|2. ENSURING THE GOOD MANAGEMENT OF LOCAL HUMAN RESOURCES FOR THE MISSIONa. HR Policy|
4 He/She produces and proposes in collaboration with the lawyer & the accounting firm, country HR policies in terms of rules, procedures and tools, relating to recruitment, remuneration, administrative management, disciplinary aspects and the management of individual career paths within the organization.
4 He/she guarantees the application of this policy, once validated by the Country Coordinator and Headquarters, and consequently monitors that the rules and procedures are known, understood and applied by all coordinators.
4 In particular, he/she participates in the production and/or updating of the internal rules of procedure and is responsible for their correct application.
b. Administrative management, management of career paths
4 He/She participates in the validation of recruitment requests, contractual amendments (whatever the object: function, remuneration, hours, end date…), disciplinary sanctions and dismissal decisions.
4 He/She supervises the organization of recruitments (offer, candidates, and interviews) for his teams and can be called upon to participate for other departments.
4 He/She ensures the constitution of administrative files for the personnel, and monitors that employee documents are in accordance with working for WAHA in the country.
4 He/She defines the procedures and produces necessary integration supports for new employees.
4 If needed, He/She elaborates the remuneration grids (fixed and variable elements), defines the complementary advantage packages (compulsory or not: medical cover, per diem, insurance, travel expenses…) and ensures their implementation, once validated by the Head of Mission and Headquarters.
4 He/She supervises pay operations.
4 He/She monitors absences and particularly vacations.
4 He/She monitors the smooth running of the evaluation process for all the employees of the mission.
4 He/She identifies training needs and participates in making them materially possible.
4 He/She organizes and manages sanitary and medical repatriations in case of work related accidents with the Desk & the Human Resources department at HQ level.
4 He/She responds to administrative requests from all employees, advises them and accompanies them where necessary.
c. Organization of work
4 He/She participates in the elaboration of staffing organization charts, is attentive to the coherence of team composition, in terms of task sharing and responsibilities, definition of hierarchical and functional links, job titles.
4 He/She participates in the elaboration of job descriptions and validates them according to the classification grid.
4 He/She participates in the definition of Human Resources requirements within the framework of the drafting of project proposals and possible amendments.
d. HR risk management
4 He/She monitors salary costs, carries out financial projections, anticipates and alerts if necessary.
4 He/She ensures that the HR rules and procedures are in accordance with current employment legislation, ensures social monitoring and carries out updates where necessary.
4 He/She is responsible for defining and implementing appropriate work conditions, in particular concerning health and safety rules.
4 He/She anticipates and prevents social conflicts and participates in crisis management where necessary. Conflict prevention may require the organization of a personnel representation system, if inexistent.
4 He/She is attentive to the risk of abuses of authority (between local employees or from expatriates towards local employees, in whatever form) and reports all inappropriate behavior to the Country Coordinator.
4 He/She is responsible for managing the files for all the personnel (on staff or not), the updating of data and their physical and electronic archiving.