Contract Type :- Indefinite

Salary  :- 1144 USD

About the Role - Purpose: 

The HR Manager is responsible to implementing strategic and day-to-day HR functions in Concern Worldwide Ethiopia to ensure that HR staff and managers deliver best practice in personnel management and establishes Concern Ethiopia as employer of choice within the INGO sector in Ethiopia. The HR manager will work on areas of recruitment, retention, development, learning, equity, employee relations and performance management. This position will ensure quality HR operations and the effective delivery of HR planning. This position offers guidance and ensures understanding of the integral components of HR for effective people management in a large-scale organization, requiring excellent systems and monitoring. This role will ensure that Concern’s HR practices are legally compliant and that the organisation is protected, and that the reputation of the organisation is held in high regard. Instil standards and practices that ensure Concern is truly an equal opportunities employer. 

Specific Duties and Responsibilities: 

Human Resources Management 

• Ensure that professional and consistent recruitment practices are managed in a way that attracts and retains the highest calibre of candidates. 

• Establish effective systems, regularly monitored and reported on to CMT; empower and enable HR team to deliver.  

• Ensure that talent is well managed and retain high performers by careful planning, performance management, monitoring of contract end dates and potential gaps/development opportunities. Instil and influence line managers to proactively encourage their team’s development.  

• Ensure that HR administration is effectively managed in a legally compliant and confidential manner.  

• Ensure data protection is complied with, and personnel records are maintained to a high standard.  

• Champion all of Concern’s safeguarding policies including the Code of Conduct and the programme participant protection policy. Initiate and roll out communications to ensure these policies are imbedded in Concern’s culture.  

• Champion Concern’s values– ensure that these are communicated, understood and imbedded in the culture.  

• Support managers to respond appropriately to employee issues.  

• Ensure all personnel related policies are in line with Ethiopian legislation.  

• Work closely with the HR Coordinator in the salary and benefit revision process as required.  

• Monitor and ensure that the Performance Development Review of the Human Resources team are properly conducted. 

• Support the field HR Officers through regular field visits. 

• Ensure exit interviews are conducted and feedback regularly monitored for exiting staff 

• Ensure staff changes are effectively communicated to payroll.  

• Monitor and ensure that the performance management mechanisms are effective throughout the organization. 

• Ensure the induction and on-boarding experience of new joins.  

• Ensure that gender balance is on the agenda and that there are proactive initiatives developed and implemented to address gender imbalance. Explore reasons and opportunities.   

Responding to Emergencies  

• Concern is committed to responding to emergencies efficiently and effectively to help affected people meet their basic needs, alleviate suffering and maintain their dignity. To this end, when emergencies strike and the Ethiopia Programme is to respond, all staff are required to actively participate in the response, regardless of location and contribute to the efforts aimed at achieving the humanitarian objective of the organization. 

• Participate and contribute as necessary towards Concern’s Emergency response as and when necessary 

• Comply with Concern’s health, safety and security guidelines during emergencies. 

P4 

• To adhere to the standards of conduct outlined in the Programme Participant Protection Policy (P4) and Concern Code of Conduct.  

• To support and promote the standards outlined in the Programme Participant Protection Policy and Concern Code of Conduct to their team, partner organisations and be committed to providing a safe working environment. 

• To contribute to the establishment of preventive measures to reduce the potential for abuse in Concern programme (as per P4 section 6).

Other 

• Perform other duties as assigned by the line manager for the accomplishment of Programme objectives. 

Gender Equity  

• Ensure that programme/project staffs have a strong understanding of gender mainstreaming and that gender mainstreaming tools are effectively implemented across all programmes/projects   

• Coordinate with the Gender Equality Coordinator in planning,  allocating and implementing a programme budget for gender mainstreaming  

• Ensure that programmes have a thorough gender mainstreaming design and plan from the conceptualization stage  

• Ensure that gender mainstreaming is effectively implemented and monitored throughout the project cycle management process. 

