Country People Manager

Description

Heifer International is an equal opportunity employer.  All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with some form of specially abled.

FUNCTION:
The Country People Manager will act as a business partner with the country office Leaders in support of strategic programmatic objectives, the Country People Manager advises and coaches senior leaders, supervisors and employees in all elements of employee life cycle. The position will work collaboratively with Regional People Director to ensure operational excellence, achieve the best employee experience, and center of expertise in co design efforts to deliver integrated HR solutions, including workforce planning, performance management, talent transformation, management and leadership development among others. 
Country People Manager primary responsibility is to align HR strategies with business objectives, fostering a positive workplace culture, ensuring the organization attracts, develops, and retains top talent. CPM will collaborate with the Global and Regional People Team to align and contextualize global programs and initiatives to the local context to maintain an organizational culture and direction in how Heifer interacts with the organization´s most important strength and competitive advantage: its people.

The CPM will promote and optimum “employee experience” by providing high-quality support to Heifer Senior Leadership and managers and ensure compliance with applicable labor laws, relevant donors’ regulations, and Heifer’s People-related policies and procedures. The CPM will also contribute to the service delivery of the Regional People Team.
Regular travel to project sites is anticipated to enhance relationships with employees, foster trust, and gain a thorough understanding of their needs. These visits require a mild level of tolerance for in country long-distance road travel, varied environmental conditions (such as heat or rain), and moderate physical activity.

RESPONSIBILIIES AND DELIVERABLES:
People strategy ( 20%)
•    Co Design   with Country Office Senior Leadership team and monitor PD solutions. 
•    Strive to achieve global, regional, and country People Objectives relevant to the country.
•    Develop, update, and enforce national People´s policies and procedures ensuring compliance with Heifer´s International policies.
•    Collaborate with executive leadership to drive organizational effectiveness and contribute to long-term business success.

Recruitment Talent Acquisition: ( 20%)
•    Develop and implement effective strategies to attract, hire, and retain top talent. 
•     Implement effective talent development and “employee experience” programs.
•    Manage full cycle including, posting, interviews, checking references, background screening, contracting, and onboarding while staying in compliance with Recruitment Policy and SOP. 
•    Work with country directors and other stakeholders to assess talent needs for proposals and new projects.
•    Work on succession planning to ensure a robust talent pipeline.
•    Direct responsibility and supervision with regards to: Receiving and reviewing budget for new job vacancies, receiving and reviewing terms of reference for new positions, posting job vacancies on Jobvite, reviewing references on skillsurvey, administering and analyzing psychometric tests with Psicosmart, reviewing anti-terrorism information, conducting pre-interviews or review calls with candidates, participating in interview panels with hiring managers and an additional panelist, preparing recruitment and selection folders, creating interview formats, conducting interviews, preparing and conducting case studies for leadership positions, supervision and leadership, and analyzing candidates to be selected.

Employee Engagement and Relations: ( 20%)
•    Work closely with Senior Country Director and supervisors to address any employee relation issue, provide guidance on policies and coach managers. 
•    Enhance leadership´s ability to foster open communication and effectively handle demands, address grievances, and manage human resources conflicts. 
•    Collaborate closely with the Regional People´s Team to develop and implement initiatives to strengthen leadership´s capacity to embrace innovation, diversity and inclusion.
•    Oversee and manage a performance appraisal system that drives high performance.
•    Built leadership´s capacity to set performance goals and provide constructive feedback.
•    Create and execute strategies aimed at fostering a positive workplace culture, promoting a healthy work-life balance, and prioritizing employee well-being. 
•    Design and implement initiatives that focus on enhancing employee recognition, engagement, a sense of belonging, and overall morale.

Human Resources Technology and Administration: ( 10%)
•    Keep local and global HRIS systems up to date and maintain high quality HR records and systems. 
•    Produce timely and high-quality reports on major personnel changes, department objectives, and global KPIs. Keep secure human resource records and maintain confidentiality. 
•    Manage Recruitment process documentation and recruitment data base and reporting.
•    Ensure legal compliance throughout human resource management processes and guidelines.
•    Facilitate timely completion of internal HR audits. 
•    Conduct employee surveys and analyze feedback to drive improvements.
•    Implement and enhance HR information systems and technology, utilizing data analytics to drive decision-making, identify trends, and leverage technology to streamline HR processes.
•    Management of new hires, terminations, changes in supervision, timesheets, salary updates, rehiring, various audits, CO reports by date in the Agresso system.
•    Direct responsibility and supervision in the loading of employee records in the Laserfiche system.
•    Tracking for Honduras of the use of the Modern Health system, and all general systems used in the area for employees.

