Job Detail

About Swedish Committee for Afghanistan (SCA)

SCA Background

The Swedish Committee for Afghanistan (SCA) has been working in Afghanistan since 1982, presently managing development Programs concerning Health, Education, Rural Livelihoods and Community Governance, with a total annual budget of roughly USD 40 million. The total number of staff is slightly over 7,386.During the last 10 years SCA has undertaken a change process moving from a primarily humanitarian service delivery approach towards more of a developmental role, putting increasing emphasis on capacity development, rights-based programming, and outcome orientation. The mission of SCA is to empower individuals, communities, and local organizations, primarily in rural areas and with particular focus on women, girls, boys and vulnerable groups such as people with disabilities, so that they may participate fully in society and influence their own development. SCA is an Equal Opportunity Employer. Qualified applicants are considered for employment based on their skills, abilities, and experience without regard to age (18-65 years), ethnicity, religion, marital status, gender, or physical disability.

Job Description

The head of Recruitment has the most prominent role where he/she exercises leadership over the recruitment unit of the HR department, overseeing the execution of all activities and recruitment by junior personnel. The head of recruitment plays a leading role in the designing and implementation of recruiting processes. She/he is accountable to approve the adoption of suitable recruiting metrics that ultimately lead to the successful integration of new hires.

The head of HR is also responsible for the staff Competency Development issues as a chairperson of the L&D in the KMO/HR Department, he/she is accountable to respond to the need of staff in terms of Capacity Development-related issues.

In addition to this, the head of recruitment is responsible to provide counseling services for the SCA staff and help them to overcome mental and emotional issues.

1. Recruitment and Talent Management

• Identify SCA needs and work to create and implement an efficient talent acquisition strategy to improve the recruitment system.
• Developing, managing, and maintaining a highly skilled team to assist with talent development.
• Understanding workforce planning and resource forecasting by working with the resourcing team to feed into recruitment timelines.
• Communicating with external sources, i.e., peers or organizations so acknowledge any trends in recruitment and markets which could impact the SCA.
• Anticipating the organization’s future and working with senior executives to advise on recruiting tactics that will help to sustain the company’s success.
•  Developing and retaining a diverse talent acquisition team.
• Applying strategies to attract diverse candidates to all areas of the organization.
• Managing and delivering reports and data when required.
• The incumbent will be fully responsible for the overall human resource management of KMO and lead all recruitment of regular, field project staff.
• The incumbent is accountable to oversee and control all internship programs.
• Ensure the transparent and timely recruitment process, drafting advertisements, screening of applicants, informing candidates, and coordination of interview, evaluation, and documentation process.
• Contribute to providing a conducive working environment for all staff
• Ensure job descriptions are up to date and compliant with national regulations
• Actively provide inputs to management for the retention of qualified staff
• Identify employee issues and conflicts and brings them to resolution

2. Learning and Development

• Manage effective learning & development interventions within KMO to ensure employees are equipped with the required competencies for meeting the organization's objectives.
• Head of HR is responsible to conduct a capacity development needs assessment and estimating the budget to meet SCA learning and development goals.
• Develop training schedule, identify instructors for different courses, and monitor throughout the training to ensure quality training delivery.
• Facilitate new joiners’ onboarding and orientation program, and provide them with information on office timing, rules/regulations, HR policy, organizational structure, and functional programs.
• Administer the job training (Internship Program) to get hands-on work experience to a possible number of fresh graduates, especially females.
• Performance Management
• Contribute to strengthening coordination and collaboration within teams and across all teams, maintain and ensure constructive communications, build team morale within individual teams and within the whole organization, and contribute to a positive working environment
• Supporting the development and maintenance of timely and effective objective setting, performance review, and performance management systems.
• Facilitate and ensure that performance reviews are conducted regularly by supervisors, provide training and advice to all managers on the use of performance management
• Support managers in the annual performance management review process and provide confidential performance counseling to managers and staff regarding work-related problems
• Manage Appraisal system to capture staff performance and link with a rewards system, talent management
• Support managers in dealing with poor performance cases
• Actively identify and provide training and development for KMO and RMOs staff based on performance appraisal and training need assessment
• Provide support to program plans and assessments for capacity building of staff

3. Psychosocial and Counselling

• Offer learning to all personnel in time and stress management focusing on duty stations/units that haven’t had high ratings in the Global Staff Survey on issues related to the work environment and staff well-being.
• Offer learning on self-care and resilience to prepare personnel members to live and work in difficult situations before they rotate to non-family duty stations; and
• Foster the well-being of SCA’s personnel by providing professional and confidential counseling services to personnel members and their dependents.
• Provide professional and confidential psychosocial support to personnel during and after emergencies as a contribution in the coordinated efforts of the SCA’s Counsellors’ Network.
• While respecting individual staff member’s confidentiality, develop reporting mechanisms and providing authoritative advice to HR policy makers ensuring the impact of stress in the workplace is captured in HR policy making.
• Establish and maintain a direct conversation with members of the Security Office and provide recommendations for strategic security policy and decision making.

4. Policies and Procedures

• He/she is the owner of Recruitment guidelines, Training guidelines, Internship guidelines and mentorship guidelines and is responsible for their implementation of them.
• Comply with all relevant SCA policies and procedures with respect to the Staff Handbook (SHB), Code of Conduct, Fraud prevention policy, Harassment-Free Environment, and other relevant policies. Ensure that all staff read and comply with the relevant policies and that such forms are attached to their personal file
• Make sure that effective and efficient coordination and cooperation are in place between HR and all units
• Ensure compliance with appropriate health safety standards, and audit requirements
• Support and contribute to policy revisions and updates when needed
• Keep confidentiality of human resources issues including all documents
• Report any abnormality regarding HR management to the HR Director in KMO.

5. Supervisory Tasks

• Directly line supervise HR staff of recruitment and L&D sections in RMO
• Keep the unit team informed and guided on organizational priorities.
• Ensuring work plans are in line with the organization’s objectives and implement accordingly
• Ensuring recruitment of staff for KMO and all other HR functions are conducted in fair and transparent ways according to SCA’s policy.
• according to SCA’s policy.

Values:

1. Accountability and Integrity:

•  Take responsibility for your own work and honestly seek to achieve organizational and personal objectives.

2. Ambitious and Creative:

•    A commitment to growth and making difference in the lives of others through innovative ways

3. Collaboration:

• Builds and maintains effective relationships with the team, and colleagues, approachable, diplomatic, and supportive with developed listening skills. 

Skills Required

• English Fluency
• computer skills
• Leadership skills
• Ability to work effectively in team
• Fluency in Pashto&Dari
• organizational and planning skills
• Excellent analytical ability
• Excellent report-writing skills
• Excellent Communication skills
• Must be able to travel to the project sites

Submission Guideline:

• Interested qualified candidates should submit a full CV with a cover letter explaining their motivation in applying for the job and highlighting their relevant skills and experience.
• To apply online please send your application / CV through APPLY below link.

https://scahris.odoo.com/jobs/announcements/detail/head-of-hr-staff-development-393 

• Academic certificates or references need not be submitted at this time. These will be requested if called for an interview.
• Only short-listed candidates will be invited for a written test and/or interview.
• Applications after the given deadline are not accepted.
• SCA is committed to ethical standards and a safe and inclusive work environment. Our work is based on our values: Responsiveness, Equality, Impartiality, Social Justice, and Integrity.
• Background and reference checks are part of the recruitment process and will be conducted for the successful candidate.

Submission Email: