Lead on building reward capacity of the regional HR team and Country HR Managers/Directors in a collaborative manner and through coaching
Work closely with the Recruitment Manager in the region to develop and communicate the employee value proposition to existing managers and employees and a wider external audience
Work closely with the Recruitment Manager on offers and benefits extended to hires on both national and international contracts
Ensure existing reward structures and elements remain competitive by regular benchmarking and updates
Business partner with the regional and country office leadership team to attract, recruit and retain talent
Collaborate and engage effectively with region and country office stakeholders to monitor local contexts
Lead on identifying opportunities to raise the corporate branding and profile in the region and country offices
Translate rewards policies into compensation programmes and grade structures
Guide leadership to communicate performance and any changes to rewards policies and philosophy
Guide leaders on performance management matters
Carry out market assessments to obtain knowledge of competitive practices within labour markets at regional and country office levels
Undertake trend analysis by understanding the competitive business environment
Work with senior business leaders to deliberate cases that depart from policies and processes
Review data and envisage impact of business activities on HR practices
Counsel senior leadership on all employee relations issues. Ensure best decisions are made through influencing, coaching and providing subject matter expertise.
Ensure employee relations issues and concerns are handled consistently, transparently, fairly and in line with SCIs policies and values
Lead on implementation and review of people operations policies, procedures and systems in relation to disciplinary procedures and performance management
Develop response specifications and submission of employee relations queries
Manage employee relations database that will provide policy, performance and compliance reports and metrics to improve employee engagement
Support in conducting exit interviews for exiting employees and leverage on feedback for improvements
As member of Regional Risk Committee, analyse risks to proactively support business agenda, asses regional and country offices risks and manage follow up processes
Lead on implementation of employee engagement surveys in the region and country office and develop reports that inform and guide leadership in decision making about employee engagement
Provide thought leadership in disciplinary, grievance and performance management and in accordance with employment laws and SCI policies and procedures
Business partner with line managers with a view to settling employee grievances and conflicts
Line management of Regional HR Manager
Coach and develop for peak performance
Monitor performance to strengthen results
Role modelling and supporting the development of an organisational culture that reflects our values, promotes accountability and high performance and frees up our people to deliver outstanding results for children and excellent customer service for our members and donors.
SKILLS AND BEHAVIOURS (our Values in Practice)
Holds self accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children values
Holds the team and partners accountable to deliver on their responsibilities – giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved
Creates a managerial environment across the Region to lead, enable and maintain our culture of child safeguarding
Sets ambitious and challenging goals for themselves and their team, takes responsibility for their own personal development and encourages their team to do the same
Future orientated, thinks strategically and on a global scale
Approachable, good listener, easy to talk to; builds and maintains effective relationships with colleagues, Members and external partners and supporters
Values diversity and different people’s perspectives, able to work cross-culturally.
Develops and encourages new and innovative solutions
Cuts away bureaucracy and encourages an entrepreneurial approach
honest, encourages openness and transparency, builds trust and confidence
displays consistent excellent judgement
QUALIFICATIONS AND EXPERIENCE
Qualified HR professional and/or substantial HR generalist experience including recruitment and selection, performance management, learning and development, reward and employee relations.
Understanding of employment laws
Knowledge of HR practices in employee relations, rewards and performance management
Sound analytical skills
Good business HR and business acumen
Demonstrable coaching and conflict resolution skills
Proven ability and willingness to change work practices and hours in the event of major emergencies
Willingness to work and travel in often difficult and insecure environments
Commitment to Save the Children’s Child Safeguarding and other global policies, and to Save the Children values.
Fluency in written and spoken English.
Knowledge and experience of working in the ESA region
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