Action Against Hunger leads the global movement to end hunger. We innovate solutions, advocate for change, and reach 28 million people every year with proven hunger prevention and treatment programs. As a nonprofit that works across 55 countries, our 8,990 dedicated staff members partner with communities to address the root causes of hunger, including climate change, conflict, inequity, and emergencies. We strive to create a world free from hunger, for everyone, for good.

Action Against Hunger USA is part of the Action Against Hunger International network. As an independent NGO, Action Against Hunger USA currently manages operations in 8 countries: Kenya, South Sudan, Somalia, Tanzania, Uganda, Ethiopia, Zambia and Haiti.

I. Job Summary

Action Against Hunger is seeking an experienced and motivated HR Head of Department (HR HoD) who will deliver and implement Human Resource Strategy in South Sudan in line with the country office priorities. The HR HoD will design and align Human Resource policies and procedures and lead in the management and administration of employee welfare, employee relations according to South Sudan labor laws and in line with Action Against Hunger mandate.

Purpose

The HR Head of Department provides strategic leadership and oversight of all human resources functions for South Sudan mission. The role leads in positioning the organization as an employer of choice and provide a compelling employee value proposition in line with Action Against Hunger South Sudan country strategy. The role will develop and align HR services according to the South Sudan labor laws and in line with Action Against Hunger mandate, core values and charter of principles

Engagement

The HR Head of Department will collaborate closely with the Country Director, Country HR team, Country Office Senior Leadership team, Regional HR Director, and other key stakeholders at Country and Regional level. S/he will also work with program teams in the region to ensure that HR policies and procedures are understood and mainstreamed into Country Office procedures.

Externally, close collaborations and working relationships will be created and maintained with the local Labour office and other relevant authorities, country legal advisor, HR working group in the country, collaborators and other INGOs with the aim of creating a positive culture.

Delivery

Deliver strategic HR goals and effectively implement them across multiple Human Resource functions that address the needs of our beneficiaries, donors and other key stakeholders. The position will also provide practical and timely support, advice, and directions to staff and management on a range of HR activities in the country office.

II. Essential role responsibilities

1. Strategic HR leadership

• Design the HR strategy in line with the Country Office strategy and ensure its successful implementation
• Represent HR agenda in SMT meetings, update the leadership team on HR matters and provide insights on HR strategic matters
• Timely and quality contribution to the development of proposals for funding, writing of donor and audit reports and implementing successfully recommendations feedback.
• Trusted Business partner in providing guidance and collaboration with the leadership team on HR matters

2. Workforce Planning, Talent Acquisition and staff onboarding

• Collaborate with the heads of departments on workforce planning and identify programmatic and operational staffing needs
• Promote a culture of fair, transparent, efficient and timely recruitment process compliant with the organization's policies and procedures
• Implement a robust onboarding program for incoming and current staff to create a positive work experience and a compelling image of the organization
• Provide guidance on staffing costs for financial forecasts, review and, approve the creation of new positions.

3. Performance Management & Staff Development

• Provide leadership and guidance in the implementation of performance management system
• Support managers in objective setting, performance reviews, and development planning
• Provide guidance and leadership in calibration process to ensure fairness is maintained in line with the organization procedures
• Provide guidance to managers in identifying training needs and oversee staff learning and development initiatives
• Oversee the performance evaluation process and outcomes is aligned with the staff development plans Design the country office training plan
• Oversee the staff capacity building and career development initiatives are achieved and ensure the staff performance evaluation outcomes are aligned with staff development plans.

4. Payroll, compensation & benefits management

• Design, implement and oversee administrative and payroll procedures which conform to social legislation, Action Against Hunger internal policies and donors’ guidelines
• Provide leadership and oversight into benefits administration; staff insurance, leave management, allowances and entitlements etc.
• Oversee salary benchmarking and ensure proper grading structure is in place
• Implement and review Action Against Hunger South Sudan compensation and benefit frameworks ensuring that pay and benefit administration is implemented in line with Action Against Hunger policies and procedures and aligned to the South Sudan Labor laws.

