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  • Posted: Mar 7, 2022
    Deadline: Not specified
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  • The Global Alliance for Improved Nutrition (GAIN) is an international organization driven by the vision of a world without malnutrition. OUR METHODOLOGY / At GAIN, we believe that no one sector alone can solve the complex problem of malnutrition. We work closely with partners including governments, civil society, businesses, UN agencies, and academic ins...
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    HR Business Partner

    Overall purpose

    • The HR Business Partner (HRBP) is responsible for providing expert strategic and operational support and 
    • guidance to Country Directors, people managers and staff across the spectrum of people-related issues. 
    • They will actively contribute to the development and delivery of the global strategic HR priorities through 
    • coaching and advising on good HR practice; guiding on GAIN HR policies and procedures; and supporting 
    • business planning and implementation. 
    • The postholder will act as a trusted partner to business leaders and staff in designated countries/units on 
    • a range of people matters. They will work collaboratively alongside a second HRBP, HR professional 
    • partners and the rest of HR colleagues to form an effective global virtual HR team. They will have dottedline relationship with in-Country HR representatives and will have an oversight of HR local activities.
    • Working closely with Country Directors, and national HR teams, the HRBP will be responsible for 
    • implementing and overseeing best practice in the areas of Employee Relations, Employee Wellbeing and 
    • Engagement, Policy Development and Improvement, Workforce and Succession Planning strategies and 
    • much more. 
    • Strategic Partnering with Managers to deliver professional HR advice and direction on HR 
    • strategy
    • Establish a good understanding of the business needs of the designated country/business unit to 
    • elaborate and influence the annual HR workplan reflecting both regional priorities and global HR 
    • initiatives. Update and track progress through KPIs.
    • Provides guidance and coaching to people managers, and their teams in all areas of people 
    • management to support strategic thinking, business planning and problem solving by ensuring regular 
    • communications with managers, building, and maintaining strong working relationships. This may 
    • include traveling to the Country Offices as appropriate and working to develop local capacity for Human 
    • Resources management.

    Global Alliance for Improved Nutrition

    • Oversight of HR local activities through a dotted-line relationship with in-Country HR 
    • representatives, ensure global alignment of practices and provide mentoring to expand our HR 
    • global community of practice and contribute to a smooth transfer of knowledge.
    • Act as change agent through process design and approaches that support HR change and 
    • transformation.
    • Create a positive work environment by developing new HR initiatives in collaboration with HR 
    • colleagues.
    • Advise and consult line managers and in- country HR on employee relations issues (including 
    • disciplinary, grievance, capability, investigations, and hearings), offering and sourcing interventions 
    • where appropriate, escalating complex employee relations issues when needed. 
    • Offer advice and guidance on HR policies and procedures and on handling concerns/complaints, 
    • ensuring compliance with HR policies and procedures, updating applicable compliance documents 
    • where appropriate and in line with best practice and current legislation.
    • Conduct exit interviews for any leavers and compile data to review any trends and turnover 
    • statistics.
    • Maintain good knowledge of employment law within countries of responsibility to ensure 
    • compliance of lawful employment and to provide effective country specific advice, keep up to date 
    • with changes in regional and country specific employment law.
    • Ensure each country has an up-to-date Staff Handbook, aligned to local labour laws.
    • Advise on compensation policies and benefit programs in the designated area.

