Post:Regional Human Resources Manager
Organization: Oxfam GB
Location:Oxford
Regional Human Resources Manager, for MECIS (Middle East and Commomwealth of Independent
States) £36,110 - £45,350 pa Gross Based Oxford
JOB PURPOSE: To develop, advise on and implement a full range of human resource and organisational development strategies necessary to support effective people resourcing, management and development across the region. To ensure human resource management contributes to and is aligned to the region's strategic goals and contribute to the region being an organisational unit which is fit for purpose.
Post holder reports to: Regional Director, MECIS
Staff directly reporting to this post: 1x regional HR Coordinator- Operations, 1x Regional HR Coordinator- Learning & Development) & 1x Regional HR Executive (Note: 1x Regional HR Executive and 1 x Regional HR Assistant report into the Regional HR Advisers) Staff indirectly reporting to this post: 2x HR Managers (Yemen and OPT/I), 5x HR Officers (Armenia, Azerbaijan, Georgia, Russia and Tajikistan), 1x HR Adviser for the Syria Regional Response (Lebanon)
DIMENSIONS:
Managing resources within defined boundaries or specialist area, including people, assets, and budgets. Autonomy to anticipate, plan for and resolve diverse/specialist challenges within corporate or divisional parameters, with broad scope. Strategic decisions are made, within a specialist/regional context, to further the objectives of Oxfam and the division and are informed by the external business and professional environment. Impact of this role is significant within the region and division and may have some impact Oxfam-wide and across all Oxfam Affiliates as well in the relevant business environment. Member of regional management team, influences Regional Management Team (RMT), senior managers and staff, and works collaboratively with external organisations. Provides HR leadership for the region and be part of the global HR leadership. Lead on wide area of responsibility of business agenda and orchestrates HR specialist intervention Support business in its strategic objectives: effect change in the organization Assess impact of HR interventions on the org with confidence, take the lead in strategies, policies & systems that enable the org to refresh, regenerate and make the best use of resources Unlock innovation by drawing out knowledge, ideas, and unlock global knowledge Shift away from inputs, processing and admin tasks to focusing on outputs of HR (impact on people performance of the organization)
KEY RESPONSIBILITIES:
Strategic (indicative time - 60%)
Lead the implementation of the regional HR strategy, ensuring it is focused on regional business objectives, takes account of the divisional HR strategy and its performance indicators and contributes to the region being an effective organisational unit. 2.Act as trusted advisor and coach to leaders and with other senior managers, make choices about what are the most critical people strategies for achieving business goals. 3.Use organisational diagnosis methodologies to continually assess if the region is an effective organisational unit and is "fit for purpose" and lead on and support critical organisational change initiatives across the region. 4.As a senior manager in the MECIS Regional Management Team contribute to the overall management of the region, drawing on own diagnosis, professional knowledge/experience and knowledge of the business. 5.Contribute to and advise on change management within the region, especially with regards to the development and shaping of the workforce and its ways of working. 6.Develop workforce planning tools, and actively promote succession planning 7.Actively support activity that develops and manages talent within the Region/Division and wider organization through the Regional HR Coordinator for Learning & Development 8.Pro-actively anticipate and mitigate any HR risks across the region
Operational (indicative time 30%)
9.Provide the MECIS Regional Director with sound and effective advice on strategic and critical/complex HR issues. Act as a business partner to the regional leadership team (including the Regional Management Team and Country Directors) contributing to the overall management of the region, drawing on own diagnosis, professional knowledge/experience and knowledge of the business. 10.Lead the regional HR team, manage and develop individual and team performance to deliver reliable and professional services that meet the needs of individuals and the business, in line with divisional service standards. This includes role modelling best practice, and being able to anticipate and respond to rapid changes in business demands (such as large humanitarian responses) by adapting business processes and ways of working, by reshaping and resourcing the team appropriately and by outsourcing activities appropriately. 11.Lead on the development of HR capacity at country level across the region 12.Regularly contribute to the review, improvement and application of HR policies and business processes, both in the region and across the division, so that they meet both the needs of the organisation and its legal obligations and ensuring consistency across the region. This will include: reward management, HR data systems, recruitment and selection (through the regional HR Coordinator for Operations), employee relations, diversity, and L&D (through the Regional HR Coordinator for Learning & Development). 13.Be a key member of global HR leadership team, developing, contributing to and leading on divisional and corporate projects 14.Share learning from the region, as well as learn from other regions and HR teams, internally and externally to continuously improve HR performance and drive innovation.
Corporate Operational & Strategic (indicative time - 10%)
15.Be a key member of divisional HR team, developing, contributing to and leading on divisional and corporate projects. 16.Review, improve and lead the application of HR policies and business processes, both in the region and across the division, so that they meet both the needs of the organisation and its legal obligations. This will include:- recruitment, selection, reward management, health and safety, records and management information, diversity, employee relations and learning and development.
SKILLS AND COMPETENCE: Essential Proven track record and substantial HR experience at strategic and operational level (gained in a medium/ large organizations either in the NGO, public or business sector) including resourcing, recruitment, selection, performance management, organisational development , learning and development , talent management, reward, employee relations, change management, and managing diversity in a variety of contexts . Strong business insight and understanding of Oxfam’s work . Experience of providing international HR leadership across more than one country Experience of managing and developing a team of HR staff, ideally including staff at a distance and matrix management Be able to understand and engage with organisational strategies and deliver; providing leadership and direction on all HR issues, including organisational design and development in line with the MECIS strategy Successful track record of consistent personal achievement at especially strategic level, demonstrating ability to spot trends and issues, propose strategic solutions, make critical decisions and deliver practical results Proven ability in project management, resource management and managing multiple priorities is essential Ability to achieve results by influence and persuasion and through effective decision-making Proven initiative/ability to take the lead on issues affecting the region and to know when to ask for help from others Highly flexible in style with the ability to produce creative and pragmatic solutions to complex HR problems Drive and determination to ensure that the HR perspective is considered at all levels Ability to work independently and fast under pressure. Understanding of the complexities of working in a multicultural environment Fluency in written and spoken English High degree of self and interpersonal awareness, as well as proven track record of dealing with sensitive issues in a professional manner Strong communication and negotiating skills Prepared to undertake unaccompanied travel and operate away from home/ working base.
Desirable Knowledge of and sensitivity to cultures in MECIS region a distinct advantage Coaching skills
HR or OD qualification
Closing date: 31 Jul 2013
How to apply:
http://reliefweb.int/job/589832/regional-human-resources-manager
No comments:
Post a Comment