Regional Human Resources Advisor At War Child Holland

About Us :

War Child is a specialist charity for children affected by conflict. For more than two decades, we have been implementing high-impact programs that help rebuild lives in Uganda, South Sudan, Burundi, Democratic Republic of Congo (DRC), Central African Republic, Colombia, Afghanistan, in Iraq and Yemen. We understand the needs of children, respect their rights and place them at the center of the solution, whether it is the reintegration of children formerly associated with armed groups and forces (CAAFAG), social, educational and psychosocial care. children from displaced families and those experiencing family separation. We look forward to a world in which children’s lives are no longer torn apart by conflict. It is a vision that can only be achieved through the collective actions of children themselves, communities and their leaders, organizations like War Child, governments and key decision-makers.

Purpose of the position

War Child is seeking a Regional Human Resources Advisor to provide a professional service and business partner to designated teams, staff and managers with various people-related matters spanning the entire employee work life cycle , with a focus on actively supporting regional staff, heads of mission and expatriates and supporting in-country HR on human resource matters.

Working as part of a proactive and responsive HR team, the Regional HR Advisor provides pragmatic, creative and business-focused HR solutions and support and functions as a liaison point between local HR staff, the alliance HR team and country management.

The Regional HR Advisor// The Regional HR Advisor actively participates in the preparation, development, implementation, evaluation and improvement of HR policies and practices and is a point of contact. contact for advice and clarification to ensure implementation and compliance.

Team

The Regional HR Advisor // The Regional HR Advisor reports to the Regional Operations Support Manager with a dotted line to the Director of Human Resources and Culture and the Regional Director.

If you share our values ​​and believe that children’s lives should not be torn apart by war or conflict, we want to hear from you.

Main result areas

• The HR policy is conducted and implemented. Managers and employees are adequately informed, advised and supported, both upon request and on their own initiative.
• HR policies and operating procedures are relevant to the organization, the needs of people and any wider legal requirements. Policies and operating procedures reflect and support the achievement of long-term ambitions within the HR team and organization and help optimize a people-focused approach.
• Vacancies are filled with suitable candidates and the recruitment process is fair, transparent and well communicated. All recruitment is carried out in compliance with internal regulations (including the Integrity Framework and Child Protection), legal requirements and donor requirements, and with a continued focus on improving the experience candidates

Responsibilities

The Regional HR Advisor is part of the War Child Alliance team, responsible for providing expert human resources advice and support to a number of War Child country programs across a defined region. Through a partnership approach, they will support HR colleagues and senior managers across our national programs to take responsibility for implementing strategy, culture, policies and other key aspects of resourcing matters War Child’s human resources covering the entire professional life cycle of employees. This includes reviewing, improving and developing new people management systems, practices and tools. They will also be involved in overall improvement projects in areas such as management development, diversity and inclusion and culture, achievement and development, hiring and selection, reward, discipline and staff grievances and well-being.

General HR and consulting

• Strengthen the capacities of managers in HR and personnel management. Build effective relationships and develop a good understanding of regional teams in order to be able to act as a true HR partner;
• Provide effective, high-quality advice to HR colleagues and senior country managers on all aspects of personnel management;
• Strengthen the human resources and personnel management capacities of HR colleagues within our country programs, and influence decision-making in line with organizational policies and HR practices;
• Jointly lead and strengthen the global HR team, ensuring it is a platform for mutual support and alignment of well-functioning members;
• Lead the regional implementation of specific human resources policies and improvement projects, including communication and change management;
• Develop and maintain global human resources frameworks and minimum standards across all national programs;
• Advise the Regional Director and Regional Operations Support Manager on relevant HR matters concerning the regional team
• Keep the Regional Director and Regional Operations Support Manager informed of key human resources developments in the countries and region.
• Work closely with country HR representatives and country/regional directors to ensure HR remains a priority for them;
• Guide and contribute to the development of regional and national HR strategies and their translation into action plans and activities, in line with overall strategic HR priorities;
• Support country HR colleagues in achieving their country’s HR priorities and objectives;
• Support the development of locally specific policies and procedures in line with the overall human resources framework, local labor law and best practices;
• Develop and review human resources policies and systems, researching best practices and legislative requirements;
• Provide the organization with insight into regional human resources trends, including country-specific developments, and inform organizational thinking and decision-making;
• Supporting employee relations processes within country programs, including investigations, disciplinary matters and facilitating conflict resolution.

HR policy, operating methods and processes

• Support the development of specific policies and procedures at the local level, in accordance with local labor laws and best practices;
• Ensure that HRIS in country programs is used to its fullest potential and that there is effective flow of people-related information to and from our country programs;
• Monitor, identify and analyze relevant internal and external HR trends/developments;
• Translate these developments into opportunities to improve HR policy and services, advising and coaching managers to support the implementation of changes;
• Develop new HR policies and procedures, from scratch, deploy and coach managers/train staff to ensure complete understanding and sound implementation;
• Evaluate existing policies, operating procedures and processes as part of continuous improvement based on organizational changes and needs, user feedback and external HR developments;
• Perform local benchmarking for salaries and benefits of local staff.

