I JOB SUMMARY: As the main technical lead of the HR Function at the FO, the main purpose of the Senior Human Resource Officer position is to ensure that the CO HR policies, processes, procedures, systems, etc. are fully and consistently applied in the FO. The incumbent is required to ensure the FO employs the right balance of staff (in terms of skill, experience, gender and diversity) as per its HR strategic direction and that training and development opportunities are available to staff to enhance their performance and achieve the country office’s strategic objectives. S/he proactively supports the delivery of key objectives of the HR function and regularly participates and leads on HR projects at the field office level as required. S/he ensures that people management practices of the field office are of a high-quality standard and that practices support the aims and values of CARE, through the provision of professional HR advice and guidance to line managers. S/he will work in close coordination with the HR officers in HO and hiring managers in the FO to ensure compliance on all employment related policies and procedures in line with Ethiopian legislation and best practice, through coaching and supporting line managers.

II RESPONSIBILITIES AND TASKS: Job Responsibility #1: HR Strategic Management (10%) • Lead HR planning for immediate and long -term staffing requirements for the field office as per HR Strategy • Participate in the preparation of the annual operation plans with a focus on staffing requirements (i.e. skills and competencies) at field office level • Actively participate in the implementation of new HR initiatives and systems/process improvements • Assist in the planning and implementation of the talent acquisition strategy • Participate in regular pay scale reviews/market assessments, as required • Conduct job evaluations and analysis as required in coordination with HO HR officers • Participate in revisions to structure (contraction or expansion) at FO level based on the evolving portfolio • Provide expert input and guidance to managers and all actors involved in the process of staffing and budget reviews, recruitment and appointment of staff, performance management and staff welfare issues Job Responsibility #2: Recruitment, Selection and Placement (15%) • In collaboration with the HR Officer at HO and relevant departments/units at the FO, actively participate in the development and regular updating of the human resource strategic plan and subsequent recruitment schedule • Lead talent acquisition for designated posts/job grades for the field office • Assist in the research and implementation of new initiatives on the use of talent acquisition tools and methods, including but not limited to: social platforms, networking, job boards, outreach missions, webinars and monthly newsletters • Participate in and ensure the effectiveness of talent outreach and sourcing initiatives by partnering with external stakeholders, inclusive of private sector actors and their related platforms/databases that seek to support employment initiatives • Collect data on cost per hire and lead time for recruitment and recommend improvements to current processes to ensure effectiveness and streamlining of recruiting plans and to ensure that cost effective services are being provided to hiring managers • Promote CARE as an employer of choice by carrying out impactful and targeted activities such as recruitment missions, job fairs, and presentations at various forums • Manage the coordination and administration of the recruitment of new staff in the FO • This includes preparing candidate information packs (advert, job description and person specification, CV screening and coordinating the screening of applications, management of interview arrangements, reference check, hiring approval and appointment processes). • Manage candidates interview results and selection decision with hiring managers in the FO. Provide candidates feedback on interview results • Manage the completion of reference checks and background checks on selected candidates at the FO and hiring recommendation approvals by the Head of Operations and POC. • Manage offer process and negotiate compensation package including salary, start date and allowances • Manage the offer letters and employment agreements for signature by hiring manager, candidates as appropriate • Manage recruitment waiver approvals by the Head of Operations and POC. • Ensure that complete and accurate records of the recruitment process and its results are maintained at the FO • Produce monthly and other specialized reports related to recruitment of staff • Work closely with the GED officer and HR Officer at HO to ensure recruitment processes at the FO are in line with all gender and diversity organizational objectives and related targets Job Responsibility #3: Staff Management (10%) • Provide guidance and support to assistant HR officer to effectively undertake their roles and responsibilities • Create a collaborative and conducive work environment for team members with the aim of strengthening team work and job satisfaction • Manage the staffing plan, leave plans, performance management, capacity building, etc. of the HR unit of the field office. Job Responsibility #4: Payroll, Compensations