HR Officer

RESPONSIBILITIES AND DELIVERABLES: (including approximate percentage effort)

Human Resources Operations & Compliance (35%) 
• Manage end-to-end employee lifecycle processes including onboarding, confirmation, transfers, promotions, and separations.
• Ensure HR policies, procedures, and practices are implemented consistently across the organization.
• Maintain employee records and personnel files in compliance with organizational standards and statutory requirements.
• Ensure timely completion of HR documentation, contracts, employment letters, amendments, and employee communications.
• Monitor compliance with statutory requirements, audits, and internal controls.
• Coordinate with external vendors, consultants, and service providers for HR-related services.
• Support internal and external audits by providing accurate HR documentation and reports.
• Maintain confidentiality and security of employee information and HR records.

Talent Acquisition & Workforce Planning (20%) 
• Coordinate and manage end-to-end recruitment processes for assigned positions.
• Partner with hiring managers to understand workforce needs and support manpower planning.
• Manage candidate sourcing, screening, interview coordination, offer management, and onboarding activities.
• Track recruitment metrics including time-to-fill, hiring costs, candidate pipeline, and onboarding  effectiveness.
• Build and maintain talent pools for future organizational requirements.

HR Systems, Payroll & Benefits Administration (15%) 
• Serve as the focal point for HRIS data management and employee records administration.
• Coordinate monthly payroll inputs and validate employee data for payroll processing.
• Administer employee benefits programs including insurance, wellness initiatives, leave management, and statutory benefits.
• Ensure timely updates of employee data in local and global HR systems.
• Generate HR dashboards and reports related to headcount, attrition, recruitment, leave utilization, and workforce demographics.

Employee Relations & Engagement (15%) 
• Act as a trusted point of contact for employee inquiries regarding policies, benefits, and HR processes.
• Plan and execute employee engagement initiatives, wellness programs, recognition activities, and organizational events.
• Promote a positive workplace culture aligned with organizational values.

Performance Management & Learning (10%) 
• Support implementation of performance management processes including goal setting, reviews, and development planning.
• Coordinate training programs, learning initiatives, and capacity-building activities.
• Track learning participation and maintain training records.
• Support succession planning and employee development initiatives.

May perform other job-related duties as assigned (5%) 

QUALIFICATIONS AND SKILLS: 
• Bachelor’s degree in human resources, Business Administration, or related field. Postgraduate qualification or certification in Human Resources Management preferred.
• 4-6 years of progressive HR experience with significant exposure to HR operations, employee lifecycle management, recruitment, compliance, and employee relations..
• Knowledge of the NGO business sector; Knowledge of institutional funders for international development, a plus.
• Basic understanding of HR best practices, employment law, and regulatory requirements.
• Proficient in Microsoft Office (Word, Excel, PowerPoint) and experience with HRIS or payroll systems is a plus.
• Practical knowledge of the local country generally accepted accounting principles and fiscal statutes.
• Experience with accounting systems