Recruitment for regional positions, heads of mission and expatriates

• Facilitate, if necessary, recruitment and selection processes;
• Support the development/revision of job descriptions and their translation into vacancy texts;
• Ensure that the texts of job advertisements are published on appropriate job portals and supervise the attraction of candidates;
• Receive and process requests (pre-selection, sorting and long/restricted pre-selection);
• Advise managers regarding interview question templates and assessments, including interview techniques. Participate in interviews if necessary;
• Oversee background checks, including MDS references, and the job offer process;
• Ensure full compliance with recruitment procedures.
• Support countries by ensuring quality recruitment systems are in place for HR to recruit national staff.

Experience, knowledge and skills

Experience

Holistic HR background, experience in dealing with all aspects of employee work life cycle and people management issues;

• Experience in an advisory role to HR colleagues and senior managers and the ability to quickly gain credibility and influence;
• Experience working with international offices and foreign employment laws and regulations;
• Able to communicate sensitively and effectively with a wide range of people, including across cultures and remotely, establishing positive working relationships;
• Experience managing and delivering projects independently or with little guidance, including implementing effective changes;
• Experience in handling sensitive and complex employee relations cases, including conducting and supporting investigations and disciplinary proceedings;
• Have experience supporting the development and growth of others, through various means, including remotely;
• Willingness and ability to adapt to multiple demands and changing priorities;
• Be willing to travel to War Child countries of operation in the region, subject to security considerations;
• Ideally, have experience in the international NGO/non-profit sector, with an understanding of the human resources challenges in the contexts in which War Child operates.

Awareness

• Fluency in English is essential. It is preferable to have a good understanding of French. Swahili and/or Spanish are desirable;
• Knowledge and understanding of the humanitarian sector and the evolution of society;
• In-depth knowledge of the human resources field and relevant laws, regulations, procedures and processes, with practical implementation experience;

SKILLS

• Ability to build strong relationships, engage with others, influence, coach and provide directional advice;
• Effective interpersonal skills, such as sensitivity, and being an excellent communicator across a range of cultures and locations, and in relation to varied issues/problems;
• Excellent communicator and negotiator; with a proven ability to mobilize and persuade people managers on a plan of action, inspire confidence and provide clarity, direction and evidence to support proposals;
• Ability to independently manage project-based work from start to finish;
• Be comfortable managing multiple areas of work at the same time and balancing competing demands;
• The Regional HR Advisor/Regional HR Advisor for Africa will be based in one of the African countries where War Child has an office.

Training / diploma

Qualification Bachelor’s degree in a relevant field and/or relevant experience.

Current skills

• Problem solving – level 3
• Planning and organization – level 2
• Persuasion – level 2
• Organizational sensitivity – level 3

Our values

Bold

We use our passion and creativity to deliver high-quality, evidence-based work **, designed to maximize our beneficial impact for children in conflict.**

Accountability to children

Children can count on us to respond to their voices and treat them with respect and dignity.

Transparent

We expect accountability from our supporters and beneficiaries and we respond with openness and honesty.

Committed to each other

We support each other and our partners to achieve ambitious goals and give our best. We are honest and open with each other, sharing our successes and facing our challenges.

Fight against racism

For War Child, anti-racism is not just a belief, but also includes actions that we integrate into all of our work, taking steps to change and challenge policies and behaviors that perpetuate racism.

Creativity

We are eager to learn and develop improved methods and solutions. We recognize the power of creativity, curiosity and imagination.

Inspiration

We share our energy, our passion, our hopes and our fears. We are working hard for a better and peaceful world where everyone can make a difference.

Integrity

We respect and care for each other and the resources entrusted to us. Ultimately, we want to be accountable for every action we take.

Impact

We always focus on the best possible quality of our results and make them visible to ourselves.

Safeguarding children and vulnerable adults:

Our work with at-risk children and adults to keep them safe is the most important thing we do. We are committed to protecting children and vulnerable adults in all areas of our work. We have zero tolerance for any behaviors and practices that put children and/or vulnerable adults at risk of abuse and/or harm. Successful candidates will be required to comply with our Child Safeguarding Policy, Code of Conduct and PSEA Adults at Risk Policy. You can find the Safeguarding Child and Adults at Risk policy here: https://www.warchild.org.uk/whats-happening/news/our-child-safeguarding-policies-and-procedures

For general information about working for War Child, please see : https://www.warchild.org.uk/whowe-are/working-war-child