HR Technical Officer

Contract

This is a Professional contract, Grade 6 (NRC) contract. More about Professional contract, Grade 6 (NRC) contracts.

A job description is a written statement that describes the employee’s role and responsibilities. The role and responsibilities shall be executed within the NRC framework. The job description facilitates the recruitment process by stating the necessary competencies. It is mandatory for all positions. Position: Human Resources (HR) Technical Officer Reports to: Support Coordinator (Technical Line to Country HR Manager) Supervision of: HR Technical Assistant Duty station: Tripoli, Libya Travel: 10% International and 25% national travel Grade 6 Duration and type of contract: 12 months (extended if funding available) All NRC employees are expected to work in accordance with the organisation’s core values: dedication, innovation, inclusivity and accountability. These attitudes and believes shall guide our actions and relationships. 1. Role and responsibilities The following is a brief description of the role. Generic responsibilities (max 10) These responsibilities shall be the same for all positions with the same title. The responsibilities shall be short and essential. Details belong in the Work- and Professional Development Plan. 1. Ensure compliance with NRC policies, guidelines and standards 2. Ensure compliance with HR function strategy, tools, handbooks, guidelines and standards 3. HR responsibility for implementation of the support function 4. HR responsibility for the quality control and monitoring of HR function activities 5. Provide HR technical support and capacity building towards support staff 6. Monitor the progress of team activities and ensure they are implemented according to standards 7. Implement complex systems and procedures in line with NRC policies, SOP’s and handbooks 8. Assess, promote and document ideas for technical improvement and further program development options Specific responsibilities Payroll and Staff Administration  Follow up on NSSF registrations/reporting to ensure they are done in a timely manner and are in compliance with the applicable Libyan national law and NRC policies and procedures  Follow up on insurance enrolment and agreements for staff and ensure that they are done as per signed agreements and NRC policies and procedures.  Prepare the monthly payroll for all national staff and ensure accurate calculation of allowances, deductions, and benefit schemes as per the set NRC Terms of Employment; and conduct proper analysis adding any recommendations for adjustments or improvements.  Act as focal point for medical insurance in the Country Office for National Staff.  Ensure adherence to Libyan national labor law in all HR processes and procedures Recruitment, Onboarding and Offboarding  Carry out and follow up on the national staff recruitment processes at the Area Office.  Carry out and follow up on the implementation of all onboarding procedures for new comers, including when necessary, conducting NRC mandatory trainings.  Carry out and follow up on the implementation of the exit procedure for all national staff including if applicable clearance, final settlement and follow-up on the exit interview completion. Systems Maintenance and HR Compliance  Be the focal point for Area Office and Recruitment who is responsible to answer, train and introduce the NRC people system to the HR staff and line managers.  Ensure that HR archives are in use and maintained according to the NRC regulations (both hard and soft copies)  In collaboration with Compliance and Finance, be the Area Office HR focal point for any audit for HRrelated documentation. Other  Prepare periodic HR reports  Performs, under minimal supervision, the full range of HR support functions. Critical interfaces By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:  Senior Managers and Area Support staff, HR and Administration, following up on requests and other related issues.  Safety, Security and Access (HSSA) unit; on all related security procedures, reporting and communications.  Other HR staff in the Area Office where applicable Scale and scope of position Staff: Supervision of HR Technical Assistant Stakeholders: Key external stakeholders the post has relationships with (e.g. UN agencies, INGOs, local NGOs, , governmental bodies) Budgets: N/A Information: Brief description of the information resources the postholder is responsible for at Area Office level (e.g. Agresso, NRC People, Intranet, O365) Legal or compliance: Brief description of any legal or compliance responsibility the postholder has (term of employment, donors) 2. Competencies Competencies are important in order for the employee and the organisation to deliver desired results. They are relevant for all staff and are divided into the following three categories:

1. Professional competencies These are skills, knowledge and experience that are important for effective performance. Generic professional competencies for this position:  Experience working within a HR function(s) in a humanitarian/ recovery context  Previous experience from working in complex and volatile contexts  Relevant support function expertise  Documented results related to the position’s responsibilities  Fluency in Arabic, both written and verbal  Fluency in English, both written and verbal