Company Profile

Catholic Relief Services is the official international humanitarian agency of the Catholic community in the United States. CRS works to save, protect, and transform lives in need in more than 100 countries, without regard to race, religion or nationality. CRS’ relief and development work is accomplished through programs of emergency response, HIV, health, agriculture, education, microfinance and peacebuilding. CRS Ghana was established in 1958, a year after Ghana gained independence. In Ghana, CRS works with local partners to tackle poverty on several fronts including improving health and nutrition; increasing access to safe water and improved sanitation; promoting agriculture to enhance food security; and increasing financial assets through Savings and Internal Lending Communities. 

Job Description

• Position Title: Human Resources Manager
• Department: Administration         
• Location: Tamale
• Reports to:  Head of Office
• Compensation Band: D

JOB SUMMARY

• Support the attainment of Country Program objectives through the provision of dedicated quality HR services, professional advice, and ensuring HR systems, policies and procedures are developed and implemented in line with organizational vision, mission, and strategic objectives.  Contribute to risk management by advising managers on the interpretation/application of HR policies and procedures and ensuring Country Program employment and personnel management practices meet agency and donor standards and are in compliance with local labor law.
• Analyze country office issues and requests related to personnel management and administration and recommend initiatives, activities, and opportunities for innovation and improvement of the HR function in alignment with business needs to attract, develop, motivate and retain a human resource base that is dedicated to high quality performance.

FUNCTIONAL RESPONSIBILITIES
Strategic Human Resource Management:

• In consultation and coordination with the Country Representative, Head of Programming (HoP) and Operations Manager (OM), define HR strategy in line with CP strategic objectives and develop, maintain, and support implementation of a CP staffing plan.
• Support the agency’s Human Resources strategy.
• Develop and ensure HR policies, procedures, systems, and processes align for all HR functional areas and that they programs are in line with agency values and principles.
• Confer with management and supervisors to implement a workforce planning system by identifying future staffing needs, including key competencies to support the attainment of CP objectives.
• In coordination with senior managers, optimize organizational structure for maximum operational efficiency.
• Analyze and report on personnel data, performance, metrics, and trends to support decision-making and efficient operations.
• Ensure effective and appropriate delegation of authority during absences of senior staff.
• Participate and contribute to regional and global community of practice for an HR practices, standards, and policies.
• Collaborate with key partners to assess and strengthen their human resources capacities.

Talent Acquisition:

• Ensure the sourcing and recruitment of high quality staff aligned with agency vision, mission, and values.
• Establish and maintain relationships with third party vendors for staffing needs.
• Workforce Development for Staff and Partners:
• Support, implement, and evaluate programs and processes for succession planning, talent mapping, and leadership development.
• Support SMT in reviewing performance of CP, identifying staff training needs, and developing action plans for staff development.  Promote development plans for all employees and work with senior managers to ensure funds for workforce development are budgeted appropriately.
• Work with senior staff to establish training and career paths for all job families in the CP.
• Implement agency’s ongoing training program for all staff concerning Catholic Church structure, values, principles and Catholic social teaching.
• Ensure all phases of the performance management system are implemented according to agency guidance, i.e. performance and development planning, coaching, assessment, mentoring, and career planning.   Promote a culture of high performance and accountability for outcomes. 
• Implement agency orientation/on-boarding system for national and international staff and provide region- and country-specific information for the orientation manual and orientation package/session.  Ensure orientation of new staff to CRS identity, culture, partnership principles, tools, and processes.

Compensation and Benefits:

• Perform job analysis and advise on job description development.
• Provide guidance and input to senior managers and business development staff to ensure salaries and benefits is appropriately budgeted for in projects, proposals, and country program-level budget.
• Regularly review national staff compensation packages to ensure that salaries and benefits are competitive with targeted industry. 
• In collaboration with RTA/HR (when applicable),  HQ/HR, and managers, review job and salary banding systems to ensure salaries are managed based on job content and that merit pay systems are fair and based on performance. 
• Monitor industry salary and benefit levels and movements and recommend adjustments when necessary to ensure competitive positioning.
• Monitor market conditions related to benefits to ensure national staff benefit levels are competitive. 
• Work with RTA/HR (when applicable) and HQ/HR to ensure benefits administration is done according to best practices.
• Ensure effective management of social security and insurance programs for local staff.

Employee Relations and Activities:

• Assess effectiveness of current HR policies/procedures and recommend changes to improve alignment with business needs, manage risk, and remain in line with agency and local government changes.
• Advise managers on the interpretation/application of HR policies and procedures to ensure compliance with agency, donor, and local legal requirements.
• Liaise with local legal counsel to consult on HR issues as needed.
• Consult and advise senior managers on highly confidential and complex human resources and employee relations issues.
• Support supervisors and senior staff to deal firmly and promptly with performance issues.  
• Establish an effective approach to employee relations, including staff communications, employee engagement, conflict resolution, and employee recognition and feedback programs.
• Manage employee activities and well-being programs.
• Represent the organization in forums related to HR management practices, policies, and processes to stay abreast of local labor regulations and industry best practices.
• Train supervisors on relevant labor law and employee relations best practices.
• Train and assist supervisors on disciplinary action process (according to labor law).
• Mediate with supervisor and supervisee in resolving conflict.

Staff Safety and Security:

• Oversee security management, acting as security focal point for the CP. 
• Ensure CP’s Field Security Plan is updated as per agency policy and that all relevant CP staff are knowledgeable about its content.
• Ensure all visitors, consultants, and new staff are immediately and  fully briefed on security management and the CP’s Field Security Plan
• Ensure CP staff are aware of and comply with CP and agency security policies.

Personnel Administration and Documentation:

• Ensure personnel files are complete with all staff-related documentation and employment records as required per CRS, donor, and local law.
• Ensure job descriptions are up to date and responsibilities and performance expectations are clearly communicated.
• Ensure effective and efficient processing and authorization of local staff timesheets and leave.
• Ensure HR database is maintained up to date with all relevant information.
• Supervisory Responsibilities:
• May supervise the following positions: HR Officer, HR Assistant when necessary

Agency-wide Competencies (for all CRS Staff) 

• These are rooted in the mission, values, and principles of CRS and used by each staff member to fulfill his or her responsibilities and to achieve the desired results.
• Serves with Integrity
• Models Stewardship
• Cultivates Constructive Relationships
• Promotes Learning

KEY WORKING RELATIONSHIPS
Internal: CP Senior Management Team; All CP Staff; RTA Human Resources (where appropriate), HQ/HR staff.
External: Representatives of local government authorities; Peers from other NGOs in the country; Local legal counsel; Providers of HR-related services; CRS Partners.

This job description is not an exhaustive list of the skills, effort, duties, and responsibilities associated with the position.

Required Skills or Experience

• Master’s degree or equivalent HR Management certification preferred.
• Bachelor’s degree required; will consider work experience in a similar position if over 5 years.
• Minimum 3 to 5 years relevant work experience, preferably with an International NGO, with at least 2 of these years managing the Human Resources function.

Knowledge and Skills

• Excellent knowledge of HR management best practices as an HR Generalist, including organizational development
• Sound knowledge of local labor laws and ability to understand and interpret legislative and policy issues
• Demonstrated managerial skills
• Good coaching and mentoring skills
• Good analytical skills with ability to make sound judgment and decisions
• Good planning, monitoring and organizing skills and experience
• Able to maintain confidential information
• Results-oriented and ability to work with minimum supervision
• Excellent communication, interpersonal and negotiation skills 
• Ability to use MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing Applications, HRIS