Head of Human Resources

Job Title: Head of Human Resources

Salary Band: 10

Department: Operations Sector: Human Resources

Reports To: Head of Operations

Country / Location: Sudan / Port Sudan

Closing date:12.11. 2023.

About CRS

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 Sudan is as dynamic and diverse as the needs of the people we serve. Since 1978, CRS Sudan has been assisting the people of Sudan across the emergency, recovery, and development spectrum. Key sectoral areas for CRS Sudan include food security, livelihoods, nutrition, health, peacebuilding, and natural resource management. CRS Sudan has an expanding portfolio of programs crossing the emergency response and resiliency spectrum.

This position will be based in Port Sudan, working for the Sudan country program. 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.

Job Summary:

You will partner with the Country Program (CP) Senior Management Team to provide overall strategic Human Resources (HR) direction for the CP in support of high-quality programs serving the poor and vulnerable. You will analyze and anticipate HR programs, services, and operations needs and challenges in the areas of recruitment, staff development, performance management, employee relations, compensation and benefits, onboarding/orientation, policies, staff care, and employee administration and introduce improvement solutions.

Roles and Key Responsibilities:

• Provide strategic guidance and coaching to guide senior management, HR Officers, and supervisors to mitigate risks on complex HR issues, in identifying, understanding and implementing country-program policies and practices related to workforce planning, REDI, safeguarding, performance, discipline, positive employee relations and related topics, and Gender balance.
• Advise CP’s senior management, project leads and HR department on organization and staffing structures, organization effectiveness and change management, inclusion, diversity, HR Reports and Workforce Analytics.
• Lead the development of CRS/Sudan’s HR strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with CP objectives.
• Consult with CP leadership on the Performance Management process, understand and leverage Talent Management, coach employees and managers on employee relations, performance management workplace practice and policy issues.
• Monitor, review, and analyze the impact and effectiveness of HR management programs, processes, and services throughout the CP including all sub-offices and provide expert guidance, advice, coaching, and technical support in the implementation of sustainable improvement solutions.
• Understand CRS’ compensation practices and policies and improve compensation policy understanding across the country program. Lead on assessing professional development needs of HR staff and ensure focused plans for mentoring and capacity building to strengthen HR service quality and career development.
• Lead CP management efforts in ensuring culture alignment with CRS mission and guiding principles, where dignity, diversity, community and rights and responsibilities of all staff are valued.
• Act as the CP liaison with the region and a key point of contact on all HR-related matters. Provide analytical reports on HR data, metrics, and trends. Contribute to the agency’s Human Resources Community of Practice and CRS global HR agenda.
• Perform HR audits to ensure HR systems, policies, processes, and practices meet agency, donor, and local legal requirements and standards and support operational excellence.
• Manage HR processes and activities to ensure they meet latest agency, donor, and local legal requirements and standards and reflect best practices.
• Lead training and professional development needs assessment and analysis and ensure the provision of focused and precise development programs for CRS staff and partners.
• Ensure staff retention strategies reflect competitive and equitable compensation and benefits and a work environment that fosters staff engagement, empowerment through proper supervision, and personal and professional growth.
• Act as the CP’s key point of contact, internally and externally, on all HR-related matters. Represent the organization in forums related to HR management issues to stay abreast of standards, local laws, and industry best practices and to maintain peer contacts.
• Oversee record keeping through personnel files and/or Insight that adheres to required CRS, donor, and local law regulations. As needed provide analytical reports on HR-related data, metrics and trends to support decision-making, workforce planning and development.
• Organize and coordinate the staff general orientation and training regarding HR policies, procedures, processing and in line with the Sudan Labor Lawas requirements and the CRS Global and Country Program HR policies.
• Coordinate the new staff onboarding and provide guidance on HR standard operations’ practice.

Basic Qualifications

• Bachelor’s degree in Human Resources Management or Business Administration required. Master’s degree in HR Management, Business Administration or Organizational Development preferred.
• Minimum of seven years’ work experience in HR, preferably with an International or local NGO, with at least five in a senior management role with an international organization with strong knowledge of HR best practices and standards. HR Experience outside of Sudan with similar International NGOs will be a plus.
• At least three of these years managing an HR function including staff management experience.
• Experience with and demonstrated ability to analyze, interpret and advice on employment laws, regulations, policies, principles, concepts, and practices for various countries.
• Proven experience in presenting, facilitating, coaching, and capacity building on HR topics.
• Proven experience in developing talent management strategy

Required Languages – English and Arabic required for verbal and written communication.

Travel – Must be willing and able to travel at least 30 % of the time to field locations in the country.

Knowledge, Skills and Abilities

• Strong relations management abilities. Ability to relate to people at all levels internally and externally. Strategic in how they approach each relationship.
• Excellent strategic and analytical skills with ability to make sound judgment and decisions.
• Very good planning, monitoring and organizational skills.
• Able to maintain confidential information.
• Proactive, resourceful, solutions oriented and results-oriented.
• Experience in safeguarding desired, including investigating safeguarding matters, and training staff on safeguarding.
• Strong customer service orientation with excellent communication, interpersonal and negotiation skills

Preferred Qualifications

• Additional education may substitute for some experience.
• Experience with and demonstrated ability to analyze and interpret employment laws, regulations, policies, principles, concepts, and practices. Thorough knowledge of the local labor law.
• Staff management experience.
• Strong experience in presenting, facilitating, and coaching on HR topics.
• Experience using MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing Applications, HRIS.

Agency REDI Competencies (for all CRS Staff):

Agency competencies clarify expected behaviors and attitudes for all staff. When demonstrated, they create an engaging workplace, help staff achieve their best, and help CRS achieve agency goals. These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results.

• Personal Accountability – Consistently takes responsibility for one’s own actions.
• Acts with Integrity – Consistently models values aligned with CRS Guiding Principles and mission. Is considered honest.
• Builds and Maintains Trust – Shows consistency between words and actions.
• Collaborates with Others – Works effectively in intercultural and diverse teams.
• Open to Learn – Seeks out experiences that may change perspective or provide an opportunity to learn new things.

Agency Leadership Competencies:

• Lead Change – Continually looks for ways to improve the agency through a culture of agility, openness, and innovation.
• Develops and Recognizes Others – Builds the capacity of staff to reach their full potential and enhance team and agency performance.
• Strategic Mindset – Understands role in translating, communicating, and implementing agency strategy and team priorities.

Supervisory Responsibilities: Deputy HR Manager

Key Working Relationships:

Internal: Head of Operations, Country Representative, Head of Programming, all CRS Sudan staff, regional HR advisors

External: Legal Advisors, government bodies

***Our Catholic identity is at the heart of our mission and operations. Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. We welcome as a part of our staff people of all faiths and secular traditions who share our values and our commitment to serving those in need. CRS’ processes and policies reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.

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

CRS’ talent acquisition procedures reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.

CRS prioritizes candidates who are citizens/ permanent residents of the countries where we have CRS offices.

CRS is an Equal Opportunity Employer