HR Business Partner - Southern & East Africa at Tear Fund International

Duties & Key Responsibilities

• Partnering with Regional management and staff to provide professional HR advice, support and problem
• solving and direction on HR strategy, in accordance with organisational values, HR best practice and employment legislation
• Integral part of senior management team developing Regional strategy
• Ensure alignment of HR goals and people-focused business objectives, assessing and anticipating HR related needs
• To partner with and advise line managers, providing options and solutions to deal effectively with staffing matters in alignment with policies, procedures and employment law
• Provide knowledge, training, tools and support for effective performance management including probation, setting objectives and appraisals
• Advise and support managers through formal performance management processes
• Facilitate and provide HR advice on organisational change
• Manage surge capacity in Region for scale-up and large onset emergencies liaising with the Emergency Response Manager
• Encourage sharing of staffing resources between country programmes (e.g. secondments)

Global HR policy

• Ensure awareness, adherence and understanding of policies and procedures for all staff including code of conduct, whistleblowing, safeguarding and data protection
• Provide advice, briefing and training to line managers on Global HR Policies
• Undertake periodic visits in Regional countries to support HR staff, Country Directors and partners with policy implementation, advise on good practice and gain a greater understanding of the local context
• Provide a regional perspective to ensure context is considered in the development of new Global HR policies
• Conduct annual audit of HR processes in Regional countries
• Build the HR capacity of partners on HR processes and policy
• Ensure adequate medical insurance cover is in place for all staff in consultation with the Global HR Policy Advisor
• Liaise with local pension provider(s) to provide pension provision in line with local legislation Regional and country specific employment law
• Be familiar and demonstrate knowledge of employment law within countries of responsibility to ensure compliance of accurate employment and staff practices and effective country specific advice
• Together with HR staff in Region, keep up-to-date with changes in regional and country specific employment law
• Ensure each country in Region has an up to date Staff Handbook, aligned to local labour laws

HR processes and administration

• Responsible to ensure that Regional HR records in SelectHR and paper files are maintained and secure
• Oversee production of quarterly reports on staff statistics including turnover, absence, leave and budget
• Working with Payroll and HR team to ensure that staff are paid correctly and on time, in adherence withauthorisation processes
• Evaluation of new/amended jobs in line with Tearfund’s job evaluation process and the setting of salaries using Birches salary surveys, benchmarked against local INGOs 

Recruitment and selection

• Responsible for the coordination of all recruitment in Region in line with Global Recruitment policy and procedures
• Work with the Regional Director and Country Directors to identify future resourcing needs and approve recruitment requests using the online recruitment system
• Participate in the recruitment process, which may include short-listing, interviewing and providing professional advice
• Work closely with Regional HR staff to ensure that contracts are issued for staff groups in line with agreed terms and conditions of employment and in accordance with local labour law
• Ensure standard contracts and letter templates are used consistently
• Ensure staff have the right to work in country and/or appropriate visa processes are in place
• Ensure referencing, medical clearance and police check processes are conducted
• Where relevant, agreeing secondments to and from Tearfund partner organisations and wider consortiums
• On a quarterly basis, undertake a review of current and projected roles to ensure that succession/recruitment plans are in place to meet these needs

Training, induction and development

• Ensure that an appropriate training and induction programme is developed and implemented for all staff to include organisation, programme, role and technical briefings, in line with the Global Induction
• Provide training and development to staff within Region to enhance learning and skill development, liaising with Global Learning & Talent
• Champion a culture of learning where talent is recognised and developed
• Develop career paths within the Region and create succession plans to retain talent
• Take responsibility for own professional development, supported by the Head of International HR.
• Contribute to the team’s professional development as delegated by the Head of International HR.
• Network with HR professionals in other organisations, forums and consortiums.
• Keep abreast of developments in the profession, sector and organisation

Duty of care

• Liaising with the Pastoral Care Coordinator to promote a responsibility of self and mutual care and improve staff wellbeing
• Ensure Line Managers monitor staff wellbeing
• Identify services in each Region country for psychological wellbeing of staff to be used as required
• Primary HR contact for critical incidents within Region, including organising debriefs and counselling as required

Contribute to Global HR projects

• Assist the Head of International HR in the planning and implementation of Global HR projects
• Gather and share information from other organisations and professional networks, where required, to promote best practice in the sector Staff management
• Provide effective line management of any Regional HR staff, creating an effective working relationship; delegating tasks as appropriate and actively developing their HR knowledge and skills to ensure continued professional development