The purpose of HR Officer is day to day support and guidance to area/field offices on technical issues, provision of trainings and information sharing, monitoring of implementation of minimum standards in NRC NW area. HR Officer reports to Coordinator" id="link" class="link">Support Coordinator Sittwe and s/he supervises HR Technical Assistants.
The responsibilities of the HR Officer includes the following but not limited to:
Please see here for full job description.
Implement of HR management system with a minimum standard and development of HR system in area level through in line with the HR procedures and policies. Develope and implement of local procedures based on NRC’s minimum standards, including the Terms of Employment (ToE) Responsible for monitoring of implementation of minimum standards in the NW both offices, Sittwe and Maungdaw Participating in mandatory annual trainings such as Crisis Management, Critical Staff Care, and the Code of Conduct & Whistleblowing Mechanisms Ensure compliance with NRC policies and the local labor Law in all procedures and processes Prepare periodic HR reports and share with CO HR and other related Departments Prepare correct staff payroll and payment of staff compensation and benefits, taxes etc
Specific ResponsibilitiesCoordinate with respective departments on recruitment and employment process in area level Manage implementation in NW area coordinate with respective departments on staffing process including Employment Contracts, Job Descriptions (JDs), Terms of Employment (ToE), Code of Conduct (CoC), the Health, Safety & Security Policy (HSS) and Insurance package. Update NW staff lists, contact information, and track movement location, etc. (e.g. address, phone numbers, names and contact details for next of kin, etc.) at all times and share with CO and Area SFP regularly Ensure Staff Information is up to date in AGRESSO and HRM System Monitor and record staff leave days, sick leave, trainings etc. and check with direct line managers Organize staff development trainings through Coordination with line managers Manage staff recruitment and exits process, introductions, trainings, staff benefits etc. on Area office and sub offices. Manage salary calculation, payroll, income tax in time subscription and deal with Finance team for staff timesheets to meet with donor requirements Advice and support line managers staff in HR processes and coordinate with Programme Managers for staff employment contract renewal, Goals and Performance and etc. provide HR related trainings and updates when necessary to all staff
Professional CompetenciesMinimum 2 years working experience in humanitarian HR related field Bachelor degree / Diploma in relevant HR management Previous working experience in complex and volatile contexts Documented results related humanitarian HR personnel Good knowledge on local contexts in privates & publics English 4 skills proficiency both written and verbal
Behavioural CompetenciesPlanning and delivering results Empowering and building trust Communicating with impact and respect Coping with change Handling insecure environment The Norwegian Refugee Council (NRC) is an independent humanitarian organisation helping people forced to flee. We work in crises across more than 31 countries, providing emergencies and long-term assistance to millions of people every year. We stand up for people forced to flee, advocating their rights. NORCAP, our global provider of expertise, helps improve international and local ability to prevent, prepare for, respond to and recover from crises. NRC also runs the Internal Displacement Monitoring Centre in Geneva, a global leader in reporting on and advocating for people displaced within their own country. Employment with NRC may lead to employment in or deployment to Regions, Countries, Areas or Offices that may be host to considerable health, Safety and Security risks. NRC takes this very seriously and we have procedures in place to reduce known risks, but will never be able to take away all risks. NRC is an equal opportunities employer and aims to have staffing diversity in terms of age, gender, ethnicity, nationality and physical ability.