Human Resources Officer At Danish Refugee Council

Introduction

The Danish Refugee Council assists refugees and internally displaced persons across the globe: we provide emergency aid, fight for their rights, and strengthen their opportunity for a brighter future. We work in conflict-affected areas, along the displacement routes, and in the countries where refugees settle. In cooperation with local communities, we strive for responsible and sustainable solutions. We work toward successful integration and – whenever possible – for the fulfilment of the wish to return home.

The Danish Refugee Council was founded in Denmark in 1956 and has since grown to become an international humanitarian organization with more than 7,000 staff and 8,000 volunteers. Based in Copenhagen (Denmark) and present in forty countries, the Danish Refugee Council is a non-profit-making, politically independent, non-governmental and non-denominational relief organization.

Our vision is a dignified life for all displaced. All our efforts are based on our value compass: humanity, respect, independence and neutrality, participation, and honesty and transparency.

1. Context

DRC has been present in Cameroon since 2017 and operates in the Adamaoua, East and South-West regions. The programmatic strategy for 2023 focuses on the following three sectors: protection, economic recovery and livelihoods, and emergency response to immediate needs related to population displacements.

Currently, the Human Resources country team has two collaborators apart from the Human Resources Officer for Buea area:

• A Human Resources Coordinator
• A Human Resources Officer for Adamawa/East and Maroua

2. General objective

Based in Buea/Kumba, the Human Resources Officer supports the Area Manager on a daily basis in managing, explaining and monitoring all Human Resources aspects related to his area. She/he is the main point of contact for managers and employees in the area. She/he ensures to provide an optimized cost/quality/deadline service and to produce complete and compliant documents related to her/his activity.

In addition, she/he will have frequent interactions with other departments at the base level, regular interactions with all departments of the coordination office in Yaoundé, and in particular the position of Human Resources Specialist, and occasionally with the DRC WANALA Regional Office.

3. Tasks and responsibilities

The detailed responsibilities of the HR Officer are as follows:

Objective 1: HR Planning

• To ensure the follow-up of the provisional recruitment needs and the end of contract for the employees to alert in case of difficulty and/or delay.
• To ensure that each employee has an up-to-date job description in conjunction with the concerned manager.
• To ensure that for each the position is correctly classified in relation to the DRC position classification tool (IPE) and that the hierarchical and technical reporting is correct. Alert in case of difficulty and/or delay
• To support any changes in operations and programs with consequences from a Human Resources point of view: opening of projects, closing of projects, pooling of resources

Objective 2: Recruitment & Mobility

For the positions of: Daily workers (multi-functions), Cleaning workers, Cooks, Drivers, Assistants, Officers, Team Leaders.

For recruitment:

• To collect the need and check the compliance of the documentation, including the correct classification of the position.
• To publish and distribute job advertisements and make proactive search for candidates.
• To ensure the first filtering of applications.
• To ensure the administration of all selection phases and communication with the Manager, the Technical Referent (if there is one) and the candidates.
• To provide feedback to candidates who have passed interviews.
• To manage reference requests, preparation and sending of job offers.

For the management of mobility and candidates’ pools:

• To set up a pool of former employees for positions at base level.
• For each position to be filled, to identify the options of candidates to be proactively contacted in the candidates pool.
• As part of the first filtering, to isolate and keep potentially interesting CVs for other positions (than those for which they applied)

Objective 3: Performance & Development

For all employees, nationals, and expatriates, from the base:

• To ensure the reception of all new recruits. To edit a schedule of briefings and coordinate the contributions of the different departments.
• To prepare and ensure a specific briefing about Human Resources.
• To follow up on mandatory online training / inductions to be done and put a copy of the certificates in the personnel files of the employees concerned.
• To participate in discussions and in the development plan and capacity building of the base. Ensure documented follow-up of training actions.
• To identify and implement actions that contribute to the well-being of employees at work.
• To ensure the follow-up of the implementation of the objectives of the trial period. To ensure follow-up for the end dates of the trial period and obtain from the manager the decision to confirm or not and the copy of the interview notes (including the objectives);
• To ensure the follow-up of the implementation of the work objectives. Ensure a follow-up for the end dates of contracts and obtain from the manager the decision of renewal or not and the copy of the interview notes (including the objectives)
• To support/advise the Area Manager as well as all managers with regard to their HR and managerial issues.
• To support disciplinary processes.

Objective 4 : Contracts & Compensation

For national employees at base level

• To create and administer employee and position information, including reporting lines and compensation information, in Dynamics;
• To create and administer employee information in Homer. Prepare monthly payroll statements for the base;
• To create and administer personnel files, in physical and dematerialized format
• To edit, inform and submit for signature the employment contracts and any annexes. To ensure the administrative formalities related to the filing and visa of employment contracts;
• To edit and submit for validation the documents relating to the balance of any account;
• To provide administrative follow-up for all types of leave and all base employees (including expatriates)
• To ensure the administrative follow-up of maternity leave and family benefits with Human Resources implications (breastfeeding break, family allowance, etc.);
• To ensure the follow-up of visas, residence permits and travel / transport for expatriate employees of the base;

The specific case of daily workers

• To supervise the compliance of the selection processes
• To edit daily workers contracts
• To edit payment statements for the daily workers
• To monitor deductions (taxes and social security contributions) and their payment
• To update and keep active the pool of daily workers

Objective 5 : Coordination & Reporting

• On a needs basis participate in meetings with interlocutors, occupying Human Resources functions in particular, for other NGO s;
• On a monthly basis, to update the Human Resources dashboards of the base (follow-up of leave, follow-up of contract end dates, etc.) and share them with the coordination office ;
• To ensure that terms and times for social dialogue are in place ;
• To ensure the dematerialized archiving of all the Human Resources documents of the base and share them in the SharePoint of Cameroon ;
• To provide Human Resources documents upon request for audits.

4. Required Qualifications

• Two years of minimum professional experience in the field of Human Resources, including one year in an equivalent or similar position;
• Mandatory experience in the application of software solutions to Human Resources (ideally Homer otherwise Dynamics or Saga)
• Experience in the field of international cooperation (international NGO, international organization, etc.)
• Excellent knowledge of the Office Pack
• Excellent command of the English language (written and spoken);
• Understands and speaks basic French

5. Required Skills & Qualities

• In this position, you are expected to demonstrate DRC’ five core competencies:

. Striving for excellence: You focus on reaching results while ensuring an efficient process

. Collaborating: You involve relevant parties and encourage feedback

. Taking the lead: You take ownership and initiative while aiming for innovation

. Communicating: You listen and speak effectively and honestly

. Demonstrating integrity: Upholding and promoting the highest standards of ethical and professional conduct in relation to DRC’s values and Code of Conduct, including safeguarding against sexual exploitation, abuse and harassment

• Ability to work in a multinational and multicultural environment
• Proven analytical and critical thinking skills
• Team-oriented & good sense of humor

6. General Regulations

• The employee must follow the DRC’s instructions for security, confidentiality and ethical guidelines, including the Code of Conduct and the Humanitarian Accountability Framework.
• The employee must not exercise any other remunerated activity during the term of his contract with the DRC without receiving prior authorization to do so
• The employee must not engage in any activity that could interfere with the DRC or the implementation of any project during the term of the contract with the DRC.
• Employee must not give media interviews or post photos or other material related to the project without prior permission.
• The employee must return all equipment borrowed for the project to DRC after the end of the contract period or upon request.