Danish Refugee Council recrute un(e) “Regional HR & Admin Officer” عودة إلى الفرص

Job title: Regional HR & Admin Officer – for Personnel Administration

Band: NM-H

Reporting to: Regional Human Resources Manager (RHRM)

Technical line manager: None

Unit/department: Human Resources

Location: Tunis, Tunisia (North Africa Regional Office)

Overall purpose of the role:

The Regional HR & Admin Officer is the focal person for all national HR matters (for NARO staff) in the office duty station. S/he manages the preparation of HR tasks and maintenance of staff information including not but limited to national staff payroll, securing visas for international staff/visitors, maintaining personnel files, preparing staff contracts, managing ERP database for NARO national staff, etc. Works within the HR & Administration procedures of DRC, and in compliance with all national acts and legislation. The Regional HR & Admin Officer reports to the Regional HR Manager.

Responsibilities:

Administration & Office Management

• Ensure staff and visitors requiring Visas and other legal documents are organized in timely manner.
• Ensure all necessary office resources (Stationaries, office supplies, drinking water are stocked and managed.
• Manage the expat staff guest houses.
• Update the Accommodation Tracker and circulate to all relevant parties on a weekly basis
• Organize meetings, trainings and other events as requested
• Proceed to hotel bookings for visitors, and coordinate with the Support services department for transportation arrangements;
• Proceed to air tickets bookings for visitors and staff (incoming and outgoing), and coordinate with the Support services department for transportation arrangements;
• Movement plan management (excel table update and diffusion), for NARO staff movements;
• NARO Cleaners management

Local Legislations/Taxes

• Ensure all staff taxes and legislative obligations are done on time as per the government deadlines.
• Establish/maintain good working relationships and contacts with government departments that DRC NARO works with.
• Ensure all administrative matters are properly followed up and legally standing according to the Tunisian legal systems/requirements.
• Communicate with lawyer when requested and keep a legal watch on quarterly basis
• Visa management for expatriate and national staff (incoming and outgoing visas) – liaison with foreign embassies
• Residence and work permit management – liaison with Ministry of interior and border control and ministry of labor

Human Resources

• Manage national NARO staff contracts, extensions, terminations, etc. (along with the required supporting documents, policies, etc.)
• Hire and manage staff files on Dynamics,
• Create, Monitor, Update and dispose of the HR archives in accordance with the RHRM directives and relative documented procedures;
• In close coordination with the RHRM lead the disciplinary action process / disciplinary procedure (section 3.4 Employee Handbook);
• Managing employees leaves; monitor the leave counts and remind managers of it; validate leaves against the NARO regulations and insert them in the payroll calculation tables;
• Prepare the monthly payroll for NARO national staff
• Ensure all staff personal files are updated according to the checklist/DRC procedures on constant basis.
• Ensure all staff complete the Induction (as per the DRC induction checklist)
• Procure DRC ID cards for all staff
• Support the HR officer for Personnel Development in all national NARO staff recruitments are ensure they are done in accordance with DRC recruitment processes.
• In collaboration with the Regional CoC focal point, oorganise trainings on CoC for staff.
• Deliver regular trainings/refresher courses on other HR policies/procedures to staff when it is necessary.
• Update and compile the staff contact list regularly
• Assist Heads of Departments with Annual Leave Planning as needed
• Register employees in social security ; In coordination with the finance department insure timely reporting to the NSSF /CNSS (Social Security);
• Register employees in the medical insurance an liaise with the medical insurance broker monthly keeping the RHRM in cc

Performance Management

• Support the HR officer for Personnel development in Following up with Line supervisors and ensure the Performance (Probation) objectives are set and filed within two weeks of the appointment date.
• Support the HR officer for Personnel development in Ensuring the reminders on staff performance (Probation) evaluations are sent to the line managers and final evaluations are filed before the deadline of Probation evaluation.
• Support the HR officer for Personnel development with the implementation of Learning & Development initiatives
• Support the HR officer for Personnel development in Ensuring all performance management procedures are followed (including probation and Performance & Development reviews, performance improvement plans, disciplinary actions, etc.)

 Other

• Focal point for HR & Administration in the office
• Serve as technical resource person for the HR department in the duty station
• Report to the Regional HR Manager any irregularities that occur within the DRC office, staff compound and sites on DRC policy and procedures.

Key stakeholders: (internal and external)

• MOL/Lawyer/Health Insurance company/INGOs
• Finance, Support Services units/departments
• All NARO program/operations units/departments