Compensation Management:  ( 5%)
•    Conduct compensation reviews, benchmarking, and regular market analysis to ensure competitiveness of the organization.
•    Administer a compensation and benefits programs that ensures competitiveness and compliance. 
•    CPM will promote internal equity by adhering to relevant compensation policies and advising management on compensation levels through analysis of both internal equity and external competitiveness.
•    Annual review of the personnel workbook for salary budgeting with corresponding employer burden, semi-annual reforecasting review.
•    Annual update of salary scales, direct work with birches, annual work in the merit-based increment process according to performance goal results.
Payroll:
•    Monthly preparation of payroll
•    Semi-annual adjustment of accounting accounts in the payroll according to the corresponding payment percentage
•    Support and monitoring of pension fund administration registration
•    Calculation of RAP (Advance Pension Rent), ISR (Income Tax), and various deductions
•    Monthly sending of pay slips
•    Registration of extraordinary savings in the pension fund
•    Monthly report submission to AFP (Pension Fund Administrator)
•    Monthly report submission for offshore contributions
•    Monthly submission of organizational chart to headquarters
•    Calculation of benefits, settlements, mutual agreements, exit interviews, hires, and terminations in the Payroll system
•    Management of vacation leave in the Payroll system
•    Records of salary changes
•    Management of outsourced payroll
•    Special payroll file

Learning & Development: - ( 10%)
•    Identify in country employee development opportunities and training needs, plan, manage and coordinate the delivery of learning solutions across the business ensuring the completion of training plan including the mandatory training of the Organization. 
•    Support management to identify training needs and budget for the different project’s development efforts. 
•    Provide advice and coaching to line managers in country according to established HR policies and procedures to enable people management topics.
•    Support career development initiatives.
•    Management of training and development budget
•    Management of training and development annual licence

People Management ( 10%)

•    Supervise the performance of HR assistant, set their performance objectives, monitor its implementation and advice for their improvement when needed.

•    Contribute to keeping team morale high, taking the necessary steps to improve retention, motivation, engagement, and employee well- being.

Other    job-related duties (5%)

•    May perform other job-related duties as assigned.

ESSENTIAL COMPETENCIES:
•    Ability to work closely, as a business partner, with the leadership team and various departments to align and implement HR strategies to support business objectives. This involves understanding the business's needs and providing HR solutions to support organizational success.
•    Ability to manage complexities, cultivates innovation, it is action oriented and plans and aligns work process to drive excellence.
•    Ability to manage the culture and environment of the organization relative to country, regional and HQ levels.
•     Skill in leading and managing organizational change initiatives.
•    Strong cultural sensitivity, possessing the skills to cultivate an inclusive workplace that values diversity. Capable of championing and leading initiatives focused on diversity and inclusion.

QUALIFICATION AND SKILLS

•    Bachelor’s degree from a college or university and four or more years of related human resources experience, or an equivalent combination of education and experience.
•    Proven 7 years of experience in HR Business Partnering or related high level specialist role.
•    Al least 3 years od experience in supervisory role. 
•    Strong consultation skills and experience influencing and interacting with senior leaders.
•    Outstanding people and client relationship skills. Proficient in coaching, mediating, influencing, facilitation, presentation, communication, analysis, and problem solving.
•    Strong business acumen in multi-national environment. Deep understanding of INGO and global context, HR best practices, and country´s labor law and regulations.
•    Willingness to travel up to 30% of the time.
•    Previous experience with an International NGO is highly valued. 
•    Comfortable learning new technologies and HR systems. Previous experience with HRIS 
•    Experience in implementing strategy, meeting objectives, and working within a matrix structure.
•    Ability to influence and persuade stakeholders to support HR initiatives.
•    Active listening, negotiation, and strong communication skills. 
•    Ability to build and maintain positive relationships with internal and external stakeholders. 
•    Proficiency in handling, with fairness and effectiveness, employee conflicts, grievances and topic-sensitive investigations.
•    Commitment to ethical conduct and the highest standards of professionalism.
•    Ability to handle sensitive information with discretion.

•    Fluent in Spanish and proficient in working-level English.

Preferred skills
•    Professional certificate in HR/OD/ Management.
•    Certificate as a agile coach. 
•    Data Literacy
•    Design Thinking

Keywords

Human ResourcesBusiness PartneringLeadershipTalent AcquisitionEmployee EngagementRecruitmentTrainingDevelopmentCompensation ManagementPayroll