HUMAN RESOURCES BUSINESS PARTNER

Transcription

1 HUMAN RESOURCES BUSINESS PARTNER Annual Salary and Benefits Internal Job Grade Contract type Reporting to Staff reporting to this post Locations Annual Budget C1, National Fixed Term; One Year Contract OI CD HR Staff Islamabad Pakistan No Direct Management of the budget. Shaping a stronger Oxfam for people living in poverty. Job Purpose Responsible for providing leadership on and ensuring strategic people related business processes. S/he will ensure that there these processes are clear and effectively implemented and monitored in country. The person will also ensure that all teams within the Country Office are working effectively in line with Oxfam s code of conduct and working culture. Accountable for working with peers to ensure that the design of Oxfam in country enables effective programme delivery, engages and rewards performance, and working across the confederation, advocates continuous learning, knowledge management, retention and career development Ways of Working: 1. INFLUENCING 2. NETWORKING 3. NEGOTIATION 4. KNOWLEDGE MANAGEMENT 5. MUTUAL ACCOUNTABILITY 6. COMMUNICATION DIMENSIONS: Lead and manage the HR team; Elaborates and advises on over all HR policy and strategy including gender considerations, placement, contract entitlement, benefits and allowances, learning and development and recruitment;

2 Interprets and implements Staff Regulations and Rules, Staff Instructions and Circulars, and related guidelines affecting HRrelated policies; reviews and evaluates applications for exceptions from staff instructions prior to adoption of final decisions; This role has significant internal and external impact; Works corporately across divisions or communicates corporately; Managing/ supervising resources within defined boundaries or a specialist area, which may include people, assets and/or budgets; Providing professional advice to senior managers on areas of work covered in their remit; Develops solutions to diverse and complex problems within organisational policy; Interprets and applies operational and specialist information in a variety of formats from a variety of sources; Flexibility to anticipate and resolve challenges within corporate or divisional parameters, with moderate scope; Decisions are made, with a specialist/ divisional context, to further the objectives of Oxfam and the division with reference to the external HR environment; Impact of this role is significant within the department and division(s), and could have some impact Oxfamwide; Contribute to and influence operational planning; Influence managers, staff and volunteers in Oxfam and develop effective networks with external bodies; Ensure the hygiene factors are performed to a high standard and consistently checked for their relevance and standards; Implement best practice legal responsibility employment law, tax laws, etc. Influences in specific areas; Organise learning and development opportunities for staff to achieve corporate goals; Working with Staff Representatives for the organisation; KEY RESPONSIBILITIES: Contribute to strategic leadership of Oxfam in Pakistan as part of the Country Leadership Team; Support to Country Director (by leadership, strategic and operational) of the HR function; Lead the development and implementation of the Pakistan strategy, ensuring its alignment to the Oxfam Strategic Plan and Pakistan OCS; Ensure best practices are in place, maintained and updated as needed to meet and/or exceed compliance standards; Provide the CD, other senior managers and HR staff with sound and effective advice on all staff issues; Continually look for ways to develop and embed the Oxfam culture and vision; Ensure Values, mission and Culture are clearly defined and can be articulated by employees; Actively practices and support mentoring, succession planning and management development within scope of responsibility and region; Ensure competitive and cost effective pay and benefits for Pakistan programme, in line with Oxfam s rewards principles; Business partnering with high level analysis and advice to Country Leadership Team on the HR function; Management of the HR team including performance management, capacity building, coaching and developing staff; Ensure performance management system is in place in accordance with Oxfam policies and provide support and advice on performance development plans and career advice; Support line managers to fulfil their obligation in performance management process in the whole country; Working with senior managers, to ensure that appropriate learning and development interventions are available and implemented, which develop the contribution of staff to the objectives of the country programme;

