Job Description
Job details
• Location: Dakar, Senegal
• Contract type: 2 years contract
• Job family: Human Resources
• One oxfam grade and zone: C2
• Department:
• Operations
• Team:
• Human Resources
• Salary: 27 716 736 XOF annual gross
• Hours: (FTE) 40 h x week
• Flexible working

We believe flexible working is key to building the Oxfam of the future, so we’re open to talking through the type of flexible arrangements which might work for you. We think this role would work particularly well as a full-time office -based.


Commitment to diversity and inclusion
We are committed to ensuring diversity and gender equality within our organization.
Department strategic objectives
Culture can be a distinguishing characteristic for organisations. Values, management style and ways of working are critical in a team going through a change of strategy. The Department, in charge of People and Culture, will ensure a degree of commonality within the country, including consistency in performance management, talent development and management. This department will be responsible for supporting leadership at all levels to embed integrity, culture and safeguarding within Oxfam in Senegal.
Team purpose
The Human Resources Team will provide a professional business focussed organisational development and human resource management service, delivering a proactive and solutions-based approach for resolving issues and ensuring that staff are effectively resourced, managed and developed to deliver the organisational strategy.


Job purpose
The HR Manager will be responsible to provide strategic input and support the Country Director to achieve the country strategy and Oxfam’s mission, being aligned to the Oxfam People Strategy. Drawing on deep functional HR process and policy knowledge, and as custodian of HR policies and services in country, the HR Manager will work to develop and deliver the HR country plan to ensure that staff have the full range of skills and capabilities required to implement the Senegal Country Strategy. This role will work in close collaboration with all the managers to ensure that all staffing issues are managed in line with Oxfam Policy and procedures.


Job reports to
Line management: Country Director
Matrix management. Boston – OUS HR Management
Roles reporting to this job
HR Assistant
Budget responsibility
25,000 USD (staff training budget)
Geographical scope
Whole country
Impact
Internally focused
The impact of this post is significant, mainly within one country i.e. less than 5% of the overall Oxfam. The post is mainly providing operational and strategic service. is also supporting other affiliates hosted in the Country OI platform and OGB staff, PMU.


Key responsibilities (Technical, Leadership, People and Resource management)
Technical
HR Strategy, planning and implementation
• Advice the CD on all matters related with strategic HR issues.
• Develop the HR Country plan.
• Detailed advice and problem resolution (including direct one to one manager case work support) on complex and sensitive policy interpretation and procedural issues to managers, employees and HR colleagues, including advising managers when HR decisions might need to be taken outside of defined policy and process.
• Ensure the compliance with the policy and procedures according to the Senegal Labour Law.
• Coordination of the administration process to align the delivery of HR support (HR basics) to meet business needs that incorporates best practice and techniques and is compliant with agreed performance levels and legal requirements, across all the range of HR processes (organograms management, staff planning, performance management, employee relations and labour law, pay and reward, etc.).
• Provide support to affiliates hosted staff in terms of systems and procedures needed in the country and communicate constantly with their relevant HR departments.
• Regularly produce HR management information for CD and Senior Managers.
• Manage the link and relationship to all Oxfam HR shared services.
• Work closely with the Oxfam Reward Shared Service and be responsible for the country annual pay review process.
• Ensure needed documentation required for staff to work in Senegal are received in good time to enable appropriate skill sets and capacities to be available for programme delivery.
• Ensure that there is regular dialogue and shared problem solving with the Staff Association or equivalent.
• Monitor the climate or mood and proactively advise and support the CD on a course of action when necessary.
• Implement and monitor HR Support Team standards, particularly in relation to customer service, quality and accuracy (salary payments done on time, confidential and efficient management of medical aid issues, etc).
• Provide high quality management reports as required including the monthly HR planner and change management plans.


Organisational Development and Staff Capacity Building
• Strategic alignment – be proactive in spotting HR opportunities that helps Oxfam be more competitive and successfully leverage.
• Strategic technology and roadmap – understands the organisation’s digital HR maturity level and understand how technology enables HR activities and strategies and is actively involved in projects that drives HR efficiency and effectiveness.
• Diversity and Inclusion – has a deep understanding of Oxfam’s culture and how Oxfam values are sustained through talent and leadership practices.
• Strategic networking – continuously search for relevant connections in the organisation’s eco-system and make use of them in addressing organisational needs.


General Organizational Awareness and Learning
• Stay abreast of changing organizational and external situational circumstances, which may impact both the human resources team and the wider organization and proactively develop suggestions for addressing them and/or incorporating relevant information into
• Oxfam’s ideas and approaches.
• When required by the CD, manage the link with the Oxfam Regional HRBP and change managers (where appropriate).
• As a member of the HR Team within the Region, contribute to OI HR strategy development.
• Contribute within the Region on strategic HR issue as appropriate.


