The Regional HR Manager (HRM) acts as a strategic partner, change agent, employee champion and functional expert for stakeholders and clients.
The Regional HRM works with the HRMs to bring intelligence and insight on HR matters to the respective management team and the HR Service Providers (HRSP) in the field, ensuring HR strategies and objectives are aligned to the strategic objectives and operational needs.
The role assesses and anticipates HR-related needs and seeks to develop integrated solutions by communicating HR needs proactively to the HR Partner (HRP) and the different HR Units and Centres of Expertise (CoE) as well as the respective management team.
Tasks and Responsibilities
Acts as strategic partner to the management team aligning HR, regional (RSF) and institutional strategies objectives through a HR organizational assessment;
Responsible for ensuring that the overall administration, coordination, and evaluation of HR plans, and programs are realized through the development and administration of HR policies, procedures and strategies;
Acts as a change agent to the management initiating, facilitating and coordinating changes on HR practices, processes and tools;
Responsible for providing direction, guidance, support and advice to HRSPs and for collaboration with the full range of HR functions at headquarters to translate local/regional needs into regional/global HR strategies;
Acts as the HR function expert providing guidance and support on procedures, process, policies and tools;
In coordination with the HRMs, partners with the respective management team on all human resourcing issues, from workforce planning to operational advice on
staffing issues and working conditions, regulations and processes;
Acts as employee advocate providing resources to staff members while consulting, listening and responding to staff members;
Controls the direction of HR activities of the assigned area of responsibility and ensures HR processes are harmonized, standardized, implemented and maintained and ensures consistency and correct application of the HR framework.
Minimum Requirements and competencies
A Master’s Degree in Human Resources, Organizational Development or related field from a recognized Institution;
Minimum 10 years’ experience as a senior HR Manager in the HR Sector or International Organization (preferred);
Minimum 8 years demonstrated professional experience in senior management and leadership positions;
Experience working across East Africa Region or Francophone countries in a range of legal contexts;
Excellent command of written and spoken English (Knowledge of French is an asset);
Advanced IT skills (Word, Excel, Power Point), with experience in HR Information Systems;
Must be a member of the Institute of Human Resource Management;
