• Human Resource Strategy Development and Execution: • Collaborate with senior management and provide technical guidance in the development of HR strategies and initiatives that align with AIRD Corporate Strategy • Lead communications on the HR strategies, policies and programs across AIRD • Ensure deep understanding of strategic HR management, including workforce planning, performance management and organisational development by human resources staff in Country Programs • Monitor implementation and compliance of HR strategies, system, and procedures across the organization • Human Resources Policies Development and Compliance • Implement Human Resource Policies and procedures in line with AIRD strategy, best practices and local labour laws • Provide technical expertise on HR policies and procedures development, periodic revision of policies and effective implementation • Constantly review local labour laws, regulations and ensure compliance in in Country Programs and Head office • Keep abreast on the latest HR developments in the humanitarian industry and improve HR practices in the organisation. Maintain relations with the HR professional associations • Review employee litigation documents and prepare responses. Tracks progress of all cases in legal tracker. • Maintain strong relationships and communicate with various government and non-government organizations on matters related to HR issues. • Manage the background check procedures for staff, and independent contractors. • Act as a Safeguarding focal point for the AIRD and oversee adherence to, training on and further development of the Safeguarding policies • Maintain, update, and communicate changes to HR Policies and procedures. Ensure Country Programs local HR policies and benefits manuals are updated locally and are consistent with local employment law • Monitor the implementation of HR policies in all Country Programs to ensure compliance with organizational standards, local labour laws, and donor requirements. Conduct regular audits and assessments to identify gaps or challenges • Talent Management and Staff Capacity Development • Implement and maintain an organization-wide onboarding program to ensure new staff are introduced to the organization’s history, culture and values and effectively contribute to AIRD’s mission. Ensure that all departing employees go through the offboarding process and coordinates conducting of exit interviews. • Ensure first class recruitment and selection practices are delivered. Support the development of new and innovative recruitment strategies • Promote best practices through the integration of safeguarding considerations in hiring, recruitment and onboarding practices, ensuring that all AIRD employees receive orientation on AIRD’s Safeguarding Policy • In collaboration with Senior Management, provide advice and coaching to supervisors and staff to cultivate effective supervision, employee engagement, and performance management • Provide guidance and coordinate with Country Programs and Departments in developing organization’s staff capacity development plans and action plans as contained in the annual performance targets. • Assist in identifying training and development needs of the Head Office national staff recommending appropriate interventions • Serve as a strategic advisor to Line Managers, Country Programs HR staff, and Senior Management Team (SMT) on succession planning, providing key insights to facilitate future leadership transitions • Compensations Benefits and Rewards • In coordination with senior leadership, ensure regular compensation reviews for market and internal equity. • Support the development and management of salary structures, ensuring that pay scales are competitive, equitable, and aligned with both local market conditions and organizational budget. • Ensures employee benefits are compliant with local laws and AIRD policies • Maintain the organization’s pay philosophy by exhibiting a working understanding of how pay is derived; explaining and training on pay basics; assist in preparing salary budgets and implementing pay structure revisions. • Employee Staff Engagement, Well-being and Work Culture • Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement • Work with the Director of Finance and Administration to address employer-employee relations and grievances, working closely with external legal counsel as needed • Implement and/or support appropriate team building activities as context allows • Support country management teams in the employee engagement process and offer advice and on the necessary action plans and seek to continually improve work practices, to meet changing organisation needs • Facilitate organizational change initiatives, improving work relationships, and enhancing productivity • Provide advice on employee retention strategies, staff welfare programs, and best practices for managing HR crises in different cultural and operational settings • Review, track, and handle leave requests to maintain compliance with applicable laws and AIRD policies. Ensure accurate record-keeping for all leave balances and usage and conduct informational sessions or meetings as needed to educate employees on benefits and leave programs • Staff Performance Management • Work with managers to establish and manage performance expectations, provide feedback, and conduct performance reviews for the Head Office and Country Offices international staff, to drive high performance • Ensure annual staff performance appraisal are carried out in a timely manner • Provide guidance and support to employees and managers in addressing unsatisfactory performance • Ensure that all staff have up to date job descriptions that clearly communicate role expectations, skills, and experience requirements consistently across structures • Human Resources Information Management System • Safeguard the integrity and confidentiality of employee data through HR processes, HR information system (ERP), update and maintain other relevant human resources systems • Lead in driving digital transformation within HR functions and data-driven decision-making into HR functions • Produce reports on the status of HR policy implementation, highlighting successes, challenges, and legal considerations that may require attention • Develop monthly/quarterly HR metrics to strategically manage staff turnover • Any other duties as may be assigned by management

• Minimum bachelor’s degree and/or post graduate degree in Human Resource Management or relevant field • Minimum of 5 years’ experience working in HR with international nongovernmental organization (INGOs) • Excellent written and verbal communication skills in English (French an asset) • People oriented and results drive • Demonstrated ability to design and implement strategic HR initiatives and drive organizational transformation. • Knowledge of HR concepts, systems and database • Competence to build and effectively manage interpersonal relationships at all levels of the organization • In depth knowledge of labour law and HR best practices • Demonstrated ability to prioritize tasks and work well under pressure • Proficiency to use MS Office suite and other HR systems • Strong analytical, communication and problem-solving skills is necessary along with capacity to identify and articulate potential problems and provide possible solutions in concise and clear manner • Personal characteristics • The HR Manager should demonstrate competence in some or all of the following: • Behave Ethically: Understand ethical behaviour and practices, and ensure that own behaviour and the behaviour of others is consistent with these standards and aligns with the values of the organization • Excellent Interpersonal relationship: Establish and maintain positive working relationships with others, both internally and externally, to achieve the goals of the organization • Communicate Effectively: Speak, listen and write in a clear, thorough and timely manner using appropriate and effective communication tools and techniques • Creativity/Innovation: Develop new and unique ways to improve operations of the organization and to create new opportunities • Foster Teamwork: Work cooperatively and effectively with others to set goals, resolve problems, and make decisions that enhance organizational effectiveness • Organize: Set priorities, develop a work schedule, monitor progress towards goals, and track details, data, information and activities • Solve Problems: Assess problem situations to identify causes, gather and process relevant information, generate possible solutions, and make recommendations and/or resolve the problem