HR Advisor (Remuneration, Systems & Projects)

• Noumea-based position
• Attractive expatriate package
• Join the principal development organisation in the region

Description

The Pacific Community (SPC) is the principal scientific and technical organisation in the Pacific region, supporting development since 1947. We are an international development organisation owned and governed by our 26 country and territory members. In pursuit of sustainable development to benefit Pacific people, our unique organisation works across more than 25 sectors. We are known for our knowledge and innovation in such areas as fisheries science, public health surveillance, geoscience, and conservation of plant genetic resources for food and agriculture.

The Operations and Management Directorate (OMD) provides corporate services to all SPC Divisions and Programmes. It consists of three key departments: Finance, Human Resources and Information Services. OMD is focused on improving the effectiveness of systems, policies and management to provide high-quality customer-oriented services.

The role – the HR Advisor (Remuneration, Systems and Projects) will be responsible for the following key responsibilities:

1. Management of SPC Remuneration processes

Provide research and analysis to determine that SPC remuneration is fit for purpose, aligns to market and contributes to SPC attracting and retaining highly skilled staff. The job holder will be responsible for the maintenance and implementation of:

• Job Banding model ;
• Salary Scales and Benefits & Conditions for all locations and all staff ;
• Manage total remuneration packages in multiple currency and geographic locations ;
• Policy and system design for allowances related to education, housing, dependents and other similar allowances ;
• Annual Market Salary Surveys and relevant remuneration policies ;
• Provide advice and direction to HR on remuneration principals.

2. Job Evaluation methodology

• Responsibility for Job Evaluation methodology, ensuring a fair and consistent method is followed for Job Evaluations ;
• As the process owner support hiring managers and the HR team on job design and job evaluation methodology and process ;
• Library of Job Evaluation data is stored and managed accordingly ;
• Identifies areas where the job evaluation process is not understood or accepted and delivers training and awareness sessions ;
• Ownership of the escalation process and the provision of information and advice where a potential dispute may arise ;
• Liaising with the external vendor SP10 to work towards continuous improvements on process.

3. Management of Performance Development System

• Manage and update the annual PDS process whilst providing training to staff on the PDS process ;
• Conduct the annual review process and Advise on trends and issues ;
• Compile results and report to SLT ;
• Gain approval for salary increases ;
• Update Policies and processes as required, matching any changes to the process.

4. HR Systems

• Manage existing HR systems as well as Change aspects of new and existing systems ;
• Lead continuous improvement efforts in coordination with HR Director and other Senior members of the HR team ;
• Identify enhancements in current HR systems and process that have a positive impact of the HR team and the end user ;
• Provide training on a regular basis to existing and new staff on HR systems.

5. HR Analytics

• Manage the collation, formatting and regular delivery of HR analytics ;
• Identify opportunities for the production of HR data that will provide the organization with information to make informed people-related decisions ;
• Work with the HR business partners to deliver relevant HR data.

6. Quality service

• Foster and an environment where professional quality service is provided to customers.

7. Collaboration

• Provide support for and collaboration with the wider HR function

8. HR Project Implementation

• Ensure an active role in the implementation of HR projects as outlined in the HR strategic objectives and HR work plan.

For a more detailed account of the key responsibilities, please refer to the online job description.

Key selection criteria

1. Qualifications

• Bachelor Degree in Human Resources;

2. Technical expertise

• Specialisation in Remuneration for multi-country organisations ;
• 8 to 10 years of experience in Human Resources ;
• Knowledge of special drawing rights (SDR) mechanism and managing packages set up in SDR as currency ;
• Knowledge of HR systems, including technical configuration ;
• Skilled trainer or presenter ;
• Excellent consulting and influencing skills ;
• Demonstrated bias toward action, with a focus on getting things done and making things happen ;
• Ability to proactively define and execute partnering opportunities with HR and functional (e.g. Finance) partners ;
• Proficient in Microsoft Office Suite with advanced level Excel.

3. Language skills

• Excellent written and oral communications skills for effective communication in English ;

4. Interpersonal skills and cultural awareness

• Excellent interpersonal skills with a collaborative and inclusive mindset ;
• Cultural sensitivity and awareness, and the ability to effectively work with team members from different cultural backgrounds ;
• Knowledge of Pacific Island countries and territories is an advantage.

Salary, terms and conditions

Required start date – April 2020.

Contract Duration – This position is budgeted for three years and is subject to renewal depending on performance and funding.

Remuneration – the HR Advisor (Remuneration, Systems and Projects) is a Band 11 position in SPC’s 2019 salary scale, with a starting salary range of 4,022–4,931 SDR (special drawing rights) per month, which currently converts to approximately XPF 574,566–704,457 (USD 5,711–7,002; EUR 4,815–5,903). An offer of appointment for an initial contract will be made in the lower half of this range, with due consideration being given to experience and qualifications. Progression within the salary scale will be based on annual performance reviews. SPC salaries are not presently subject to income tax in New Caledonia.

Benefits for international staff employees based in New Caledonia – SPC provides subsidised housing in Noumea. Establishment and relocation grant, removal expenses, airfares, home leave, medical and life insurance, and education allowance are available for eligible employees and their recognised dependents. Employees are entitled to 25 days of annual leave and access to SPC’s Provident Fund (contributing 8% of salary, to which SPC adds a matching contribution).

Languages – SPC’s working languages are English and French.

Equal opportunity – SPC is an equal opportunity employer. Recruitment is based entirely on merit; in cases where two short-listed candidates are judged to be of equal rank by the selection committee, preference will be given to Pacific Island nationals.

Child protection – SPC is committed to child protection, irrespective of whether any specific area of work involves direct contact with children. SPC’s Child Protection Policy is written in accordance with the Convention on the Rights of the Child.

Police clearance – Successful candidates will be required to provide a police clearance certificate.

Application procedure

Closing date: 26th January 2020

Job Reference: AL000248

Applicants must apply online at http://careers.spc.int/

Hard copies of applications will not be accepted.

For your application to be considered, you must provide us with:

• an updated resume with contact details for three professional referees
• a cover letter detailing your skills, experience and interest in this position
• responses to all screening questions

Please ensure your documents are in Microsoft Word or Adobe PDF format.

All positions at SPC have specific screening questions. If you do not respond to all of the screening questions, your application will be considered incomplete and will not be reviewed at the shortlisting stage.

Screening questions:

1. Provide an overview of your compensation and benefits experience, with an example of how you have identified a particular remuneration issue and the steps you have taken to resolve the issue. How did you get buy in for the solution you implemented.
2. Please provide an example of where you have provided an organisation with the tools and training to assist managers in understanding and buying into a job evaluation methodology.
3. Please provide an overview of your HR systems management experience along with examples of HR systems change management and implementation.
4. What experience have you had in the implementation of an HR analytics framework? Please provide examples.  What were the key benefits for HR and the organisation, that arose from the implementation of this framework?