Regional HR Business Partner / Advisor Middle East
Organisatie
War Child is a dynamic organization. We try to keep an informal ambiance within our offices, with a lot of room for creativity, inspiration and self-initiative from employees. We practice what we preach: dynamic, innovative, integrity focused, and a drive to reach the highest possible results against the lowest possible costs. War Child Alliance offers a challenging job in an inspiring workplace.
Taken
Your Challenge
We are looking for an HR Business Partner/Advisor Regional Middle East for War Child Alliance who is hands on delivering a professional, business partner service to designated teams, staff and managers with various people related issues covering the full employee life cycle with a focus on actively supporting regional staff, Country Directors’s (CD) and expats in their employee life cycle and support in country HR with HR matters.
Working as part of a proactive and responsive HR team, the Regional HR Business Partner/Advisor provides pragmatic, creative and business-focused HR solutions and support and functions as a linking pin between local HR staff, the alliance HR team and country management.
The HR Business Partner / Advisor Regional acts hands-on in the preparation, development, implementation, evaluation and improvement of HR policies and practices and is a point of contact for advice and clarity to ensure implementation and compliance.
The HR Business Partner/Advisor Regional hierarchically reports to the Regional Operations Support Manager (OSM) and a functional line to the People & Culture Director and Regional Director (RD).
Your Responsibilities
• Strengthen HR and People management capabilities of managers. Build effective relationships and develop a good understanding of regional teams to be able to act as a true HR business partner;
• Provide effective and high-quality advice to country HR colleagues and senior managers on all aspects of people management;
• Strengthen the HR and people management capabilities of HR colleagues in our country programmes, and influence decision making in compliance with organisational policies and HR practices;
• Jointly lead and further strengthen the global HR team, ensuring it is a well-functioning platform of mutually supportive and aligned members;
• Lead on the regional implementation of specific HR policies and improvement projects, including communication and change management;
• Develop and maintain global HR frameworks and minimum standards across all country programmes;
• Work closely together with country HR representatives and Country/Regional Directors to ensure that HR remains high on their agenda;
• Guide and contribute to the development of regional and country-specific HR strategies and the translation into action plans and activities, in line with the global HR strategic priorities;
• Support country HR colleagues in meeting their country HR priorities and objectives;
• Support the development of locally specific policies and procedures in accordance with the global HR framework, local employment law and best practice;
• Develop and review HR policies and systems, researching best practice and legislative requirements;
• Support with employee relations processes in country programmes, including investigations, disciplinary cases and facilitating conflict resolution.
• Support the development of locally specific policies and procedures in accordance with the local employment law and best practice;
• Ensure that the HRIS in country programmes is used to its maximum potential and that there is an effective flow of people-related information to and from our country programmes;
• Monitor, identify and analyse relevant internal and external trends / developments within the HR field;
• Translate such developments into opportunities for improvement of HR policy and services, advising and coaching managers to support implementation of changes;
• Develop new HR policies and procedures, from scratch, roll out and coach managers / train staff to ensure full understanding and sound implementation;
• Evaluate existing polices, SOP's and processes as part of continuous improvement based on organizational changes and needs, user feedback and external HR developments;
• Undertake local benchmarking analyses for salaries and benefits for local staff.
• Support the full recruitment process for regional roles: development job description, vacancy text writing, publishing of vacancies, screening, long/shortlisting, etc.)
• Facilitate, as required, recruitment and selection processes;
• Support the development / revision of job descriptions and their translation into vacancy texts;
• Advise Managers with regard interview question templates and assessments including interview techniques. Participate in interviews if required;
• Oversee background checks, including (Misconduct Disclosure Scheme) MDS references, and the job offer process;
• Ensure full adherence to Recruitment SOP.
• Support countries by ensuring quality recruitment systems are in place for in country HR to recruit national staff
Functie-eisen en profiel
Holistic HR background, experienced in handling all aspects of the employee life cycle and people management issues;
• Experienced in acting as a business partner and adviser to HR colleagues and senior managers and being able to quickly gain credibility and influence;
• Experienced in working with international offices and overseas employment laws and regulations;
• Able to communicate sensitively and effectively with a wide range of people, including across cultures and with those at a distance, building positive working relationships;
• Experienced in managing and delivering projects autonomously or with little guidance, including implementing effective change;
• Experienced in dealing with sensitive and complex employee relations cases, including carrying out and supporting investigations and disciplinary proceedings;
• Experienced in helping others develop and grow, through a variety of means, including remotely;
• Willing and able to adjust to multiple demands and shifting priorities;
• Willing to travel to War Child countries of operation within the region, subject to security considerations;
• Ideally, experienced in the international NGO / not-for-profit sector, with an understanding of the HR challenges within the contexts that War Child operates in.
• Fluently in English and Arabic are mandatory. Preferably good understanding of Dari and/or Ukrainian are a bonus.
• Knowledge of and insight into the humanitarian sector and developments in society;
• Established knowledge of the HR field and relevant laws and regulations, procedures and processes with practical experience of application;
• Ability to build strong relations, engage with others, influence, coach and deliver directional advice;
• Effective interpersonal skills, like sensitivity, and a strong communicator across a range of cultures and locations, and with regard to varied matters / issues;
• Strong communicator and negotiator; with a proven ability to engage and persuade people managers on a course of action, instill confidence and provide clarity, direction and evidence to support proposals;
• Ability to independently manage project based work from onset through to completion;
• Comfortable managing multiple lines of work at the same time and balancing competing demands;
• The regional HR business partner for Middle East is based in any Middle Eastern country where War Child has an office. Limited relocation opportunities.
Ons aanbod
Conditions and benefits will depend on the hiring WCA office and will be discussed further throughout the interviewing stage
• Possibility to follow training and/or courses and attend War Child’s events.
• Pleasant working conditions, good atmosphere, great colleagues and of course the meaningful purpose of our work!
Informeren en solliciteren
Interested and qualified candidates are invited to apply by forwarding their CV and a short cover letter, in English, before 16 October 2024, by using this hyperlink:
https://www.warchild.net/jobs/...
The vacancy might close earlier should we have found the right candidate for the role. Is this not your dream job? Is this not your dream job? Support War Child by sharing this job with your network
The safety of children is essential to War Child. War Child does not tolerate or accept any form of abuse. This subject is addressed in our recruitment and selection procedures. Moreover, the accepted candidates will be required to state their commitment/ intent to be aware, consider and adhere to the minimum standards applicable in development and humanitarian settings, such as Sphere Humanitarian Charter, Standards in the Humanitarian Standards Partnership, Core Humanitarian Standard, Code of Conduct for the International Red Cross and Red Crescent Movement and Non-Governmental Organizations (NGOs) in Disaster Relief and IASC Six Core Principles Relating to Sexual Exploitation and Abuse.
Disclaimer
• Only applications received via our website are processed.
• If we appoint a suitable candidate before the given closing date, we reserve the right to remove the vacancy from our website before that date. In such a case, any responses received after that time are not processed.
• It could be that during our selection process the closing date for the vacancy is extended. If so, and you have not yet heard from us, your application will remain live.