People Development and Management
• Support – as a priority where appropriate – the recruitment and development of new skills required for effective programming and delivery of the OCS
• Work closely with the Country Leadership Team to ensure effective talent management strategy is in place and actively support activity that optimizes talent
• Support the development of solutions to cater for individual’s development plans, and that specific skills training is arranged for the country team where shortfalls are identified
• Ensure that Oxfam staff has the required skills and abilities to provide capacity building and knowledge transfer to partner organizations
• Ensures that team members have access to staff development opportunities, identifies and addresses capacity gaps and provides on-going counselling and support to team members.
• Manage the HR Team to deliver on the OCS, providing leadership and guidance and ensuring that the management of the team is in line with Oxfam’s HR policies and procedures.
• The HR manager, will manage the life cycle of individuals within the team from pre-recruitment to exit, including performance management processes, and working with CD on issues such as disciplinary matters.


Core dimensions
• Managing/supervising resources within defined boundaries (e.g. one or more countries) or specialist professional area, which may include people, assets and/or budgets.
• Providing professional advice to senior managers on areas of work covered in the job holder’s remit.
• Influencing the development of strategy, and supporting and delivering operational implementation.
• Interpreting and applying operational and specialist information in a variety of formats from a variety of sources include developing solutions to diverse and complex problems within organisational policy.
• Impact of this role is significant within the country/region, and could have some impact affiliate or even Oxfam-wide.
• Contributes to and influences operational planning.
• Influences managers, staff and volunteers in own affiliate and develops effective networks with external bodies.
• Implements good practice people management which is legally compliant (i.e. employment law, tax laws, etc.) Influences in specific areas.
• Organises learning and development opportunities for staff to achieve affiliate and OI goals.
• Works with Staff Representatives for their affiliate.
• Is part of the country senior management team


Qualifications
Core dimensions
• Managing/supervising resources within defined boundaries (e.g. one or more countries) or specialist professional area, which may include people, assets and/or budgets.
• Providing professional advice to senior managers on areas of work covered in the job holder’s remit.
• Influencing the development of strategy, and supporting and delivering operational implementation.
• Interpreting and applying operational and specialist information in a variety of formats from a variety of sources include developing solutions to diverse and complex problems within organisational policy.
• Impact of this role is significant within the country/region, and could have some impact affiliate or even Oxfam-wide.
• Contributes to and influences operational planning.
• Influences managers, staff and volunteers in own affiliate and develops effective networks with external bodies.
• Implements good practice people management which is legally compliant (i.e. employment law, tax laws, etc.) Influences in specific areas.
• Organises learning and development opportunities for staff to achieve affiliate and OI goals.
• Works with Staff Representatives for their affiliate.
• Is part of the country senior management team


Person specification
Most importantly, every individual in Oxfam needs to be able to:
• Live our values of INCLUSION, ACCOUNTABILITY, EMPOWERMENT, COURAGE, SOLIDARITY and EQUALITY (read more about these here)
• Ensure you commit to our ORGANIZATIONAL ATTRIBUTES (including adhering to the Code of Conduct):
1. Be committed to our feminist principles, and to applying them in your day-to-day behaviour and your work. Be ready to keep learning, with accountability to those who experience oppression as a result of their identities, such as their gender, race/ethnicity, disability or class identity.
2. Be committed to undertaking Oxfam’s safeguarding training and adhering to relevant policies, to ensure all people who come into Oxfam are as safe as possible.



Experience, knowledge & competencies
Essential
• Influencing. Ability to engage with diverse stakeholders in a way that leads to increased impact for the organization. Spot opportunities to influence effectively and where there are no opportunities, we have the ability to create them in a respectful and impactful manner.
• Relationship Building. Understand the importance of building relationship, within and outside the organization. Ability to engage with traditional and non-traditional stakeholders in ways that lead to increased impact for the organisation.
• Listening. Good listener who can see where deeper levels of thoughts and tacit assumptions differ. Clear messages to others, and consider different preferences.
• Self-Awareness. Able to develop a high degree of self-awareness around own strengths and weaknesses and impact on others. Self-awareness enables to moderate and self-regulate behaviors to control and channel our impulses for good purposes.
• Enabling. Work to effectively empower and enable others to deliver the organizations goals through creating conditions of success. Passionately invest in others by developing their careers, not only their skills for the job. Provide freedom; demonstrate belief and trust provide appropriate support. Give more freedom and demonstrate belief and trust, underpinned with appropriate support.


In addition:
• Bachelor (BA) or Degree from a recognized university/ collage in Human Resources Management, Organizational Development, Social Sciences or any other area that can bring an added value to the related job.
• Relevant HR experience on recruitment, compensation, employee relations, HR administration, performance management and staff development in an international NGO and supervisory/managerial experience.
• Substantial knowledge and experience of general human resource management with expertise in providing a superior, proactive, business focused service
• Substantial knowledge and experience of organizational development, especially capacity building and skills transfer, learning and development and knowledge management. Experience in creating a learning and sharing environment.
• Extensive working knowledge and experience of Senegal labour law and its application.
• Demonstrable working knowledge and experience on organizational development practices and techniques, from organizational diagnosis, design, transformation and related solution modelling.
• Commitment to Oxfam’s overall aims and policies and experience of promoting gender equity and diversity and the interests of marginalized people in all aspects of Oxfam’s work.