Descrição da Vaga
Action Against Hunger is a recognized humanitarian association as public utility and founded in 1979, the organization operates in 47 countries in the fields of nutrition, health, food safety and livelihood, water, hygiene and sanitation and mental health and care practices.
Contract duration: 1 year
Receiving base: Pemba
Availability: Imediate
Special Conditions: Position available for all Mozambique
Remuneration: 252,503.00 (Gross monthly Income) and 13th Month paid in December (prorata depending on the starting date)
Benefits: Health insurance including partner and children (providing certificates); 2 days per month paid leaves
General mission:
- Define Human Resources policy for the mission and coordinate its implementation and deployment throughout the mission in order to provide optimum support to programs.
Mission 1 : Contribute to defining mission strategy
The Head of Human Resources Department is responsible for:
– Developing a Human Resources strategy for the mission;
– Making Human Resources data available to other departments to facilitate the establishment of the country strategy;
– Producing high quality and timely Human Resources contributions to “proposals” and reports for funding bodies.
- Contributing a Human Resources perspective to coordination discussions;
- Advising other departments on their Human Resources needs;
- Ensuring that Human Resources needs and constraints are taken into account in the preparation of projects;
- Collecting data and writing the Human Resources section of proposals and reports to funding bodies and contributing to the financing plan;
- Ensuring that his/her contribution to “proposals” and reports is consistent with the rest of these documents;
- Representing the mission to outside bodies on issues of Human Resources and developing a network for the exchange of information and good practice.
Mission 2 : Supervising the staff administration and payroll
The Head of Human Resources Department is responsible for:
– Designing and putting in place administrative and payroll procedures which conform to social legislation and with ACF and its funding bodies’ guidelines;
– The quality of the tools used in staff administration and payroll, and the reliability and transparency of the data;
– Conformity with the contractual obligations of ACF vis-à-vis its employees.
- Supervision of the drafting, monitoring and termination of employment contracts of local employees and follow-up of the termination of employment contracts of expatriate staff members;
- Checking the documentation of staff files and the archiving of documents according to guidelines laid down by ACF and its funding bodies;
- Supervising the collection of data relative to variable elements in staff pay (monitoring hours worked, salary advances, bonuses, deductions etc) for locally recruited and expatriate employees and for the production of local employees’ payroll;
- Monitoring the social benefits paid directly by ACF to both locally recruited and expatriate staff (child allowances and other benefits);
- Administering requests for loans by local staff and monitoring their repayment;
- Checking the tax returns of local staff and ensure timely payment of taxes to the authorities concerned;
- Checking on visas, work permits, expatriates’ declarations to the local authorities, and ensuring that all local taxes are paid;
- Supporting Human Resources staff on the bases in the implementation of administrative tools and procedures relating to staff administration and payroll;
- Producing reports, both monthly and whenever required by headquarters, authorities and funding bodies;
- Monitoring the strict application of contractual requirements and reminding Managers of internal regulations and the social rights of local and expatriate employees;
- Monitoring the movements of expatriate employees: breaks, arrival/return to mission, ensuring that regulations are adhered to and forwarding the relevant documents to headquarters and other interested parties.
Mission 3 : Provide guidance for the recruitment and training of all employees and promote career development
The Head of Human Resources Department is responsible for:
– Putting in place fair and transparent procedures for recruitment, access to training, promotion and internal mobility, in accordance with legal requirements and ACF guidelines
– Using all necessary means in the search for appropriate candidates for vacant posts
– Providing employees with the means to acquire the skills necessary for the proper exercise of their functions
– Ensuring that all employees have access to a formal annual appraisal meeting (or meetings), that such meetings are of high quality and that they take place on the planned date
- Adapting the ACF recruitment policy for local employees to the local context and taking part in the recruitment of both local and expatriate employees;
- Defining and implementing the induction process for new employees;
- Drawing up an annual training plan for local employees, monitoring its operation and producing a review on the basis of feedback from employees and their managers;
- Maintaining relations with universities and other external sources in the context of recruitment and training policies;
- Setting down a procedure for individual appraisal interviews and the associated annual schedule, monitoring its application and the quality of outcomes;
- Promoting the career development of local employees, in particular by making use of the process of appraisals and training;
- Providing support to managers and training new managers in matters of recruitment, appraisals and team management;
- Providing support to Human Resources staff on the bases in implementing the tools and procedures of recruitment, training and career management.
Mission 4 : Ensure a coherent organization of work and establishment/update of policy of compensation and benefits
The Head of Human Resources Department is responsible for:
– Ensuring that organizational charts are coherent and are conform to ACF classification grid;
– Ensuring that remuneration systems are fair and consistent with the cost of living for local employees;
– Ensuring that all local employees are covered by health care.
- Implementing the ACF classification grid and job descriptions and informing headquarters of specific local circumstances;
- Advising managers on the drafting of organisational charts for new projects;
- Consolidating the organisational chart of the mission and forwarding it to headquarters;
- Assessing the efficiency of the organisation and making recommendations;
- Establishing the revision of national salary grid;
- Defining the national policy for variable elements in staff pay (bonuses, transport costs etc);
- Defining the national policy concerning social benefits and, where appropriate, negotiating contracts and ensuring articulation with external private bodies (medical, retirement, insurances….);
- Drawing up and monitoring the annual budget of the Human Resources department, approving the creation of new posts, calculating costs and financial forecasts relative to the introduction of new projects;
- Warning of any difficulty in maintaining the payment of salaries and social benefits in situations of budgetary shortfall.
