HR Officer-Humantarian Crisis Response Programmes

Job Description

Title: HR Officer-Humantarian Crisis Response Programmes

Company Name: Islamic Relief Bangladesh

Vacancy: 1

Location: Noakhali (Hatiya)

Minimum Salary: Negotiable

Experience:
∎ At least 5 years
∎ The applicants should have experience in the following business area(s):NGO, Development Agency

Published: 15 Nov 2024

Education:
∎ Master of Business Administration (MBA) in Human Resource Management, Master of Commerce (MCom) in Human Resource Management, Executive Master of Business Administration (EMBA) in Human Resource Management

Requirements:

Additional Requirements:
∎ Minimum of five years of experience working in HR functions for an international/National Development Agency.
∎ Strong knowledge and experience of HR management processes and systems
∎ Ability to analyze and interpret numerical data and HR processes.
∎ Experience with full-cycle recruiting, using various interview techniques and evaluation methods, and knowledge of Applicant Tracking Systems.
∎ Proficiency in documenting HR processes and keeping up with trends and best practices
∎ Demonstrable skills in digital media outreach for recruitment and utilizing HR databases
∎ Ability to maintain discretion and confidentiality of HR information
∎ Excellent HR file management skills
∎ Well-organized and process-oriented and with strong attention to detail.
∎ Strong written and spoken communication skills both in Bengali & English.
∎ Strong interpersonal skills and ability to perform with limited supervision
∎ Excellent computer skills, including HRIS, MS Office, and Google Suite.
∎ Strong training and facilitation skills
∎ Good knowledge of country labor law
∎ Experience in collaborating and coordinating on HR issues with donors.
∎ Experience developing and implementing effective accountability mechanisms that enable the program to receive, respond to, and act upon feedback and complaints from the program’s participants, partners, and other stakeholders.
∎ Experience working in FDMN Context.
∎ Proficiency in other local languages will add value
∎ Ability to work independently or as a member of the team, ability to thrive in a matrix organization,
∎ Ability to be detail-oriented and manage stress effectively in a fast-paced environment.
∎ Ability to maintain confidentiality on work-related matters.
∎ Non-discriminatory and gender-sensitive
∎ Willing to work in remote, rural locations
∎ Essential:
∎ Minimum of five years of experience working in HR functions for an international/National Development Agency.
∎ Strong knowledge and experience of HR management processes and systems
∎ Ability to analyze and interpret numerical data and HR processes.
∎ Experience with full-cycle recruiting, using various interview techniques and evaluation methods, and knowledge of Applicant Tracking Systems.
∎ Proficiency in documenting HR processes and keeping up with trends and best practices
∎ Demonstrable skills in digital media outreach for recruitment and utilizing HR databases
∎ Ability to maintain discretion and confidentiality of HR information
∎ Excellent HR file management skills
∎ Well-organized and process-oriented and with strong attention to detail.
∎ Strong written and spoken communication skills both in Bengali & English.
∎ Strong interpersonal skills and ability to perform with limited supervision
∎ Excellent computer skills, including HRIS, MS Office, and Google Suite.
∎ Strong training and facilitation skills
∎ Good knowledge of country labor law
∎ DESIRABLE
∎ Experience in collaborating and coordinating on HR issues with donors.
∎ Experience developing and implementing effective accountability mechanisms that enable the program to receive, respond to, and act upon feedback and complaints from the program’s participants, partners, and other stakeholders.
∎ Experience working in FDMN Context.
∎ Proficiency in other local languages will add value
∎ Ability to work independently or as a member of the team, ability to thrive in a matrix organization,
∎ Ability to be detail-oriented and manage stress effectively in a fast-paced environment.
∎ Ability to maintain confidentiality on work-related matters.
∎ Non-discriminatory and gender-sensitive
∎ Willing to work in remote, rural locations

