CHILD SAFEGUARDING:

Level 3:  the post holder will have contact with children and/or young people either frequently (e.g. once a week or more) or intensively (e.g. four days in one month or more or overnight) because they work country programs; or are visiting country programs; or because they are responsible for implementing the police checking/vetting process staff.

ROLE PURPOSE:

The Human Resource and Safeguarding Coordinator will be responsible to support the HR Manager in developing and implementing the HR strategy to effectively manage the learning &  development, Performance Management, Disciplinary  & Grievance and building of a Safeguarding culture. The function includes recruitment, on-boarding programs, DtP performance management system, Talent pipelining and development and promoting a culture of respect free from Harrasment and Bullying within CO Pakistan.

In the event of a major humanitarian emergency, the role holder will be expected to work outside the normal role profile and be able to vary working hours accordingly.

SCOPE OF ROLE:

Reports to: HR Manager

KEY AREAS OF ACCOUNTABILITY:

Staff Recruitment, Selection and Placement:

• Supervises the execution of an objective, effective and efficient recruitment, selection and placement system necessary to attract and place a superior workforce.  The process shall cover hiring and selection of internal and external candidates consistent with the operating and strategic plan, staffing plan and competency framework, and using processes that provide opportunities for growth to staff, and observes good practices such as using cost-effective sourcing strategies and work history and background checking.
• Manages the preparation, release and understanding of employment contracts for open-ended, fixed term and casual staff and communication of the same for acceptance by selected candidate.  On an on-going basis, ensure that all active staff have active contracts.

Staff on boarding:

• Develop and Implement plan for new employee induction and orientation at all levels and subsequent follow-up on progress of new recruits in their jobs through the induction & probation period including identification of any training needs to complement the learning on the job
• Update CO on-boarding program and ensure all new hires receive the induction following SCI guidelines and ensure all new hires receive online mandatory induction training.

Roll out of Performance Management System:

• Support in the Develop to Perform (DtP) approach in a consistent way.
• Build capacity of Staff and HR Team with the DtP approach and monitor its implementation.
• Ensure Probation evaluation, Mid- year Evaluations and Annual Performance review is conducted as per policy and procedure.

Implementation of HR Policies and procedures:

• Provide support on interpretation and application of policies and procedures and on other HR related matters
• Provide support in fair and consistent implementation of human resources policies and procedures

Staff Learning & development:

• Ensure training and availability of appropriate professional development opportunities for staff
• Administer across-agency or management/non-technical staff development programs e.g. management, supervision, communication, gender etc.
• Facilitate non-formal capacity building initiatives like exposure/cross visit, special assignment, e-learning etc.
• Responsible on administering and updating e-learning platform/Learning Management System (LMS) and promote this to all staff
• Compile and classify staff development needs from staff annual appraisal and program detailed implementation plan for an annual staff development plan, including resource allocations and coordinate implementation.
• Continuously explore opportunities for informal on-the-job learning to enhance self and team development process and support sectors to take initiative on that.
• With proper guidance from the HR Manager, develop a strategy for talent development and retention, taking into account principles of diversity and inclusion.
• Work with HR Manager and orient concerned managers facilitate talents identification process within the organization and support the development plan of individual talents.

Overseeing Compliance matters and HR Database Management :

• Responsible for quarterly HR reports, score cards & KPI reporting, TE reporting or any other audit requirement;
• Responsible for the confidential management of employee’s records /personal files and develop, maintain and update the HRMIS system for better decision making, HR planning and personnel records

Support in Managing Disciplinary and Grievance Mechanisms:

• Lead and manage the investigation and resolution of employee grievances and disciplinary cases, partnering with colleagues on complex multi-faceted cases, ensuring a fair and timely process that upholds SCI’s values and policies.
• Monitor and report on employee relations trends to identify areas for improvement and inform policies and practices, ensuring SCI remains a safe, fair, and equitable organisation.
• Provide expert advice and support to managers on complex employee relations issues, enhancing their capability to handle cases effectively and in alignment with organisational values and legal requirements.

• Support HR Manager in monitoring disciplinary matters in accordance with established policies and procedures and Local Labour Law
• Support staff in resolving employee relations issues by providing effective conflict resolution and coaching to with the ultimate goal of turning employee behavior around. /
• Support in recommending solutions and work with department and staff to ensure problems are corrected and departments are advised of corrective measures to prevent recurrences.
• Ensure efficient implementation of final recommendations, maintaining accurate and thorough records at all stages and prioritising support for colleagues involved.

Payroll and Benefits Administration:

• Coordinate payroll processing, ensuring accuracy and timely disbursements.
• Manage employee benefits programs, including health and life insurance, EOBI and leave entitlements.

BEHAVIOURS (Values in Practice)

Accountability:

• holds self accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children values
• holds the team and partners accountable to deliver on their responsibilities - giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved.

Ambition:

• sets ambitious and challenging goals for themselves and their team, takes responsibility for their own personal development and encourages their team to do the same
• widely shares their personal vision for Save the Children, engages and motivates others
• future orientated, thinks strategically and on a global scale.

Collaboration:

• builds and maintains effective relationships, with their team, colleagues, Members and external partners and supporters
• values diversity, sees it as a source of competitive strength
• approachable, good listener, easy to talk to.

Creativity:

• develops and encourages new and innovative solutions
• willing to take disciplined risks.

Integrity:

• honest, encourages openness and transparency; demonstrates highest levels of integrity

QUALIFICATIONS

• Masters degree in management/business administration/Human Resources or equivalent.

EXPERIENCE AND SKILLS

• Minimum of 5 years of experience in HR preferably in an international or leading national organisation.
• Substantial experience in talent management and learning and development.
• Understanding on HR Policies and global best practices aroud Workplace Harrasment and Bullying.
• Demonstrated ability to work in multi-cultural situations and/or multi-locational settings using a collaborative approach.
• Effective negotiation skills, diplomatic skills and cultural and political sensitivity.
• Proven ability to handle challenging work load.
• Excellent people, written and verbal communication skills.
• Fluency in English

Additional job responsibilities

The duties and responsibilities as set out above are not exhaustive and the role holder may be required to carry out additional duties within reasonableness of their level of skills and experience.

Equal Opportunities

The role holder is required to carry out the duties in accordance with the SCI Equal Opportunities and Diversity policies and procedures.

Child Safeguarding:

We need to keep children safe so our selection process, which includes rigorous background checks, reflects our commitment to the protection of children from abuse.

Health and Safety

The role holder is required to carry out the duties in accordance with SCI Health and Safety policies and procedures.

Save the Children holds its Safeguarding principles and policies with high importance and commits to rigorous procedures to ensure all our personnel and programs are safe, particularly for children. All candidates will, therefore, be subject to strict background checks.

Qualified candidates from minorities, indigenous groups, women and people with disabilities are highly encouraged to apply.