• Ensure that gender sensitive indicators and M & E plans are in place and that they are effectively monitored  

• Ensure quality reporting on gender mainstreaming in all programme reports   

Emergency response 

Concern Worldwide and the other members of the Alliance2015 Network in Ethiopia is committed to responding to emergencies efficiently and effectively in order to help affected people meet their basic needs, alleviate suffering and maintain their dignity. To this end, when emergencies strike and A2015 members will respond, this role may be required to actively participate in the response, regardless of location and contribute to the efforts aimed at achieving the humanitarian objectives of the members of the Alliance2015 Network. 

Safeguarding 

• Able to seek appropriate advice and report concerns, and feel confident that they have been understood. 

• Understands local safeguarding structures and arrangements. 

• Practices in a manner that seeks to reduce the risk of abuse, harm or neglect. 

• Identifies and refers to appropriate services any other associated persons including carers, family members and children at risk. 

• Able to document safeguarding concerns, and maintain appropriate record-keeping, recording the wishes and views of the adult or child at risk, differentiating between fact and opinion. 

Accountability 

• In line with Concern’s commitments under the Core Humanitarian Standard (CHS):  

• actively promote meaningful community participation and consultation at all stages of the project cycle (planning, implementation, M&E);  

• work with relevant colleagues to ensure that the Complaints and Response Mechanism (CRM) is functional and accessible, that feedback and complaints are welcomed and addressed;  

• work with relevant colleagues to ensure that information about CRM, safeguarding and expected staff behaviour is disseminated among programme participants and communities.   

Job Requirements

Person Specification: 

Essential knowledge, skills and experience 

• Degree or equivalent in HR Management or related fields, often with advanced specialised qualifications.  

• 4-6 years relevant experience, with at least 1 year management or advisory experience.  

• Strong technical/programme knowledge in area of responsibility. 

Competencies:  

Candidates are expected to demonstrate abilities in all of the following priority competency areas (the highlighted 5  

competencies in bold are most critical): 

 Managing Yourself 

Planning and decision-making 

Leadership 

Creativity and innovation 

Communication and working with others 

Influence, advocacy and networking 

Delivering results 

Change 

We encourage all eligible candidates, irrespective of gender, ethnicity or origin, disability, political beliefs, religious beliefs, sexual orientation, or socio-economic status to apply to become a part of the organization. Concern is against all forms of discrimination and unequal power relations and is committed to promoting equality.  

If this role sounds right for you, please apply with your CV and cover letter. Please be aware we may offer positions before the closing date. Concern reserves the right to interview and select the chosen candidate before closing date for receipt of applications, so early application is strongly recommended 

Important information: 

Concern has an organizational Code of Conduct with three Associated Policies: The Programme Participant Protection Policy, the Child Safeguarding Policy, and the Anti-Trafficking in Persons Policy accessible here. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organizations, and the standards of behavior expected of them. In this context, staff have a responsibility to the organization to strive for, and maintain, the highest standards in their work, in accordance with Concern’s core values and mission. Any candidate offered a job with Concern Worldwide will be expected to sign the Concern Staff Code of Conduct and Associated Policies as an appendix to their contract of employment. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies. Additionally, Concern is committed to the safeguarding and protection of adults and children in our work. We will do everything possible to ensure that only those who are suitable to work or volunteer with adults and children are recruited by us for such roles. Consequently, working or volunteering with Concern may be subject to a range of vetting checks, including criminal background checking.  

During this job application, you will provide Concern with your personal data. Concern takes its responsibilities towards this personal data very seriously and is committed to complying with all relevant data protection legislation.   

What we offer 

• A competitive salary and benefit package 

• Excellent medical benefits (100% cover including dependents) 

• 20 days annual leave 

• 26 weeks (paid) maternity leave, 18 weeks (unpaid) parental leave 

How To Apply

How to Apply 

Interested applicants should send non-returnable C.V., application letter outlining how their experience and education fit this vacancy through https://forms.gle/38xzyFkyuVpQas8i6. Please note that there is no need to submit your supporting documents at this stage:  

Women and people with disability are highly encouraged to apply! 

Job Requirements Candidates should hold a degree in HR Management or related fields, with advanced qualifications preferred. They must possess 4–6 years of relevant experience, including at least one year in management or advisory roles. The role requires strong technical and programme knowledge, demonstrated competencies in leadership, communication, decision‑making, and advocacy, and a commitment to gender equality and safeguarding. How to Apply Apply using the provided link below.