Responsibilities & Context:
∎ Work collaboratively with the central HRM & OD to identify current and future staffing needs for all the different functions/departments within HCR
∎ Maintain a recruitment database and develop a strong talent pool to meet the organization’s needs.
∎ Support recruitment activities (job adverts, shortlisting, interviews, recruitment, contracts, and personnel files), including but not limited to sourcing applicants through multiple outreach strategies, developing job descriptions and interview questions; shortlisting the most suitable candidates; planning and scheduling screening calls, assessments, and interviews.
∎ Develop and implement end-to-end candidate hiring processes to ensure a positive experience.
∎ Assess candidates’ information, including CVs, portfolios, references, and required background checks.
∎ Prepare all relevant documents, forms, and contracts and ensure timely collection of information and coordination with relevant departments through the recruitment and onboarding process.
∎ Facilitate the timely enrollment of new staff into the medical benefits plan
∎ Provide orientation for new employees by providing information packets, reviewing company policies, explaining benefit programs, and obtaining signatures for documents.
∎ Support the maintenance of all talent acquisition and management processes and data and write recruitment reports as required.
∎ Serve as a point of contact for employees to address workplace-related concerns and grievances, and share with DM & Lead-HRM & OD
∎ Under the direction of the DM & Lead-HRM & OD, mediate conflicts and guide employee relations matters, ensuring fair and consistent resolution, as needed
∎ Under the direction of the DM & Lead-HRM & OD, promote a positive work environment and company culture by implementing employee engagement & wellbeing initiatives.
∎ Serve as the first point of contact for employees for HR information, policy guidelines, and issue resolution
∎ Support the development of strong communication and feedback channels with all staff and through various mechanisms to support employee engagement
∎ Support staff exit and separation processes and maintain relevant records
∎ Participate in departmental and cross-departmental meetings and prepare monthly HR Administrative reports
∎ Support the organization of staff training with internal or external providers
∎ Support the DM & L-HRM OD in ensuring timely and effective internal communications and support staff engagement & wellbeing activities
∎ Support implementation of and compliance with HR policies
∎ Work with the Line Direct Manager in the performance review process
∎ Facilitate performance evaluation process between the supervisor and supervisee
∎ Support the implementation of performance improvement plans when necessary and track progress.
∎ Work with the Central HRM & OD to support the establishment of staff performance goals and objectives aligned with organizational targets.
∎ Support the Central HRM & OD to identify and assess employee training and development needs
∎ Support the Central HRM & OD to provide training for individuals or groups of employees
∎ Supervise and monitor progress made via training programs or schemes
∎ Support Central HRM & OD in evaluating staff learning and development programs and the implementation of an annual corporate training plan
∎ Participate in developing a comprehensive learning and development manual and charter.
∎ Prepare reports on training activities and effectiveness.
∎ Maintain Existing Staff/Consultant/Trainer-related documents for Personal Confidential Files (PCF).
∎ Collect & Maintain Performance appraisals from every level of staff & replace them according to the PCF
∎ Maintain all the separated Staff/Consultant/Trainer Related documents for Personal Confidential File (PCF).
∎ Maintain attendance Sheet for Existing & Separated Staff/Consultants/Trainers.
∎ Participate & involved with seasonal programs (Ramadan, Qurbani, Winterization, etc.) activities
∎ Ensure the safety of team members from any harm, abuse, neglect, harassment, and exploitation to achieve the program's goals on safeguarding implementation and as well as Act as a key source of support, guidance, and expertise on safeguarding. for establishing a safe working environment
∎ Being a member of Islamic Relief as a child-friendly organization, it is the core responsibility and obligation of each staff member to understand and obey the IR Child Protection & PSEA Policy and respond accordingly as and when required
∎ Perform any other duties assigned by the Direct Line Manager
∎ The Human Resource Officer will work under the direct supervision of the DM & Lead-HRM & OD and will provide vital support in all HR functions, including but not limited to talent acquisition and onboarding, cross-department coordination, training, and development, staff engagement, administration of the human resource information system, and assisting in the human resource admin activities on a day-to-day basis. The person in this role is an efficient and effective Human Resource professional based in Bhasanchar with strong interpersonal skills, a keen eye for attention to detail, and the ability to create and maintain effective processes and systems to meet the departments and organization’s objectives (Mentioned as below) for the Humanitarian Crisis Response Programmes.
