HR Officer (Compliance) Nigeria Roving

1. Role and responsibilities

The purpose of the HR Officer position is day to day implementation of the support functions responsibilities. Use actions words such as ensure, implement or assist for the position relevant responsibilities.

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 Development plan.

1. Ensure adherence with NRC policies, tools, handbooks and guidelines
2. Implement delegated support function portfolio according to plan of action
3. Prepare and develop status reports as required by management
4. Ensure proper filing of documents
5. Promote and share ideas for improvement of the support function

Specific responsibilities

These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus and type of programme intervention. This section shall be revised whenever a new employee is hired or the context changes significantly.

• Responsible for implementation of HR policies and procedures
• Responsible for managing the NRC people Solution 
• Ensure that all recruitments at the Country Level is followed up from start till finish
• Support staff with the tools & procedures for performance management
• Focal person for Medical Insurance (Enrolment of Employees and Comtract Management)
• responsible for ensuring compliance with Timesheet, Payslips 
• Take the lead in vacancy announcements and longlisting of requested positions according to approved organogram

Critical interfaces

By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:

•            AM, Programme Unit, Support Unit at area level

•            HR Manager and Coordinator at country level

1. 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 two categories:

1. Professional competencies

These are skills, knowledge and experience that are important for effective performance.

Generic professional competencies:

•            Three (3) years’ experience from working as a HR or Admin, from an Officer level and in a humanitarian/recovery context

•            Previous experience from working in complex and volatile contexts. Work experience in the Northeast is a plus.

•            Documented results related to the position’s responsibilities

•            Knowledge about own leadership skills/profile

•            Fluency in English, both written and verbal

Context/ Specific skills, knowledge and experience:

•            University degree in relevant field

• Knowledge of the context in (North East)

•            Knowledge of the local language (Kanuri & Hausa) – will be an added advantage

• Good communication & inter-personal skills is required
• Good knowledge of the Nigerian Labor Law

2. Behavioral competencies (max 6)

These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioural competencies, and the following are essential for this position:

• Handling insecure environment
• Planning and delivering results
• Empowering and building trust
• Communicating with impact and respect

1. Performance Management

The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews:

•            The Job Description

•            The Work and Development Plan

•            The Mid-term/End-of-trial Period Performance Review Template

•            The End-term Performance Review Template

•            The NRC Competency Framework