RELIEF INTERNATIONAL Terms of Reference (TOR) Position: Human Resources Manager Job Family & Level: P 7 Reports to: Country Director Project: Multiple Projects Province: Kabul Location: Kabul main office About Relief International (RI): Relief International is a leading non-profit organization working in 20 countries to relieve communities from poverty, ensure well-being and advance dignity. RI specializes in fragile settings, responding to natural disasters, humanitarian crises and chronic poverty. Relief International combines humanitarian and development approaches to provide immediate services while laying the groundwork for long-term impact. Our signature approach — which RI calls The RI Way — emphasizes local participation, an integration of services, strategic partnerships, and a focus on civic skills. In this way, RI empowers communities to find, design and implement the solutions that work best for them. RI believes that gender equality is a basic right for all people, and it is critical to directly address gender-based discrimination and promote gender equality to ensure sustainable development.

Position Summary:

The Human Resources Manager (HRM) will lead, develop and strengthen all HR functions in order to provide efficient and effective HR leadership and support to the RI Afghanistan program – with special focus on effective recruitment, staff training and development, remuneration, performance management, HR Policy and overall compliance, HR operations, employee relations and staff wellbeing. S/he supports the efforts of the Country Director to recruit, manage, motivate, develop, and retain agile and robust workforce to deliver on country strategy. The HRM is an effective advisor and educator on HR matters, including issues of HR policy and local labor law. S/he creates an enabling and nurturing work environment that promotes Diversity, Equity and Inclusion, and employee engagement. S/he will also be responsible to develop the capacity of country HR staff through coaching and mentorship.

ESSENTIAL RESPONSIBILITIES AND DUTIES

HR Strategy · Develop and implement the Country HR strategy and ensure alignment with the RI Country Strategy. · Lead regular review of country office roll out of HR policies, employment policies and procedures in compliance to RI’s standards and evolving national labor law. · Ensure the consistent implementation of HR and administration policies and procedures across the country program. · Partner with the CD, country SMT and the RHRD to lead all change projects in country that impact on staff. Recruitment · Partner with the SMT and line managers to ensure adequate workforce planning for Afghanistan. · Ensure recruitment is conducted in a transparent, safe, timely and efficient manner, and in compliance with RI’s policies and national labor law. · Track recruitments to promote Diversity and Inclusion ensuring balanced representation of gender and all communities in the team. · Create a database to monitor the recruitment and orientation of staff is in line with the HR checklist. · Ensure pre-employment checks are completed in time for all staff and filed with documentation according to HR checklist. · Ensure that all new staff complete required orientation and new hire policy trainings. · Maintain and regularly update the HRIS with staff data. · Support deployment of HR recruitment portal to streamline application and selection process, regularly updating the application with relevant information and data, generate reports for country management team and hiring managers. Compensation, benefits and performance evaluation · Track and review compensation and benefits in country, and partner with the RHRM and CD to recommend adjustments to ensure competitive and equitable rewards package that is in line with the RI standards and principles. · Assist in advising on best practices on income tax and statutory benefits in accordance with the law in Afghanistan applicable for private and nonprofit sector. · Ensure the timely and efficient payroll preparation for accurate data on donor code, number of days, benefits, and timesheets. · Ensure the proper and accurate tracking of leave. · Support deployment of HR payroll application and maintenance of the application, regularly update the application with relevant information and data, and generate reports for country management team. Employee Relations · Develop and sustain a healthy and empowering office environment that encourages teamwork, open, honest and productive communication. · Ensure the timely processing of new contract, contract extension, staff transfer, promotions and other change of status. · Manage processes related to disciplinary actions, staff separation, and termination.

· Respond to employee related queries and provide services to all HR related inquiries and requests. · C onduct periodic office climate assessments and advise management as appropriate on solutions and achievement of high levels of employee morale, commitment and performance.

