The HR Officer’s main role is to ensure that all aspects of HR for national staff are managed efficiently, accurately and with a high degree of professionalism, according to the National Staff Handbook.

The HR Officer gives technical support and advice to the Line Managers and is responsible for disseminating relevant up to date information on all matters of HR including the Sudanese Labour Law.

The post holder has responsibility for providing training to new and existing line managers and supervisors in the basics of Concern HR Policies and Procedures.

The HR department is a very busy environment to work in and the post holder must have good communication skills and initiative and patience.  He/She must also be an excellent organiser with a flexible attitude to be able to adapt to the changing needs of the organisation.

The HR Officer may be expected to travel to other field offices to give support as and when required.

Reporting

•   Attend all program and systems meetings related to program and systems activities
•   Submit a bi-weekly report to HR and Admin  Manager, and Systems Director including information on new recruitments, disciplinary issues, terminations and absence levels

Performance Management

•   Management of Probationary periods
•   Management of the Disciplinary process where applicable
•   Support in management of the PDR process
•   Management of Orientations for visitors to the Concern Geneina office.
•   Support of line managers and supervisors in the area of Performance Development Review technicalities.

Management of Selection and Recruitment

•   Production of weekly Recruitment tracker.

•   Management of internal and external advertisements
•   Management of tracking applications, interviewing process and analysis of references
•   Management of Contracts (Employee, Trainee)
•   Management of Inductions for all new staff, national and international
•   Participate with the supervisors and managers in the area of Selection and Recruitment
•   Manage the production of ID Cards Sudan staff

Management of Data

•   Responsibility for the updating of HR forms/ templates according to the needs of the organisation
•   Translation of HR/ Labour related material (correspondence, meetings, workshops, etc.) and support to meetings
•   Communicating any changes in legislation (Labour or HR related) to the senior management team
•   Management of absence levels of national staff
•   Management of Leave Planning for all departments

  Liaise with the HR staff in the field offices on daily basis to follow updates on recruitments and selections at states level.

•   Capacity building of the HR staff in field offices

 ystems Compliance and improvement

•   Ensure that all Human resources practices in place in the field are in line with the National Staff Handbook .
• Ensuring compliance to Concern systems procedures (Logistics, Finance, Security and HR) as directed by the Finance Controller
• Ensure that Concern policies such as the Concern Code of Conduct and its associated policies, and Equality are introduced to all staff and Partners.
• Adhere to all Health and Safety procedures in all locations in Republic of Sudan

Communication and Liaison

• Establishing regular communication with all relevant Concern and external organisations (HAC and Labour Office) to identify and address specific issues regarding Human Resources

Confidentiality

• Ensuring the non-disclosure of any information whatsoever relating to the practices and business of Concern Worldwide, acquired in the course of duty, to any other person or organisation without authority, except in the normal execution of duty
• Ensuring confidentiality of personnel files with access only by CD,ACD and HR

Other Duties

•   Assist in the standardization of policies and procedures and manage the implementation of them
•   Providing HR administrative support to field based staff with HR responsibilities (HR Officers/Assistants)
•   Assisting in the organisation of HR/ Labour workshops and meetings
•   Assisting with Grading and Salary Structure reviews
•   Day to day management of the HR department
•   Any other reasonable duties that may from time to time be requested by the HR and System Coordinator.

The achievement of performance standards as set out in individual implementation plans agreed with the HR and Admin Manager in consultation with the Systems Director

This job description is intended to be a guide and is not or cannot be construed as a full account of what an employee is expected to perform in their job now or in the future. With their agreement an employee’s position and job description may be revised to reflect any changes in responsibilities.  If in agreement employees are expected to assume new assignments enthusiastically and perform to the best of their abilities.

Concern is committed to responding to emergencies efficiently and effectively in order to help affected people meet their basic needs, alleviate suffering and maintain their dignity. To this end, when emergencies strike and Liberia Programme is to respond, all staff are required to actively participate in the response, regardless of location and contribute to the efforts aimed at achieving the humanitarian objective of the organization.

Concern Code of Conduct and its Associated Policies

Concern has an organisational Code of Conduct (CCoC) with three Associated Policies; the Programme Participant Protection Policy (P4), the Child Safeguarding Policy and the Anti-Trafficking in Persons Policy. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organisation, and the standards of behaviour expected of them. In this context, staff have a responsibility to the organisation to strive for, and maintain, the highest standards in the day-to-day conduct in their workplace in accordance with Concern’s core values and mission. Any candidate offered a job with Concern Worldwide will be expected to sign the Concern Staff Code of Conduct and Associated Policies as an appendix to their contract of employment. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies.

Essential

• At least Diploma in Human Resources Management, Business Administration, or related fields
• Minimum of 3 years’ experience in NGO setting in direct field role as Human Resources Officer;
• Good knowledge of Human Resources related policies, procedures; 
• Experience in different human resources practices, local laws and regulations related to human resources management etc.
• Strong analytical skills
• Good communication skills;

Desirable

• Up to date knowledge about HR rules and regulations.
• Experience in working labour offices and HAC.