5. Risk Management (Policy and Legal compliance)

• Provide guidance in ensuring that organization policies and procedures are updated and fully compliant with South Sudan labor law and internal policies
• Lead and provide guidance on HR audits and ensure corrective actions are implemented.
• Provide leadership in mitigating HR-related risks, including legal and reputational risks.
• Participate in the process of partners selection and validation of Human Resources risk analysis, define modes of Human Resources management with partners working with Action Against Hunger.
• Adjust and update internal rules and regulations annually and ensure that the consultation with the lawyer and relevant authorities is done
• Projects/consortia; validate Human Resources aspects of partnership agreements and ensure the application of innovative Human Resources practices in the framework of partnerships
• Ensure contributions are made for Mission Financial Planning and that staff Contracts are timely managed.

6. Employee Relations, Staff well-being and Duty of Care

• Lead in promoting safe environment and organizational culture
• Provide guidance and leadership in managing staff grievances in line with organizational policies and procedures
• Promote staff welfare initiatives and mental health support systems.
• Ensure duty of care standards are upheld, particularly in high-risk environments like field offices
• Work closely with Safety and Security team to support staff safety

7. Documentation, Reporting and Representation

• Check the quality and compliance of the documentation of staff files and ensure that documents archiving is done according to guidelines laid down by Action Against Hunger and its Donors
• Consolidate the monthly HR reports of the mission and share the reports with the Regional HR Director.
• Represent the Mission in external meetings/communication on Human Resources matters and develop a network for the exchange of information and good practices

8. HR team management

• Provide leadership, guidance and mentorship to the HR team, both at the capital and field offices
• Build capacity of the national HR staff
• Support the HR team in setting objectives and monitoring performance
• Ensuring the HR team is working harmoniously among themselves and with the rest of the larger team

9. Partnerships and external engagement

• Create close work relationships with the HR team members in the Region, US and Countries
• Engage with peer agencies and HR forums to understand the current trends and practices in the sector
• Representing the organization in HR networks and platforms

III. Supervisory Responsibilities

The HR Head of Department will directly line-manage the Human Resources Deputy Head of Department, Human Resources Officer(s) and provide technical support to Base Human Resources Managers/Administrators.

IV. Fiscal Responsibilities

None

V. Physical Demands

• While performing the duties of this job, the employee is required to sit for long periods and to concentrate on work, including typing, and turn out heavy volumes of work accurately, within short time frames under stressful situations in the context of a moderately noisy office with interruptions.
• To travel to the field, the employee must attest to a level of physical fitness capable of enduring physically difficult, highly stressful situations which may include the necessity to walk long distances, to eat a limited diet and/or to reside in potentially uncomfortable housing or tents.
• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

VI. Working Conditions, Travel and Environment

• The duties of the job require regular job attendance of at least five days per week. Must be available to work outside normal office hours or during the weekends as may be required.
• Must be able to travel as required for standard domestic and international business purposes. While performing the duties of this job in the field, the employee may be exposed to precarious settings under high security risks and/or very basic living conditions and outside weather conditions, as well as to infectious diseases.
• Help to prevent any type of abuse including workplace harassment and sexual abuse and exploitation.
• Respect beneficiaries’ women, men, children (boys and girls) regardless of gender, sex orientation, disability, religion, race, color, ancestry, national origin, age, or marital status.
• Value and respect all cultures.

VII. Gender Equality Commitments and Zero Tolerance to Abuse

• Foster an environment that reinforces values of people of all genders equal access to information.
• Provide a work environment where people of all genders must be evaluated and promoted based on their skills and performance.
• Promote a safe, secure, and respectful environment for all stakeholders, particularly for children, beneficiaries, and members of staff.
• Help to prevent any type of abuse including workplace harassment and sexual abuse and exploitation.
• Respect beneficiaries’ women, men, children (boys and girls) regardless of gender, sex
• orientation, disability, religion, race, color, ancestry, national origin, age, or marital status.
• Value and respect all cultures.

Requirements

VIII. Required Qualifications

• Bachelor’s degree or equivalent in Human Resource Management, Organizational Development, Business Administration or field related

IX. Professional Experience and Skills

• Minimum 7-10 years humanitarian work in Human Resource Management, work experience in South Sudan or similar contexts will be an added advantage.
• At least 5 years’ experience in managing Human Resource in a large complex Country Office with knowledge of employment law and HR best practices.
• Experience managing large, diverse and multicultural teams
• Strategic thinking and leadership skills
• Strong analytical and reporting skills
• Highly confidential and integrity, cultural sensitivity and adaptability
• Good IT skills and experience using HR systems like HRIS or its equivalent
• Fluency in English is required. Knowledge of Arabic will be an added advantage

Eligibility – this position is open to international candidates

Benefits