The HR Manager (HRM) acts as a functional expert supporting and contributing to the Regional Delegation in Kampala covering Uganda, Rwanda and Burundi with a total of around 80 national and international staff. The HRM brings insights on People And Culture matters (PAC) to the Delegation Management Team and the HR Assistant based in Rwanda, and contributes to the alignment of PAC strategies and objectives with the Delegation´s strategic objectives and operational needs.

The role assesses and anticipates PAC related needs and ensures integrated solutions are provided jointly with Regional HR Partner and PAC Centers of Expertise (CoEs). The HRM serves as the main interlocutor partnering with the respective management team on all PAC issues such as operational advice on staffing issues and working conditions. S/he is responsible for the whole employee life cycle from recruitment to performance management, reward and payroll, career path and workforce planning to exit management, Diversity Equity and Inclusion, as well as staff health and well-being. Furthermore, the HRM plans, organizes, and controls the HR activities of the assigned area of responsibility and ensures HR policies and processes are harmonized, compliant with ICRC standards and local legislation. The HRM is heading a department and responsible to manage, mentor and coach a small team as well as ensure the budget and organizational design of her/his own department is fit for purpose.

General Duties
• Understand and adheres to the 7 Fundamental Principles of the Red Cross/Red Crescent Movement;
• Understand and adheres to the ICRC Code of Conduct;

Understand the components of the Red Cross/Red Crescent Movement;

Respects and observes staff regulations and security rules at all times;
• Represent the ICRC in a professional manner at all time;

Develop and maintain a pleasant and conducive working environment with colleagues and line managers;

Perform all duties with the highest level of confidentiality in the interest of the employees and the ICRC;
• May be asked to perform duties and task not covered in this job description as well as to provide support to other departments when necessary.

Accountabilities & Functional responsibilities
Act as the HR function expert providing guidance and support on procedures, process, policies and tools (40 %)
• Take responsibility for continuous improvements in the local HR Management;

Provide support and advice to HR Assistant in Rwanda in the application of HR tools, policies and guidelines;
• Ensure HR consistency and coherence across the area of responsibilities;
• Is aware of HR issues and concerns in the area of responsibilities, as well as of all novelties regarding the institution HR initiatives thus maintaining status as a recognized expert;

Creates and delivers effective and efficient HR processes and services tailored to unique HR needs;
• Is literate with HRspace, ICRC intranet structure and all HR TeamSpaces libraries and thus able to rapidly access information and quality HR services;
• Oversees payroll process and is responsible for verifying and validating payslips;

Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance and partners with the lawyers in each country and the legal department in Geneva as required
• Is accountable for HR compliance at the level of the Delegation (including Annual Conformity Exercise)

Is responsible for the maintenance but also development of HR processes, policies and tools, feeding upward insight from the field to ensure that the changes proposed are relevant and sustainable for the field;
• Oversees Learning and Development activities in the Delegation.

Act as change agent to the management initiating, facilitating, and coordinating changes on HR practices, processes and tools (30%)
• Remain up to date about tools, techniques, and practices of change in order to effectively and efficiently manage change and respond to the organization’s requirements;
• Contribute to the development and promotion of HR global initiatives, and participates in their implementation in the Delegation;
• Communicate timely relevant HR information to the HRSPs and management team, ensuring all key stakeholders are aware, informed and prepared prior to the deployment of any HR related changes;
• Facilitate change on organizational design, system and process redesign;
• Coach and assist the HR Assistand in Rwanda and the management team in good HR Management practices and people management responsibilities (HR Capacity Building);
• Contribute to Global initiatives initiated by the Region (HRPs) or HQ at large to improve HR standards, policies, and practices;
• Supports engagement initiative in the Delegation (e.g. Our Voice);
• Is responsible for employee relations, which includes interactions with Staff Association.

Is supporting and accompanying Line Managers in their People Management capacity (20%)
• Facilitate, measure and improve the quality of management and teamwork;
• Ensure the HR Roadmap is well understood by Line Manager, in particular their responsibility towards Resident Talent Framework, Wellbeing and Diversity Equity & Inclusion;
• Advise and coach line managers in fulfilling their people management responsibilities;
• Coordinate and facilitate employees’ surveys;
• Promotes inclusive working environment;
• Promote a healthy work/life balance;
• Support corrective actions with managers and staff members;
• Ensures fair, ethnical, and equitable HR process and practices.

Act as contributor to the management team aligning PAC, Delegation’s PFR, regional (RSF) and institutional strategies (10%)
• Actively participates in the reflection, analysis and understanding of the working environment, giving insight on HR impacts or requirements of the decisions potentially taken;
• Contributes to the development and is responsible for the implementation of the HR Roadmap of the Delegation on an annual basis;
• Analyse and improve the coherence and pertinence of the HR set-ups evolution;
• Provide guidance and input on organizational restructures, workforce planning and succession planning;
• Contributes to the Delegation’s PFR
• Contributes to the Contingency Plan of the Delegation and facilitate HR response in case of a crisis e.g. CMT, RDM
• Is responsible and accountable for the HR department budget
• Collaborate with Compensation & Benefits Managers in Geneva to establish pay practices and pay bands that help to recruit and retain talents
People management responsibilities
• Understands and supervises the Performance Management & Development (PMD) activities for employees under their supervision;
• Engages in ongoing and continuous feedback and support, particularly for employees under their supervision, but also other staff members;
• Organizes regular meetings within their team to ensure optimal coordination of the work and proper flow of information;
• Coordinates and supports the employees under their supervision in their personal development by coaching and advising them on internal and external training and development possibilities;
• Oversee and manage one HR Assistant

Relationships
• Internally, interacts with staff and management team of the assigned area of responsibility. Also interacts with all actors of the HR Department with Partnering Division through the HR Partner, HRM peers in the Region and beyond, Talent Division, the various Centers of Expertise (CoE) and other PAC units.
• Externally, interacts within the broader HR community beyond ICRC and within the humanitarian sector, local labor authorities HR practitioners and HR service providers for specific issues in accordance with the HR department’s strategy.

Professional Experience required
• Confirmed experience of minimum 5 years as HR Manager;
• Fluency in English (C1) and French (minimum B1 with willingness to rapidly improve) is mandatory. Please note that language skills will be professionally tested.
• Experience in the management of a team; remote management experience is a strong asset;
• Experience in an international environment is a strong asset;
• University diploma in HR with a minimum of a Bachelor degree, Master’s degree a strong asset;
• Experience in humanitarian, development, cooperation, volunteering organizations is a strong asset; strongly motivated by humanitarian work;
• Excellent active listening, negotiation and presentation skills as well as written and spoken communication skills;
• Profound knowledge of HR systems, databases and MS Office skills;
• In-depth knowledge in employment law, HR administration, compensation and benefits, recruitment, selection and staffing, performance management, learning and development, employee relations, staff health, and employee engagement;
• Competence to build and effectively manage interpersonal relationships at all levels of the organization;
• Experience successfully operating in a matrix organization is a strong asset;