The Assistant to the HR Coordinator contributes to the management of HR in the country of intervention.

He/she must be able to travel to the bases regularly to disseminate the mission's HR strategy and policy as well as possible.

He/she replaces the HR Coordinator in the event of a temporary absence or assumes the functions of the HR Coordinator in the event of a gap in this position.

The HR assistant may be required to provide a minimum service on the bases in the event of the absence of members of the HR team.

ANALYSIS OF THE SOCIO-ECONOMIC CONTEXT

• Tracks cost of living and commodities across the mission.
• Participates in the study of the social, cultural and ethnic organization, customs, habits and customs, demographic elements, socio-professional composition, and the HDI of the country in which Solidarités International operates.

MANAGEMENT OF THE LEGAL FRAMEWORK, INTERNAL & EXTERNAL COMMUNICATION

• Maintains relations with local authorities and national bodies via, for example, meetings when necessary (labour inspection, registration with social security funds and other declaration procedures, etc.).
• Maintains ongoing and privileged relations with key universities, in which Solidarités International can participate in presentations of the activities implemented.
• Maintains ongoing relationships with various training providers.
• Represents Solidarités International at external coordination meetings, on delegation from the HR coordinator/tice.
• Participates in employee information meetings.
• Creates and distributes HR memos in the capital and to HR teams on the bases.
• Maintains a watch on the country's legal framework, by keeping abreast of the evolution of the labor law and or its applications.

HR STRATEGY & SIZING

• Centralizes the organizational charts of the databases and ensures their accuracy.
• Proposes suggestions for improvement to the HR Coordo on the organizational charts of the bases and that of the capital.
• Participates in the Coordination meeting, on delegation from the HR Coordinator.
• Centralizes and verifies monthly HR data and statistics that come from the bases and the capital.

HR POLICY, WORK ORGANIZATION & REMUNERATION

• Participates in the definition, application and monitoring of National HR policies, 
• Prepares HR files in the event of an audit,
• Is the Homer referent for the bases and the capital (updating, technical support, etc.).

CAREER MANAGEMENT: RECRUITMENT, ONBOARDING, TRAINING & EAP

• Ensures that the internal recruitment procedures are known by all those involved in a recruitment, and are correctly implemented,
• Organizes recruitment and participates in interviews, 
• Checks the relevance of job profiles according to the positions that open, 
• Participates in the development of the annual training plan, 
• Supports the basics during recruitment and training procedures, or during the EAP campaign.

ADMINISTRATIVE MANAGEMENT OF NATIONAL & EXPATRIATE HUMAN RESOURCES

• Centralizes and controls the payroll of the bases and the capital and ensures that legal contributions are paid correctly and on time (declaration to the various organizations),
• Monitors the end dates of national employees' contracts,
• Renews visas, work permits, and residence permits of expatriate employees and their dependents as applicable,
• Centralizes leave and break requests from expatriate employees,
• Calculates and distributes the monthly per diems of expatriate employees, according to the internal policies in force,
• Participates in the definition of the social protection policy for national employees,
• Is a source of proposals for the improvement of employees' working conditions, 
• Participates in the revision of the national salary scale,   
• Oversees personnel files and their physical and digital archiving.

ETHICS

• Creates and maintains a work environment within his team that prevents inappropriate behavior
• Participates in the communication around the existence of the SI Code of Conduct and Behavior.

MANAGEMENT

• Responsible for the proper implementation of HR policies and processes to ensure that they have both the number of people and the amount of knowledge necessary for the activities for which they are responsible:
• Analyzes, quantifies and qualifies the human resources needs of his team
• Recruits, and ensures the integration of the team he/she oversees
• Evaluates the performance of his team members
• Trains and supports team members
• Ensures the animation and communication of his team

ORG CHART POSITION (reporting and functional relationships)
LINER MANAGER: HR Coordinator

LINE REPORT (S) : -

FUNCTIONAL MANAGER: -

FUNCTIONAL REPORT (S): -

1. Rigor, reactive, autonomous, confidentiality, empathy, Organizational skills

2. Good knowledge of labour law