فرصة عمل: مطلوب موظف مسؤول عن الموارد البشرية – HR Officer للعمل لدى Embrace Ngo

A. GENERAL DESCRIPTION

The human resources officer has a crucial role in managing and supporting the organization's workforce and works closely with the organization’s different programs, departments, and managers. The role is dynamic and requires a combination of interpersonal skills, organizational expertise, and a strong understanding of both HR principles and the organization's mission and values.

B. ORGANIZATIONAL VALUES

• Respect: To consider all individuals worthy of high regards and respect.
• Integrity: To adhere to the highest moral and ethical principles in fulfilling Embrace’s mission.
• Compassion: To understand another person’s condition from their perspective and strive to respond to their needs.
• Inclusiveness: To actively include stakeholders in decision making and the implementation of Embrace’s strategic goals.
• Accountability: To acknowledge and assume responsibility for all actions and decisions undertaken within the organization.
• Ownership: To assume one’s responsibility towards their role and the organization, to problem solve and actively seek feedback in a proactive manner.
• Collaboration: To actively seek feedback from members of the team, and work collaboratively with team members inside the organization as well as engage external partners in fulfilling Embrace’s mission and vision.

​​​​​​​C. MAJOR RESPONSIBILITIES:

1. Recruitment and Selection

• Posting job openings, creating job descriptions, and advertisements.
• Reviewing resumes and applications, and shortlisting candidates.
• Conducting interviews and assessments to select suitable candidates.
• Ensuring a fair and transparent recruitment process.

2. Onboarding and Orientation

• Facilitating the smooth transition of new employees into the organization.
• Conducting orientation sessions to introduce them to the organization's mission, values, policies, and procedures.
• Handling necessary paperwork, including contracts, benefits enrollment, and tax forms.

3. Employee Relations

• Addressing employee concerns, grievances, and conflicts.
• Mediating disputes and ensuring a harmonious work environment.
• Promoting open communication and positive employee relations.

4. Performance Management

• Developing and implementing performance appraisal processes.
• Setting performance goals and objectives in alignment with the organization's mission.
• Providing feedback to employees and identifying areas for improvement.
• Administering performance reviews and performance improvement plans.

5. Training and Development

• Identifying training needs and organizing relevant workshops or training sessions in coordination with department managers.
• Designing and implementing professional development programs.
• Encouraging continuous learning and skill enhancement among employees.

6. Policy and Procedure Implementation

• Ensuring that the organization's HR policies and procedures are in compliance with labor laws and regulations.
• Communicating and enforcing policies related to attendance, leave, code of conduct, etc.
• Managing employee benefits programs, such as health insurance, retirement plans, and leave policies.
• Administering payroll processes, ensuring accuracy and timely disbursement of salaries.

7. Employee Engagement and Well-being

• Organizing employee engagement activities, team-building events, and recognition programs.
• Monitoring employee morale and taking steps to enhance workplace satisfaction.

8. Legal Compliance

• Staying updated on labor laws, regulations, and industry best practices.
• Ensuring the organization's HR practices are compliant with relevant laws.

9. HR Reporting and Record Keeping

• Maintaining accurate and up-to-date employee records and databases.
• Handling confidential information with discretion.
• Compiling and analyzing HR data to generate reports for management decision-making.

10. Health and Safety

• Collaborating with relevant stakeholders to ensure a safe and healthy work environment.
• Developing and implementing safety policies and procedures.

11. Strategic Planning

• Participating in organizational strategic planning, particularly in relation to workforce needs and development.

D. Skills & Competencies

1. Critical Skills and Competencies

• Communication skills: Strong verbal and written communication skills are essential for effectively interacting with employees, conducting interviews, drafting policies, and delivering trainings.
• Interpersonal Skills that foster the building of relationships, mediation of conflicts, and fostering of a positive work environment.
• Problem-Solving: Adept at analyzing situations, identifying issues, and developing solutions that align with both organizational and legal considerations.
• Attention to Detail: Precise record-keeping, contract drafting, and policy implementation require a keen eye for detail.
• Ethical Judgment: Handle sensitive and confidential information while exercising ethical judgment and maintaining confidentiality.
• Data Analysis: The ability to analyze HR metrics and trends can inform decisions related to recruitment, retention, and performance management.
• Time Management: Juggling multiple tasks, from recruitment to policy implementation, requires effective time management.

​​​​​​​2. Behavioral Skills and Competencies

• Demonstrates empathy toward employees' concerns and needs fosters a supportive workplace environment.
• Adjusts and adapts easily to changing regulations, organizational needs, and evolving HR trends.
• Handles sensitive information and making fair and unbiased decisions requires a high level of integrity.
• Mediates conflicts and resolving disputes while maintaining professionalism and objectivity is essential.
• Collaborates with colleagues across various departments and levels
• Understands cultural nuances and focuses on inclusivity
• Deals effectively and empathically with challenging situations, such as layoffs or employee relations issues, demands emotional resilience.