The HR Manager is in charge of planning, developing, and implementing an effective Talent Acquisition strategy including finding, recruiting, hiring and retaining talented candidates for SCI   Sudan. He/she will also be supporting the field offices recruitment and supporting and advising field offices and in terms of recruitment and compliance to policies in recruitment.

Supports the Director of HR with Strategic Human Resources Planning

• Supports the Director of HR in Designing and managing staffing strategies to ensure that the organization acquires and retains a qualified workforce capable of meeting organizational challenges in both development and emergency contexts 
• Supports the Director  of HR in providing a generalist HR service to managers across a full range of HR issues, handle and advise on involved people management issues.
• Works with Country Office Head of departments, program managers to review staffing structures, grading, job profiles, and evaluations. 
• Coordinates follow-ups on HR annual action plans implementation of HR Manual, service level agreement, and coordinate HR audits. 
• Proactively contributes to the development and review of HR policies, procedures, guidelines, and business processes, to ensure that everything we do is efficient, cost-effective, and legally compliant.
• Supports the Director of HR in identifying strategies and formulation of policies that promote and are not limited to reward and compensation, employee retention, succession planning; workforce planning; career progression.
• Supports director of HR in establishing HR departmental measures that support accomplishing the organization's strategic goals.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.

Human Resources Administration Management

• Contributes to the promotion and development of Regional and Global HR network.
• Ensure implementation of HR systems, policy, and practice in key HR areas such as recruitment (surge capacity), induction, training, performance management, and well being
• Provides operational HR support with local recruitment, induction, discipline, and grievance issues
• Makes use of all available policy, practice, checklists, and guidelines (HR minimum standards, emergencies HR toolkits) and ensure Save the Children good practice is in place
• Oversee effective and efficient use of Oracle Recruitment Cloud (ORC) for talent acquisition and employee management to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
• Guides on HR issues, policy interpretation, problem resolution, and compliance with organizational standards and labor law.
• Acts as a focal point for inducting all new international staff and visiting consultants, including on their requirements for alien registration, stay visas, work permits, ID cards, etc. in coordination with Liaison Officer & Risk & Compliance Director 
• Supports Director of HR in negotiations related to HR contracts (payroll, health, and safety, etc.) with legal advisors to secure the organization's interests.

Recruitment Process for national and international non-SMT staff 

• Coordinates the recruitment process with HAC Labour Department and provides technical support to hiring managers. This includes: coordinate job advertisements, prepare venues for written test and oral interviews, update hiring line managers/Units and departments with dates and time, prepare new selected candidate letter of offer, contract of employment and have them signed by CD and endorsed by HAC Labour Department. 
• Updates and share a comprehensive recruitment tracker with the director of HR, SMT, and other relevant Units and Departments.
• Ensures all recruitment processes follow the safe recruitment standards, including Job Descriptions Child Safe Guarding leveling and specific responsibilities, CSG policies, and code of conduct dully shared and signed CSG face-to-face training the first three months of hire.
• Assists the director of HR and relevant hiring managers coordinate shortlisting, written tests, and oral interviews for non-SMT international staff and keep proper records.

Child Safeguarding & Safeguarding framework recruitment focus follow up duties

• Ensures compliance with Save the Children policies and practice concerning child safeguarding, code of conduct, health and safety, equal opportunities, and other relevant policies and procedures in all practices
• Ensures all selected candidates to SC employment opportunities are not potential child abusers, and they have a considerable level of knowledge on Child Safeguarding.
• Facilitates induction to new staff on Anti-harassment and ensuring the signature of the policy
• Takes the necessary steps implemented within the CO / RO before any contractual agreement to ensure that all employees, consultants, volunteers, and secondees are vetted before working at SCI. (checked against sanctions lists)  

Manage employee on-boarding:

• Ensure SCI Sudan has robust and comprehensive induction program for new joiners and all new joiners receive the induction and mandatory trainings within first month.
• Maintain the records of staff inductions for tracking and compliance purpose. 
• Lead and conduct periodic refresher training
•  Ensure that the mandatory trainings and other key trainings are contextualized to the lower-level staff.

Learning and Development:  

• To identify the learning gaps both for individual staff and teams and provide technical support in addressing these gaps with through learning and development mechanisms
• Work with the HR Director and Head of department to prepare the L&D Plan for employees, in coordination with the  SMT and people’s managers.
• Lead the provision of good quality and appropriate learning, training, and development for agreed staff groups, including current learning and development programmes such as Managing for High Performance, Leading for high performance and Leadership Development Programme, Mentorship Programs and SHIP. 
• Ensure that Learning and Development plan are properly budgeted in implemented as planned in the annual L&D Plan/Calendar.
•  Managing Learning Management System (LMS), generates reporting and analyse training statistics to ensure compliance and effectiveness.
•  Facilitate and promote in house training programmes as per TNAs conducted. 
• Carry out assessment and review of impact of L&D activities on individual, project and organizational goals.
•   Support the Director of HR in the Talent Development initiatives such as talent management, development of individual development plans to nature national talents at management and leadership level. 
•  Review the training & development requests and recommend for HR Director and CD for approval in line with the organization policy.

Staff Wellbeing & work-life balance initiatives 

• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote high employee morale and motivation. 
• Conducts periodic surveys to measure employee satisfaction and employee engagement. 
• Identifies and monitors the organization's culture to support its goals and promotes employee satisfaction, including work-life balance and staff wellbeing.
• Assists director of HR in managing organization-wide committees, including the wellness, training, environmental health and safety, activity, and culture and communications committees.