dignity”, embrace compliance as a means to improve employee relations and engagement, enhance team morale and improve agency performance in support of 2030 strategy.
• The working closely with the Regional People Officer should cover all elements of HR/People Resources.
• Develop, assess, and manage HR processes and activities to ensure they meet latest agency, donor, and local legal requirements and standards and reflect best practices.
• Effectively attract, manage talent and supervise. Manage team dynamics and staff well-being. Provide coaching, strategically tailor individual development plans, and complete performance management for direct reports.
• Guide the HR team (HR and safeguarding) to conduct investigations into Employee Relations cases.
• Lead the HR team in developing/strength and implement policies, procedures and activities for Staff Care & Wellbeing.
• Ensure that staff, procedures and policies reflect agency REDI approach
• Coach and senior management and HR Managers in remote location on the employee experience expectations as part of positive employee relations, compliance, employee engagement, performance management, and the training and development of employees.
• Lead training and professional development needs assessment and analysis and ensure the provision of focused and precise development programs for CRS staff and partners.
• Ensure that new talent acquisition and staff retention strategies reflect competitive and equitable compensation and benefits and a work environment that fosters staff engagement, empowerment through proper supervision, and personal and professional growth.
• Act as the CP’s key point of contact to build, internal and external, external networks, on all HR-related matters. Represent the organization in forums related to HR management issues to stay abreast of standards, local laws, and industry best practices and to maintain peer contacts.
• Oversee record keeping through personnel files and/or Insight that adheres to required CRS, donor, and local law regulations. As needed provide analytical reports on HR-related data, metrics and trends to support decision-making, workforce planning and development.
• Lead clear and effective processes for developing workforce career pathing and succession planning including close work with supervisors

Basic Qualifications

• Bachelor’s degree in Human Resources Management or Business Administration required. Master’s degree in HR Management, Business Administration or Organizational Development preferred.
• Minimum of 7 years work experience in HR, preferably with an International or local NGO, with at least three of these years managing an HR function and strong knowledge of HR best practices and standards.
• Strong relations management abilities. Ability to relate to people at all levels internally and externally. Strategic in how they approach each relationship.
• Excellent strategic and analytical skills with ability to make sound judgment and decisions
• Very good planning, monitoring and organizational skills
• Able to maintain confidential information
• Proactive, resourceful, solutions oriented and results-oriented
• Strong customer service orientation with excellent communication, interpersonal and negotiation skills
• Additional education may substitute for some experience.
• Experience with and demonstrated ability to analyze and interpret employment laws, regulations, policies, principles, concepts, and practices. Thorough knowledge of the local labor law.
• Staff management experience.
• Strong experience in presenting, facilitating, and coaching on HR topics.
• Experience using MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing Applications, HRIS.

Required Languages – French and English Required, Malagasy a plus

Travel – must be able and willing to travel at least 30% of the time to field locations in the country.

Knowledge, Skills and Abilities

Preferred Qualifications

• Supervisory Responsibilities: HR Manager
• Key Working Relationships:
• Internal:Country Representative, DCR-Operations, DCR-Programs, Regional People Officer, Risk & Compliance Manager, Chiefs of Party/Project Directors, Program Managers, Heads of Office, DRD-Operations, DRD-Programs
• External:Communities, I/NGOs, Immigration, Ministry of Labor, National and local authorities, and donors.

Agency REDI Competencies (for all CRS Staff):

Agency competencies clarify expected behaviors and attitudes for all staff. When demonstrated, they create an engaging workplace, help staff achieve their best, and help CRS achieve agency goals. These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results.

• Personal Accountability – Consistently takes responsibility for one’s own actions.
• Acts with Integrity – Consistently models values aligned with CRS Guiding Principles and mission. Is considered honest.
• Builds and Maintains Trust – Shows consistency between words and actions.
• Collaborates with Others – Works effectively in intercultural and diverse teams.
• Open to Learn – Seeks out experiences that may change perspective or provide an opportunity to learn new things.

Agency Leadership Competencies:

• Lead Change – Continually looks for ways to improve the agency through a culture of agility, openness, and innovation.
• Develops and Recognizes Others – Builds the capacity of staff to reach their full potential and enhance team and agency performance.
• Strategic Mindset – Understands role in translating, communicating, and implementing agency strategy and team priorities.

Disclaimer: This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.

CRS’ talent acquisition procedures reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.

CRS is an Equal Opportunity Employer

Protection Acknowledgment: CRS prohibits all forms of abuse and exploitation towards children and vulnerable adults. As a professional candidate, you commit to adhering to the Agency’s policy on protection, rights and dignity of children and vulnerable adults and to safeguard them from abuse and exploitation as defined in CRS’ Safeguarding Policy.