    Employee engagement & development

    • Promote and encourage a working culture aligned with our core values that promotes employee 
    • engagement.
    • Develop and implement action plans in response to GAIN staff engagement survey and other 
    • initiatives to improve employee engagement.
    • Promote wellbeing support available, including the counselling service. 
    • Collaborate with the L&D and Performance Business Partner to agree on a training plan for GAIN 
    • countries in the designated area and advise on learning and development interventions.
    • In close collaboration with the L&D and Performance Business Partner provide, support and 
    • advice on performance management and staff development plans and ensure performance 
    • appraisal reviews are conducted when required as per GAIN policy and procedure.
    • Advise people managers on actions related to individual performance cases when this is needed, 
    • supporting them in identifying key talent and advising on how to address poor performance. This 
    • can include development and improvement plans, etc. 
    • Ensure effective induction are carried out to support new hires and that probation objectives are 
    • set and monitored with the support of in-country HR representatives.
    • Strategic Workforce planning
    • In collaboration with the Recruitment Team, support the provision of a high quality and timely 
    • recruitment service for GAIN ‘s offices in the designated area ensuring good practice and 
    • employment law is adhered to and GAIN global policies followed accordingly, to support the 
    • recruitment of high quality staff.
    • Co-lead the workforce planning process together with the Recruitment Manager helping to 
    • identify current and future gaps, needs and internal mobility opportunities, to ensure countries 
    • have people with the right level of skills and expertise at the right time.
    • Provide guidance to line managers on organisational structure and design.
    • Global Alliance for Improved Nutrition
    • Work closely with the Recruitment Manager and the Recruitment Associate on the development 
    • and implementation of recruitment campaigns. 
    • In close collaboration with the Recruitment Manager, Learning & Development and Performance 
    • Business Partner and CPT teams, implement succession planning and talent development 
    • initiatives to ensure a robust pipeline of talent across all countries.
    • HR Project management & Policy work
    • Lead on designated HR projects contributing to the development and implementation of the HR 
    • strategy
    • Ensure the rollout and monitoring of relevant GAIN global policies.
    • Participate in the global HR virtual team, reflecting inputs from countries in the designated area 
    • into any proposed changes or new global HR policies; and into reports including KPIs and to the 
    • Board.
    • Ensure global policies are adapted as needed to ensure country compliance.
    • Undertake audits on HR practice in countries 
    • Assist the Head of HR in the planning and implementation of global HR projects and undertake 
    • any other duties as and when necessary to fulfil the objectives of countries in the designated area 
    • or global HR priorities.
    • Key Organisational Relationships
    • Reports to the Head of HR
    • Dotted line into the HR Representatives 
    • Advisory relationship with country directors and other people managers.
    • Works closely with other members of the HR team, HR Representatives, Country Programmes 
    • Team and other support functions (Finance, etc.)

    PERSON SPECIFICATION
    Competencies

    • Sound understanding of strategic HR and organisational development processes, including but 
    • not limited to change management, organisational development, employee relations case work, 
    • compensation and benefits, policy development, etc.
    • Sound understanding of employment law in the countries in the designated area
    • Ability to influence and persuade multiple stakeholders by offering different perspectives and 
    • alternative options whilst mindful of operational and cultural needs and differences
    • Systematic and organised approach to work and ability to prioritize
    • Flexible, co-operative and supportive team player
    • Ability to advise a wide range of people and establish effective working relationships with staff 
    • and managers You will be partnering with a complex set of international stakeholders to drive 
    • organizational change and to add value to the global HR function
    • Strong writing and presentation skills with ability to communicate well within and across diverse 
    • groups and perspectives.
    • Strong IT skills including use of spreadsheets and databases.
    • Willingness and ability to travel to country offices in the area of operation
    • Global Alliance for Improved Nutrition
    • Attention to detail and a high level of accuracy
    • Able to maintain confidentiality
    • Fluent in English 

    Experience

    Essential

    • Substantial proven experience in Human Resource Management and business partnering.
    • Proven experience of working in HR in an international environment.
    • Experience of working in at least one of the GAIN countries in the designated area
    • Experience of handling complaints and grievances as well as working knowledge of safeguarding 
    • and whistleblowing procedures
    • Experience managing recruitment and selection processes.
    • Desirable
    • Compensation and Benefits experience
    • Experience of working remotely with a global HR team.

    Education

    • Professional HR qualification or equivalent experience

    WHAT GAIN OFFERS

    • Friendly working environment
    • Professional development opportunities

    Closing Date: 17 March 2022

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