and Fringes Management (20%) • Participate in, as required, in the development, enhancement, and implementation of salary and labor surveys and other benchmarking exercises • Participate in the development and implementation of compensation and benefits related policies and procedures, system development and process improvements • Maintain compensation databases for the FO and ensure all employment records are properly maintained in the organization’s on-line human resource information system (HRIS) • Lead payroll and benefits processing, ensuring that transactions are delivered in a timely manner and in accordance with regulations, policies and procedures • Review payroll reports for accuracy and makes adjustments as necessary • Serve as a point of contact for employees with payroll or benefits questions • Prepare a variety of scheduled and ad hoc reports for analysis • Ensure that PARs are collected in a timely manner and accurately report and reconcile the same with HRIS records • Ensure proper filling of soft copy of PARs in the designated shared file(s) • Work closely with Finance for the timely submission of PARs for monthly financial closing Job Responsibility #5: Performance Management (20%) • Lead the ongoing plans and implementation of performance management processes in FO • Provide support and advice to management in the FO in implementing and applying performance-related policies. Ensure that all line managers are aware about how to evaluate and coach staff and that performance discussions are carried out effectively and in a timely manner • Provide basic counseling to staff who have performance related issues in coordination with supervisors • Ensure the timely initiation and completion of periodic performance management calendars • Prepare analytics and/or reports for management on performance assessment results Job Responsibility #6: People Development/Talent Management (10%) • Contribute to the overall delivery of a training and development program in line with business strategy and country office needs • Analyze training needs identified in relation to performance management processes, in consultation with line managers and in coordination with HO HR officers; organize capacity development trainings to improve staff performance in key areas • Lead the monitoring, measuring and reporting on FO staff training and development plans Job Responsibility#7: Compliance requirements (10%) • Review employment and working conditions to ensure legal compliance and propose required actions as per findings • Ensure that the field office workforce has a sound awareness of rules and regulations (including the Code of Conduct) and are aware of rights and obligations as well as benefits and entitlements • Provide expertise and guidance to all staff in the office who may need HR advice • Regularly follow up and ensure compliance with policies and procedures in accordance with Ethiopian specific legislation, donor requirements • Provide regular HR updates to HO to inform of HR activities and processes Job Responsibility #8: Others (5%) • Participate in, as required, the conduct of investigations when employee complaints or concerns are brought forth • Attend and provide HR advice on formal employment related panels in the FO such as disciplinary, grievance, performance and absence management, ensuring managers are briefed and follow the correct process • Lead the planning and scheduling of staff meetings in the FO • Participate in the handling of labor and related court cases in the FO. Work with the country office HR Team and legal advisor to ensure that court cases at field office level are provided with required oversight and handled by appropriate legal counselors and ensure that open cases are timely followed up and closed • Ensure the completeness of the monthly HR report and share it with the Head officer HR Unit on a monthly basis • Represent HR (both for Head Office and Field Offices) in periodic audits; provide required documentation, reports, payroll analytics, etc… for audit inquiries • Follow up audit recommendations and ensure closing of audit findings as per recommendations provided • Perform other duties as assigned by immediate supervisor. III GENDER EQUALITY • Understanding and demonstrated commitment to the importance of gender, youth and social inclusion issues. • Demonstrated commitment to principles of Gender Equity, Diversity, Inclusion and PSEAH (safeguarding), as evidenced in previous positions / programming

Salary – 1044

USD IV QUALIFICATIONS (KNOW HOW) A EDUCATION • BA degree in, Human Resources Management, Business Administration

B EXPERIENCE • 4 years of relevant experience with the first degree or 3 years of relevant experience plus post graduate degree • Supervisory skill is mandatory • NGO experience is a plus

C TECHNICAL SKILLS • Basic managerial skills • Technical and report writing skills • Computer literate • Fluent spoken and written English • Good communication and interpersonal skills. • Knowledge Local language skill is preferred

D COMPETENCIES • Respect, accountability, courage, excellence, analytical ability, stress tolerance, building partnership, collaboration, operational decision making, planning and organizing, facilitating change, customer focus.