In a brief paragraph, state the position's overall purpose or objective, highlighting the general functions for which the position is responsible. Why does the position exist and what must it accomplish.
The HR Coordinator is responsible for the overall management and direction of the Country Office HR policy and procedures in CARE Afghanistan. S/he will ensure Country Office's HR functions are implemented efficiently and cost-effectively by providing adequate support to Head Office and Field /Regional Offices.
The incumbent is responsible for overall management and direction for HR services in CARE-Afghanistan ensuring effective leadership and guidance to uphold service delivery standards of HR which are compliant with the existing laws of the land as well as CARE's organizational policies. S/he will be expected to communicate CARE’s core values and provide leadership in CO overall HR support services such as workforce planning, recruitment & selection, talent management, staff development, staff wellbeing, staff discipline and grievances, etc. and ensure these functions are aligned with CARE’s business plans and fully support the delivery of CARE’s programs.
The position will also be part of wider network of focal points across CARE for GED and PSHEA and is a member of the CLT.
RESPONSIBILITIES
% of Time
Responsibility # 1: Staff management and supervision of the Human Resources Department
15%
Responsibility # 2: Smooth operation of human resource management, coordination and implementation of performance management system and professional development plans and talent management.
15%
Responsibility # 3: Ensure timely recruitment, selection, placement and staff orientation.
15%
Responsibility # 4: Salary & Benefits Management, Staff Discipline, Transition and employee welfare and wellbeing
15%
Responsibility # 5: Handle strategic HR issues, HR policy development and enforcement
20%
Responsibility # 6: Handling Legal matters, Financial management and other general responsibilities.
10%
Responsibility # 7: Champion Gender Equality and Diversity
10%
Ensure that CARE’s staff profile is reflective of the communities that CARE serves; and women have voice and agency in the workplace.
Ill. Reporting:
This position reports to the Country Director.
IV. Working Condition:
The position is based in Kabul, but travel to field offices as required
Safeguarding Responsibilities:
Requst and Respond via MDS reference check to other peer agencies in communication with CARE USA Safeguarding Team.
The position has authority to recommend changes in all policies and procedures in the HR Manual, including issues of staff compensation and benefits. Directly supervises the HR staff.
The position has regular contact with the CD, ACDs, Program Directors, Head of projects/departments/units and Provincial Managers at the Field Offices. Contact is also maintained with Regional HR Business Partner for Asia, HR network members of Asia Region and International NGOs of Afghanistan.
There are three levels of problem-solving: 1) What has to be done and how to do it are clearly defined, and the incumbent will face identical or similar problems on a regular basis; 2) What has to be done is known, but how to do it is not defined. The incumbent must use interpolative skills to pick and choose the right strategy to address a given problem; and 3) Why things are done is known, but what has to be done and how to do it are not defined. Situations are variable and the incumbent’s response will involve analysis, problem definition, development of alternatives, and making recommendations. He or she will face and address problems that are typically non-recurring.
Please indicate which of the above levels of problem-solving this position will face, and why the position falls into that category.
The position falls into Level 2 where the incumbent must extensively use interpolative skills to choose the right strategy to address complex issues, including unforeseen employee dissatisfactions, uncertain security environment prevailing in the country and complex legal environment. Though operational guideline is found in the HR Manual, there may be situations where clear guidance is not given and the incumbent has to address the problem through own analysis and judgment.
Safeguarding:
CARE places human dignity at the center of its relief and development work. At the heart of CARE’s efforts to impact poverty and social justice is its engagement with marginalized communities, and vulnerable adults and children. Vulnerable adults and children are particularly at risk of sexual exploitation and abuse. CARE commits to the protection from sexual harassment, exploitation, and abuse and of vulnerable adults and children, involving CARE Employees and Related Personnel. CARE has a zero tolerance toward sexual exploitation and abuse and child abuse. CARE takes seriously all concerns and complaints about sexual exploitation, harassment and abuse and child abuse involving CARE Employees and Related Personnel
CARE Afghanistan participates in the Inter-Agency Misconduct Disclosure Scheme. In line with this Scheme, we hereby request information from candidate’s previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the candidate left employment. All CARE Afghanistan’s offers of employment are subject to satisfactory references and appropriate screening checks. By submitting an application, the applicant confirms his/her understanding of these recruitment procedures.
Afg.Vacancies@care.org