∎ Ensure Recruitment & Onboarding-20%
∎ Work collaboratively with the central HRM & OD to identify current and future staffing needs for all the different functions/departments within HCR
∎ Maintain a recruitment database and develop a strong talent pool to meet the organization’s needs.
∎ Support recruitment activities (job adverts, shortlisting, interviews, recruitment, contracts, and personnel files), including but not limited to sourcing applicants through multiple outreach strategies, developing job descriptions and interview questions; shortlisting the most suitable candidates; planning and scheduling screening calls, assessments, and interviews.
∎ Develop and implement end-to-end candidate hiring processes to ensure a positive experience.
∎ Assess candidates’ information, including CVs, portfolios, references, and required background checks.
∎ Prepare all relevant documents, forms, and contracts and ensure timely collection of information and coordination with relevant departments through the recruitment and onboarding process.
∎ Facilitate the timely enrollment of new staff into the medical benefits plan
∎ Provide orientation for new employees by providing information packets, reviewing company policies, explaining benefit programs, and obtaining signatures for documents.
∎ Support the maintenance of all talent acquisition and management processes and data and write recruitment reports as required.
∎ Ensure effective Employee Relations & Wellbeing-40%
∎ Serve as a point of contact for employees to address workplace-related concerns and grievances, and share with DM & Lead-HRM & OD
∎ Under the direction of the DM & Lead-HRM & OD, mediate conflicts and guide employee relations matters, ensuring fair and consistent resolution, as needed
∎ Under the direction of the DM & Lead-HRM & OD, promote a positive work environment and company culture by implementing employee engagement & wellbeing initiatives.
∎ Serve as the first point of contact for employees for HR information, policy guidelines, and issue resolution
∎ Support the development of strong communication and feedback channels with all staff and through various mechanisms to support employee engagement
∎ Support staff exit and separation processes and maintain relevant records
∎ Participate in departmental and cross-departmental meetings and prepare monthly HR Administrative reports
∎ Support the organization of staff training with internal or external providers
∎ Support the DM & L-HRM OD in ensuring timely and effective internal communications and support staff engagement & wellbeing activities
∎ Support implementation of and compliance with HR policies
∎ Work with the Line Direct Manager in the performance review process
∎ Coordinate the Performance Management System in place-10%
∎ Facilitate performance evaluation process between the supervisor and supervisee
∎ Support the implementation of performance improvement plans when necessary and track progress.
∎ Work with the Central HRM & OD to support the establishment of staff performance goals and objectives aligned with organizational targets.
∎ Ensure Staff Development & Establish Learning opportunities for the Staff-10%
∎ Support the Central HRM & OD to identify and assess employee training and development needs
∎ Support the Central HRM & OD to provide training for individuals or groups of employees
∎ Supervise and monitor progress made via training programs or schemes
∎ Support Central HRM & OD in evaluating staff learning and development programs and the implementation of an annual corporate training plan
∎ Participate in developing a comprehensive learning and development manual and charter.
∎ Prepare reports on training activities and effectiveness.
∎ Accountable for Associated HR Archiving & other Compliances are in place in an authentic & prescribed Maner-10%
∎ Maintain Existing Staff/Consultant/Trainer-related documents for Personal Confidential Files (PCF).
∎ Collect & Maintain Performance appraisals from every level of staff & replace them according to the PCF
∎ Maintain all the separated Staff/Consultant/Trainer Related documents for Personal Confidential File (PCF).
∎ Maintain attendance Sheet for Existing & Separated Staff/Consultants/Trainers.
∎ Others Activites-10%
∎ Participate & involved with seasonal programs (Ramadan, Qurbani, Winterization, etc.) activities
∎ Ensure the safety of team members from any harm, abuse, neglect, harassment, and exploitation to achieve the program's goals on safeguarding implementation and as well as Act as a key source of support, guidance, and expertise on safeguarding. for establishing a safe working environment
∎ Being a member of Islamic Relief as a child-friendly organization, it is the core responsibility and obligation of each staff member to understand and obey the IR Child Protection & PSEA Policy and respond accordingly as and when required
∎ Perform any other duties assigned by the Direct Line Manager

Skills & Expertise:

Compensation & Other Benefits:
∎ Hardship Allowances (10% of the monthly Salary), Mobile bill, Tour allowance/Per-diem, Provident fund, Weekly 2 holidays, Insurance coverage (IPD, OPD, Life, DB, CIB), Festival Bonus, Long Service Awards, Leave (Annual, Casual, Sick, TOIL/CTO, Maternity, Paternity, and R&R) and Gratuity, Free Accommodation

Workplace:
∎ Work at office

Employment Status: Full Time

Job Location: Noakhali (Hatiya)

Read Before Apply:

For more details on the job, please download the job description from our official website (islamicrelief.org.bd). Female Candidates are highly encouraged to apply. However, Islamic Relief Bangladesh considers diversity in the workplace and is a committed equal-opportunity employer. We encourage applications from all suitable candidates regardless of gender, race, family or marital status, ethnicity, disability, class, caste, or religion. Interviews are expected to take place on an ongoing basis and the vacancy may close earlier than the above closing date). Only shortlisted candidates will be contacted for a written test & Interview.

Company Information:
∎ Islamic Relief Bangladesh
∎ Bangladesh Country Office: House # 10, Road # 10, Block-K, Baridhara, Dhaka-1212
∎ Islamic Relief Worldwide (IRW) - founded in 1984 and based in Birmingham, UK - is an independent humanitarian and development organization. It supports the world’s most vulnerable people in their fight against poverty & sufferings regardless of race, political affiliation, gender, or belief, and without expecting anything in return. It is a signatory to the Code of Conduct for the International Red Cross and Red Crescent Movement.
IRW has a presence in 45 countries across the globe. Some funds of the organization come from individual donations and others from institutional donors such as the DFID, EU, SIDA, CIDA/IDRF, Forum Syd, WFP, UNDP, and ECHO.
Islamic Relief(IR) started working in Bangladesh in 1991 in order to help the distressed survivors of the devastating cyclone by providing emergency relief and supporting communities to rebuild in the wake of that cyclone. Initially, it focused on emergency relief & disaster preparedness activities. Later on, it expanded its programs on both humanitarian and development challenges. Now it works in an integrated manner combining emergency humanitarian assistance, short-term work opportunity, shelter support, awareness & training on different DRR, climate change, development, health & hygiene and social issues, cash grant, IGA means, health & nutrition, safe water & sanitation, education, advocacy and linkage with different service providers. As a registered charity, IR is open and transparent; it continually assesses its work and operational methods to improve impact and effectiveness.
Islamic Relief values and commitment to safeguarding: IRB is committed to preventing any type of unwanted behavior at work including sexual harassment, exploitation and abuse, lack of integrity, and financial misconduct; and committed to promoting the welfare of children, young people, adults, and beneficiaries with whom IRB engages. IRB expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our values are recruited to work for us. All offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records checks. IRW also participates in the Inter-Agency Misconduct Disclosure Scheme.
In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse, and/or sexual harassment during employment, or incidents under investigation when the applicant left employment.



Address::
∎ Bangladesh Country Office: House # 10, Road # 10, Block-K, Baridhara, Dhaka-1212
∎ Islamic Relief Worldwide (IRW) - founded in 1984 and based in Birmingham, UK - is an independent humanitarian and development organization. It supports the world’s most vulnerable people in their fight against poverty & sufferings regardless of race, political affiliation, gender, or belief, and without expecting anything in return. It is a signatory to the Code of Conduct for the International Red Cross and Red Crescent Movement. IRW has a presence in 45 countries across the globe. Some funds of the organization come from individual donations and others from institutional donors such as the DFID, EU, SIDA, CIDA/IDRF, Forum Syd, WFP, UNDP, and ECHO.Islamic Relief(IR) started working in Bangladesh in 1991 in order to help the distressed survivors of the devastating cyclone by providing emergency relief and supporting communities to rebuild in the wake of that cyclone. Initially, it focused on emergency relief & disaster preparedness activities. Later on, it expanded its programs on both humanitarian and development challenges. Now it works in an integrated manner combining emergency humanitarian assistance, short-term work opportunity, shelter support, awareness & training on different DRR, climate change, development, health & hygiene and social issues, cash grant, IGA means, health & nutrition, safe water & sanitation, education, advocacy and linkage with different service providers. As a registered charity, IR is open and transparent; it continually assesses its work and operational methods to improve impact and effectiveness. Islamic Relief values and commitment to safeguarding: IRB is committed to preventing any type of unwanted behavior at work including sexual harassment, exploitation and abuse, lack of integrity, and financial misconduct; and committed to promoting the welfare of children, young people, adults, and beneficiaries with whom IRB engages. IRB expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our values are recruited to work for us. All offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records checks. IRW also participates in the Inter-Agency Misconduct Disclosure Scheme.In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse, and/or sexual harassment during employment, or incidents under investigation when the applicant left employment.

Application Deadline: 23 Nov 2024

Category: HR/Org. Development