· Keep RI Afghanistan Employee Manual updated and constantly communicate it, along with other HR policies to staff. · Make sure that employees’ files are auditable at all times as per RI standards and any relevant donors’ requirements. · Ensure compliance to RI policies, procedures, systems and donor regulations as well as ensuring correctness of necessary documentation such as timesheets, leave forms, payrolls and exit interviews. Performance Management — RI Excel · Track and monitor the performance evaluation processes at all stages and ensure that staff and supervisors complete the review process in a timely manner. · Provide guidance to supervisors as they complete evaluations, help supervisors find effective coaching methods that work for specific issues including identifying areas of poor performance and assisting supervisors to establish plans for improving performance (PIPS), be present during review meetings when necessary. · Provide ongoing support to line managers and staff including responding to various inquiries raised by different employees, clarifying the appraisal forms, use of appraisal system, methodology etc.

Training · Partner with the CD, SMT and line managers conduct training needs assessment for staff to inform planning and rollout of training and capacity building initiatives for staff. · Actively lobby for budget allocation for staff training in all proposal developments and project renewals. · Develop professional development plan for Afghanistan staff utilizing various free and paid-for options, based on best practices in International non-governmental organizations.

· Provide training, and ongoing support and advice to local HR staff. · Track competency levels against requirements, works with line managers to determine gaps and ensure adequate and effective training and personnel development programs are in place to provide staff with the competencies (skills, knowledge and personal attributes) required for success in their current and future planned roles. Leadership, Team Management and Coordination

· Create and sustain a work environment of mutual respect where team members strive to achieve excellence. · Supervise, hire and orient new team members as necessary. Promote accountability, communicate expectations and provide constructive feedback via regular performance reviews. · Contribute to country team-building efforts, help team members identify problem-solving options and ensure the integration of all team members into relevant decision-making processes.

· Liaise with peer agency HR staff as well as other RI country HR teams to share knowledge and practices that add value to the HR function and ways to strengthen team management processes. · Supports the change processes, providing insight and vision on how to enable change and create process improvements. Safeguarding and Security

· Ensure compliance with security procedures and policies as determined by country leadership.

· Proactively ensure that team members operate in a secure environment and are aware of policies. · Consistent with RI’s safeguarding and protection policies, ensure a ll people who come into contact with Relief International are as safe as possible. Accountability · Relief International team members are expected to support all efforts toward accountability, specifically to our program participants and to international standards guiding international relief and development work, while actively engaging program participants as equal partners in the design, monitoring and evaluation of our field projects.

· Team members are expected to conduct themselves in a professional manner and respect local laws, customs and Relief International policies, procedures, and values at all times and in all in-country venues. Equity and Diversity Commitment · Demonstrate sensitivity and understanding of systemic diversity and cultural differences. · Ensure that gender equity is addressed in our staffing and programming. · Perform other functions that maybe assigned from time to time.

QUALIFICATIONS & REQUIREMENTS

This position demands a dynamic individual with a demonstrated ability to achieve results in a demanding and fast paced environment. · Minimum Bachelor’s degree from a recognized and reputed university. Master’s degree is preferred with professional HR certification. · At least 7 years progressive fulltime employment in a similar position preferably in nonprofit sector with at least 5 years in management position. · Proven experience of providing leadership on all HR issues at the same time balancing the strategic role with the need to deliver effective day-to-day HR administration services. · Direct experience of managing large-scale recruitment and change projects. · Ability to prioritize and deal with competing demands while solving very complex issues. · Demonstrable experience of staff supervision, training and capacity building. · Well-developed conceptual, critical, and analytical thinking with the ability to convey complex information in a straightforward way and influencing this to a wider audience. · Fluent spoken and written English. RI Values: We uphold the Humanitarian Principles: humanity, neutrality, impartiality, and operational independence. We affirmatively engage the most vulnerable communities. We value ü Inclusiveness ü Transparency and Accountability ü Agility and Innovation ü Collaboration ü Sustainability Relief International encourages the country Nationals to apply for this position.