3 Ensure effective talent management strategy is in place and actively support activity that optimizes talent; Ensure that Oxfam staff have the required skills and abilities to provide capacity building and knowledge transfer to partner organizations; Contributes to collective management at top level with collaborative and matrix ways of working, specifically with field offices; Consult and negotiate with staff associations and individuals when appropriate in the formulation and implementation of new policies; Provide support in handling employee relations issues, and ensuring compliance to local law and Oxfam s disciplinary procedures; Support and share key learning through different methods and help to create an environment for innovation; Over see payroll and ensure collaboration with the Finance team on all payroll matters; Provide support and advice on performance development plans and career advice; Actively implement and champion Oxfam International s diversity policy in the recruitment and employment of staff; Contributes to collective management at top level with collaborative and matrix ways of working; Lead negotiation of favourable employment conditions and processes with the related Govt of Pakistan ministries and departments, and other favourable administrative and fiscal regimes with relevant Ministries and authorities in Pakistan at a national, provincial and local level as necessary; Consult and negotiate with staff associations and individuals when appropriate in the formulation and implementation of new policies; Provide support in handling employee relations issues, ensure compliance to local law and Oxfam s disciplinary procedures, act as Oxfam in Pakistan s safeguard focal point, and ensure conflicts within the Oxfam in Pakistan result in constructive and positive outcomes; Support and share key learning through different methods and help to create an environment for innovation; Contribute to emergency responses within the overall regional emergency response plan; Provide Health and Safety advice and proactively support risk assessments and risk management, including issues around staff health and welfare; Identify and monitor risks to programme, and take appropriate courses of action.; Ensure that HR systems (PeopleSoft HR GOLD, E Recruitment) are uptodate and functioning; Supervise the consolidation of monthly reporting and getting this information to the CD as well as to the Regional HR Team in Asia (as needed ), i.e. report on contracts; Payroll checks, Leave Balances, etc.; Actively embodies the centrality of influencing in Oxfam in Pakistan s country strategy; SKILLS AND COMPETENCE: Job Specific Min of 7 years of HR/OD Management experience in a leadership position in an international setting with a proven track record and a degree level education (from a recognized university) in a relevant subject; Ability to build strong relationships/networks and to work and cooperate effectively and in a spirit of partnership; Virtual management skills and knowledge of collaboration tools; Proven implementation skills and a cando approach; Excellent communication and influencing skills; Experience in change management processes; Fluent/Very good verbal and written English and Urdu plus addition regional languages will be an asset;

4 International experience at senior level will be considered an asset; Substantial experience and track record of consistent personal achievement at both an operational and strategic human resources; Ability to reflect and effect a gender and diversity sensitive human resources policy; Display considerable initiative and independence, with the ability to take the lead and shoulder considerable responsibility without recourse to additional HR support ; Highly flexible in style with the ability to produce creative and pragmatic solutions to complex HR problems; Ability to establish good relationships with a wide range of managers, staff and HR colleagues; Impeccable negotiation and facilitation capacity; Fluent in written and verbal English; Computer skills MS Office, use of the Internet, databases and ; Sensitivity to cultural differences with the ability to work effectively in a wide variety of contexts; Commitment to the aims and objectives of Oxfam, including a demonstrable commitment to gender equality and equal opportunities in all aspects of Oxfam s work; Ability to work under pressure and in stressful situations; Achieving Results Plans activities in advance, establishes clear priorities and regularly reviews them; Works to ensure that targets are met, reviews and amends resource allocation in respect of targets and seeks better ways of doing things; Demonstrates perseverance and determination in achieving results; Willingness to take initiative, make decisions based on sound analysis and ensures these decisions are communicated to relevant parties; Thinking and understanding Takes an integrated approach when planning own work, is aware of the implications of own decisions on others and aligns thinking to organisational values; Analyses issues from multiple perspectives and gives consideration to future impacts; Encourage staff and partners to learn from one another and facilitates knowledge sharing across the organisation; Gathers information from multiple sources and is able to identify critical information; Self Management Able to function in high pressure situations while maintaining emotional control; Shows insight, seeks feedback from multiple parties and is willing adapt behaviour where necessary; Relates well to all kinds of people, acknowledges the contributions people make and demonstrates integrity in dealing with others; Able to respond to changes in work schedules and patterns when necessary with sufficient flexibility and resilience; Leading Others Inspires and encourages others to meet their targets and demonstrates enthusiasm for work; Helps others do their job better and progress personal learning, and provides coaching, feedback, and ensures training and expert support are available; Able to delegate and offers coaching and support to ensure success with the task; Monitors progress of work, gives clear directions and uses a range of leadership styles as appropriate; Role models and encourages others to seek and act upon opportunities for different or innovative approaches to addressing problems and opportunities;

5 Working effectively with others Participates in organisational initiatives and is willing to place personal targets second in favour of other organisational priorities; Is aware of issues that may affect the work of others, draws others attention to these issues and provides/seeks guidance and coaching as needed; Takes time to listen to others and asks questions to ensure understanding brings disagreement into the open for discussion and acts as a facilitator/coach during discussions and moderates own views/perspectives for the good of the group; Aware of what information needs to be given to whom and is able to communicate messages in an appropriate way; Identifies critical people in any decision process, has developed a range of different approaches and selects the appropriate style for the situation; OTHER: Ability to travel to programme areas in Pakistan for approximately 50% of time and occasionally travel regionally and internationally.