Director, Human Resources

CIFOR is looking for a

Director, Human Resources (re-post)

1. As a member of the Executive Management Committee (EMC) the Director will:

• Participate in the overall management of the organization
• Prepare and lead HR discussions at monthly EMC meetings
• Contribute to the development of the Center's plans and initiatives, providing advice from the perspective of the impact on staff.

 

2. Develop, review and update the HR strategy and management policies, systems and practices in order to:

• Fully support the implementation of CIFOR's strategy
• Reflect global best practices in human resources management, including best practices in gender and diversity
• Meet ethical standards and legal requirements, especially in compliance with regulations at the national level that affect our offices around the world.

 

3. Assisted by HR professionals, plan, develop, and manage the human resources functions, which include:

    a) HR strategy, design and implementation:

• Evaluate and advise on the impact of programs, initiatives and strategies that affect the attraction, motivation, development and retention of staff.

 

     b) Staffing and contract management:

• Oversee staffing strategies and implementation plans and programs to identify talent within and outside the organization.
• Identify appropriate and effective external sources for candidates, including manage partnerships with relevant organizations to ensure the appropriate implementation of secondments and employment relationships.
• Oversee the contract management of all staff, secondees, partners and consultants, and ensure compliance with the organization's policies and procedures and the laws/regulations applicable to all CIFOR offices.
• Manage an effective orientation program to welcome and integrate new employees into the organization’s culture; and
• Manage all staff movements: promotion, transfer and departure of staff including implement an exit interview program to obtain inputs/feedback concerning the organization's operations, management and programs.

 

    c) Organizational development:

• Develop and review the organizational design–the organization’s structure, design and classification of positions, and human resources planning.

 

    d) Compensation management: 

• Develop parameters for and oversee an equitable compensation and benefits structure, including salary packages and benefits pertaining to health care, retirement, insurance, leave and expatriation (e.g. housing, education assistance, relocation and repatriation, and other relevant benefits); and
• Continually assess the internal equity and also the competitiveness of the compensation programs against the relevant comparable organizations and markets.

 

    e) Performance Management: 

• Oversee the performance management process, and assist the management in the analysis of both individual and team performances.

 

     f) Learning and development:

• Lead needs assessment to identify competency, knowledge and talent gaps, and develop professional development plans, learning and training programs based on organizational and individual needs.
• Manage the upward feedback program for the senior management team; and
• Encourage knowledge sharing throughout the organization.

 

     g) HR Information Systems:

• Enhance and/or develop and implement the HR Information Systems (HRIS) to improve the overall operation and effectiveness of the organization. In particular, ensure the HRIS database provides timely and accurate information.

 

     h) Employee relations:

• As a senior internal consultant and facilitator assist managers and employees in resolving employment and/or performance issues; and
• Provide managers with coaching and technical advice in people management.

 

      i) Personnel administration:

• Ensure that all personnel transactions follow the appropriate procedures and that all requirements are met prior to the approval of a transaction.

 

4. Lead, manage and evaluate the HR team plan and facilitate the development of performance plans for the team members. Lead the team in providing expert and customer-oriented services.

 

5. Introduce international HR policies, programs and issues to the team and establish standards for the organization in these areas. Understand the differences among national and international policies that affect our work, and coordinate the integration of policies and programs where possible.

 

6. Plan and manage HR annual budgets and other financial accountabilities of the Human Resources Division.

 

7. Liaise with centers, institutions and initiatives within the Consultative Group for International Agricultural Research.

 

8. Support the CIFOR Board of Trustees and serve as secretary to the Nominations and Human Resources Committee.

 

9. Carry out other relevant tasks and projects as required by, and mutually agreed with, the Director General.