Senior Country Human Resources Manager

MAIN PURPOSE OF JOB:

The Senior Country Human Resources Manager will be responsible for overseeing and managing all HR functions within the country program. This includes strategic HR planning, recruitment, employee relations, performance management, compliance with local labor laws, and the creation and enforcement of HR policies and procedures. The Senior Country HR Manager will ensure that HR activities align with the organization’s goals while promoting staff development and welfare. This role calls for a dynamic and experienced leader capable of navigating complex, multicultural environments while ensuring the smooth functioning of HR operations in the country office. In collaboration with the MSH Senior Management Team and the HR Partner at the home office, the Senior Country HR Manager will handle the administration and execution of HR initiatives, including recruitment and employee relations for both technical and administrative roles. As the primary point of contact for Afghanistan-based staff, the Senior Country HR Manager will provide guidance on MSH and USAID personnel regulations, MSH policies, and the MSH/Afghanistan Benefits Program, working closely with HR staff at the corporate level on related matters. This role also involves verifying clearance for new hires before extending job offers and coordinating with the HR Partner on disciplinary matters that may lead to termination.

Major Activities / Responsibilities:

Strategic HR Planning and Leadership:

• Develop and implement HR strategies that align with the organization's mission and objectives.
• Advise senior leadership on HR matters and provide recommendations to improve organizational performance.
• Ensure HR initiatives are designed to support the achievement of the program’s goals.

Recruitment and Staffing:

• Oversee the recruitment process, ensuring the timely and efficient hiring of qualified candidates for all positions.
• Lead the onboarding process for new hires, ensuring smooth integration into the organization.
• Manage workforce planning and talent acquisition strategies to meet program needs.

Employee Relations and Conflict Resolution:

• Manage employee relations, providing guidance and support to address staff concerns and workplace issues.
• Handle employee grievances, disputes, and disciplinary actions in accordance with company policies.
• Foster a positive and inclusive workplace culture by promoting open communication and teamwork.

Performance Management and Staff Development:

• Implement performance management systems, ensuring regular evaluations, feedback, and development plans.
• Design and deliver training programs to build staff capacity and enhance performance.
• Identify staff development needs and opportunities for career growth.

Compliance and Policy Management:

• Ensure compliance with local labor laws, organizational policies, and industry regulations.
• Develop and update HR policies and procedures to reflect changing legal and organizational needs.
• Conduct regular audits of HR practices and processes to ensure compliance.

Compensation and Benefits:

• Oversee the design, implementation, and management of compensation and benefits programs.
• Ensure timely and accurate payroll administration, including benefits, bonuses, and incentives.
• Conduct compensation benchmarking and make recommendations for adjustments based on market trends.

HR Data Management and Reporting:

• Maintain accurate HR records and ensure confidentiality of all employee data.
• Generate HR reports and provide insights to senior management on workforce trends, turnover, and performance metrics.
• Ensure data integrity in HR systems and databases.

HR Capacity Building:

• Lead the development and delivery of HR capacity-building initiatives for HR staff and other teams.
• Ensure HR team members have the necessary tools, knowledge, and skills to meet organizational needs.

Collaboration and Coordination:

• Work closely with global HR teams to ensure alignment with global standards and practices.
• Coordinate with other departments to integrate HR efforts with organizational objectives.
• Act as a liaison between local teams and the international HR department to address cross-functional HR needs.

Team Management :

• Oversee and supervise the HR department staff.

Other:

• Fulfil any other tasks requested by the supervisor and pertinent with the general scope of work of the position.

QUALIFICATIONS

REQUIRED MINIMUM EDUCATION:

• Master’s degree in Human Resources or other relevant field.

REQUIRED MINIMUM EXPERIENCE:

• Eight (8) years of demonstrated HR management or related experience.
• Experience required in international development programs in Afghanistan; demonstrated experience working with USG funded programs.

KNOWLEDGE AND SKILLS:

• 8 years of demonstrated HR management or related experience
• Strong understanding of Afghanistan employment laws.
• Excellent interpersonal skills and demonstrated ability to interact professionally with culturally and linguistically diverse staff, clients, and consultants.
• Demonstrated ability to successfully coordinate activities with senior project management staff and proven ability to work successfully on a team in a fast-paced environment.
• Strong organizational skills and attention to detail.
• Demonstrated computer proficiencies, including Microsoft Office Suite, especially Word, Excel, PowerPoint and database management.
• Ability to travel to assigned provinces for HR initiatives as needed.
• Demonstrated ability to implement and manage all aspects of the HRM function in line with current practices and trends.
• Ability to gain the trust and confidence of colleagues and to handle confidential matters discreetly and have experience in conflict resolution.
• Ability to competently assess priorities; manage a variety of complex activities simultaneously in a time-sensitive environment, and meet competing deadlines.

COMPETENCIES:

• Excellent written and oral communication skills both in local languages and English.

MSH is an equal opportunity employer and will not discriminate against any employee or applicant for employment on the basis of race, color, sex, sexual orientation, gender or gender identity, religion, creed, citizenship, national origin, age, veteran status, or disability unrelated to job requirements. MSH will take affirmative action to ensure that qualified applicants are employed and that employees are treated without regard to their race, age, color, religion, sex, sexual orientation, gender identity, national origin, veteran and disability status. In compliance with U.S. Department of Labor Executive Order 11246, Section 503 of the Rehabilitation Act, and Section 4212 of the Vietnam Era Readjustment Assistance Act, MSH has developed and maintains an affirmative action program and plan.

EEO is the Law - English

EEO is the Law - Spanish

Pay Transparency Nondiscrimination Poster

Know Your Rights - Workplace Discrimination is Illegal

Family and Medical Leave Act (FMLA)

Employee Polygraph Protection Act

MSH EEO-AA Policy