EUCOOKIELAW_BANNER_TITLE

Aug 172019
 

Organization: Medair
Country: Democratic Republic of the Congo
Closing date: 16 Sep 2019

Role & Responsibilities

Support many of the HR activities of the programme with a particular focus on nationally recruited staff. On a day-to-day basis the HR Officer carries out a variety of HR and administrative functions required to ensure the HR needs of the programme are met and that HR activities are conducted in line with Medair policies and procedures and in accordance with local employment legislation and practice.

Project Overview

Emergency health projects, including the Ebola response, targeting displaced, war affected and vulnerable populations in regions that are in crisis in DRC. WASH interventions in communities and support of health centres are part of our health emergency responses. We try facilitating humanitarian access to remote areas.

Workplace & Conditions

Field based position in Goma, Democratic Republic of Congo. Take a look at Medair’s work in DR Congo.

Starting Date / Initial Contract Details

September 2019. Full time, 12 months.

Key Activity Areas

Human Resources Management for Nationally Recruited Staff

  • Co-ordinate the recruitment process for new/vacant positions in conjunction with the relevant line manager. This includes job descriptions, advertising, short-lists, interviews and the appointment.
  • Ensure all nationally recruited staff have a current employment contract.
  • Work with line managers to ensure all new staff receive a relevant and appropriate induction.
  • Ensure relevant HR documentation is made available to staff in a language they understand.
  • Work with line managers to ensure exit interviews are carried out and appropriate records are kept when individuals leave Medair.
  • Maintain other work-related records and documentation according to programme procedures.
  • Review all documentation produced by HR Officers and HR Assistant before signature by HR Manager
  • Work with field management to review, update and/or develop employment documentation for nationally recruited staff, including job descriptions, employment contracts and staff guidelines, ensuring they meet the requirements of local labour laws.
  • Follow-up on medical expenses and set-up control system. Upkeep of database of all former employees that we would potentially re-hire, as well as pool of candidates following recruitment campaigns.
  • In conjunction with HR Manager, support line managers as necessary in implementing disciplinary action and grievance procedures, ensuring that the correct procedures are followed and records are kept in accordance with Medair guidelines and local labour laws.
  • Participate in liaising with local authorities to provide requested information and resolve disputes.

Human Resources Projects

  • Policy research and policy development or revisions. Organization and maintenance of HR documentation on Box.

Human Resources Management for Internationally Recruited Staff

  • Provide pre-assignment programme specific information. Co-ordinate visas or work permits.
  • Work with line managers to ensure new staff receive a relevant and appropriate country/programme briefing and that a full induction and handover is carried out.
  • Keep track of all R&R and annual leaves and ensure they are in line with the internal policies. Ensure the shared calendars are updated and identify any possible upcoming gaps.

Training and Development

  • Support line managers in identifying training needs and provide appropriate training opportunities for staff. Ensure line managers receive any necessary training, advice, mentoring or coaching on performance management or any other relevant areas of HR management or procedures for their team, available for 1 on 1 coaching.
  • Develop system that gives clearer trajectories, incentives, and support to staff looking to move up and ensure training records are maintained.

Communication

  • Ensure colleagues are informed of the required HR procedures, and be available to answer any HR related questions and to provide coaching and guidance as necessary.
  • Support in efficient two-way communication between management and NRS: interviews, feeding into QACS database, help for prayer report, CD update and other internal communication documents.

Team Spiritual Life

  • Reflect the values of Medair with team members, local staff, beneficiaries, and external contacts.
  • Work, live, and pray together in our Christian faith-based team settings. Fully contribute to the rich spiritual life of your team, including team devotions, prayers, and words of encouragement.
  • Encouraged to join and contribute to Medair’s international prayer network.

This job description covers the main tasks that are anticipated. Other tasks may be assigned as necessary.

Qualifications

  • University degree in a relevant subject such as Management / Development Studies / Business Administration or in a relevant technical subject.
  • Strong working knowledge of English and French (spoken and written).

Experience / Competencies

  • 3 years’ experience in a management position.
  • 1 years’ experience in a complex humanitarian emergency.
  • Experience in dealing with donors and government officials.
  • Knowledge of Humanitarian Essentials, Sphere and HAP Standards.

How to apply:

Before you apply

Please ensure you are fully aware of the:

a) Medair organisational values.

b) Profiles and benefits package provided for Internationally Recruited Staff (IRS).

c) Medair Relief & Recovery Orientation Course (ROC) (which forms part of the recruitment selection process for field positions).

Application Process

To apply, go to this vacancy on our Medair page.

Please do not make multiple applications. We will not review email applications. Only English-language applications / CVs will be reviewed.

cliquez ici pour les détails et appliquer

OFFRES SIMILAIRES (NOUVEAU)

ENTRETIEN D'EMBAUCHE
Questions Typiques
“What are your strengths and weaknesses?” It’s easy to talk about your strengths; you’re detail oriented, hard working, a team player, etc.–but it’s also easy to get tripped up when discussing your weaknesses, Teach says. Never talk about a real weakness unless it’s something you’ve defeated. “Many hiring managers are hip to the overused responses, such as, ‘Well, my biggest weakness is that I work too hard so I need try to take it easy once in a while.’ The best answer is to discuss a weakness that you’ve turned around, such as, you used to come in late to work a lot but after your supervisor explained why it was necessary for you to come in on time, you were never late again.”
Questions à poser
What skills and experiences would make an ideal candidate? This is a great open-ended question that will have the interviewer put his or her cards on the table and state exactly what the employer is looking for. If the interviewer mentions something you didn’t cover yet, now is your chance.