Mission 5 : Implement collective rules and communicate internally
The Head of Human Resources Department is responsible for:
– Implementing ACF regulations (internal regulations and convention on social benefits) adapted to the local context of the mission and local legislation
– Consulting and informing local employees through the medium of staff representatives, in conformity with the relevant social legislation
– Providing accurate information to all employees regarding the ACF charter and its organizational regulations (internal regulations and convention on social benefits)
– Stimulating internal communications on both general and Human Resources issues
– Anticipating risks associated with national Human Resources
- Adapting and updating the internal regulations and the convention on social benefits and ensuring that they are lodged with the relevant authorities;
- Putting in place health and safety at work procedures and working towards their improvement as and when necessary;
- Advising managers on conflicts with and within their teams and providing mediation when needed;
- Being attentive to the social climate in coordination with the Field Coordinators ; preventing and managing conflict;
- Defining and implementing the procedure for managing disciplinary problems and sanctions in respect of local employees;
- Providing support to Field Coordinators and Human Resources staff in the bases in implementing disciplinary procedures in respect of local employees and approving proposed sanctions;
- Maintaining a substantive dialogue and undertaking negotiations with staff representatives;
- Preparing and activating social plans in collaboration with the Country Director and the Heads of Departments involved;
- Identifying legal, social and financial risks associated with national Human Resources policy (the provision of indemnities on termination of contract, review of dismissals, ongoing judicial proceedings) and flagging up issues where necessary;
- Maintaining close relations with local authorities in the domain of Human Resources (labour inspectorate, the Ministry of Labour);
- Securing the services of a lawyer and seeking his/her advice whenever necessary;
- Making available and explaining Human Resources regulations and procedures to all employees;
- Organizing general information meetings for staff.
Mission 6 : Promote and ensure collaboration and coordination in Human Resources with the mission’s partners
The Head of Human Resources Department is responsible for:
- Participating in the process of selecting partners and validating the Human Resources risk analysis provided by the bases;
- Defining with partners the modes of Human Resources management in the framework of joint projects;
- Validating the Human Resources aspects of partnership conventions and agreements;
- Taking full advantage at mission level of all innovative Human Resources practices in the framework of partnerships.
Mission 7 : Prevent and manage cases of fraud and corruption
The Head of Human Resources Department is responsible for:
- Identifying the risks of fraud and corruption in his/her field of competence and putting in place preventative and monitoring mechanisms;
- Making his/her team aware of the risks of fraud and corruption;
- Alerting the Country Director to cases of fraud and corruption and undertaking corrective action;
- Putting in place and monitoring recommendations arising from the day-to-day control and audit.
Mission 8 : Manage the Human Resources team and the home staff in country office and be support/technical Manager for Human Resources Managers in the bases
The Head of Human Resources Department is responsible for:
– Day-to-day management of the team (guidance, follow-up, motivation…)
– Evaluating the performance and developing the skills of his/her team members;
– Management of the teams for which s/he is support/technical Manager.
- Defining the Human Resources needs in his/her area of activity and producing the organisational chart of his/her team;
- Taking part in the recruitment of his/her teams;
- Organising and leading team meetings;
- Working out and monitoring individual action plans for team members;
- Managing planning operations, task sharing and coordination of work;
- Providing for appraisal interviews for team members;
- Providing technical support to the teams;
- Identifying the training needs of team members;
- Devising, organising and leading training sessions;
- Managing difficulties in the team.
This list of responsibilities is not exhaustive. Some others responsibilities / tasks can be added, according to the activities and after validation by the Superiors.
Diploma / Level of studies and Experience:
- Master degree in Human Resources Management or similar field, with a minimum of 3 years’ experience (or 5 years with Bachelor Degree) in similar position, within the INGO and private Sector (a mix would be ideal);
- Have experience in using budgets and providing HR numbers to set up and review budgets, and in engaging with outside agencies/authorities in connection with human resource issues (Ministry of Labour, Legal representatives/lawyers, Social Security and Tax authorities);
- Have a strong and demonstrated expertise in human resource management;
- Able to grasp a wide range of complex issues and synthetize them strategically;
- Excel at team management and capacity building, and genuinely enjoy enhancing the skills and abilities of your team members;
- Ideally, know well ACF operations, policies and procedures, and have a demonstrated experience in working in Mozambique within the humanitarian aid.
Skills required
- Have proven interpersonal, networking and negotiation skills;
- Open minded and flexible character, autonomous and result oriented;
- Have a very good command of English and Portuguese, both written and verbal;
- Have excellent writing skills and oral communication skills.
HOW TO APPLY?
File composition: Letter of Introduction, CV with 3 references, ID and Certificates.
To be sent to: recruitment@mz-actioncontrelafaim.org (specify the title of the position in the email).
Please note that incomplete applications will not be considered.
Deadline for submitting the application: 24/09/2024
Procedure: Selected candidates will be contacted by email for a technical test.
Note. The dossiers received will not be returned. Any application submitted after this deadline will not be considered.
Action Against Hunger is committed to preventing abuse-related risks, sexual exploitation and promoting gender equality and its diversity. The ACF mission Mozambique encourages the application of women. The process of recruiting Action Against Hunger is free, no form of compensation will be asked for a candidate. It reflects the key policies and your letter through your professionalism and impartiality. If you observe contrary behaviors to these values during this process, please let appropriate teams know. All persons hired by the Action Against Hunger will be equally verified for compliance with the so-called “anti-terrorist” lists respecting employee rights and confidentiality of personal data.
