Re- Advertised; REGIONAL HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT ADVISOR

SOS Children’s Villages International (SOS CVI) is non-governmental and non-denominational organization working with communities, partners and states to ensure that the rights of all children are fulfilled in every society. SOS CVI is a global federation working to protect and care for children who have lost parental care, or who stand at risk of losing the care. We respect all religions and cultures and work with trusted partners in places where we can contribute to social development. Everything we do is made possible through the generous support of sponsors and donors, institutional and corporate partners, and loyal friends worldwide.

Envisioning that every child belongs to a family and grows up with love, respect and security, we exist to build families for children in need, we help them shape their own futures, and we share in the development of their communities. Everything we do is guided by the firm belief that no child should grow up alone and that we need to improve care for children who are at risk, enabling them to overcome precarious conditions and to succeed in life. Our core values guiding who we are and what we do include courage to take action, commitment to keep our promises, trust to believe in each other, and accountability to be reliable Partners. SOS CVI Eastern and Southern Africa Regional Office( ESAF) would like to recruit to fill the following vacant position within its Human resource and Organization development function.

Position title:                         Regional Human Resources and Organizational Development Advisor (Talent Acquisition and Safe Guarding)

Working location:                 Addis Ababa, Ethiopia

Reports to:                             Director of Human Resources and Organizational Development

Region:                                  East and Southern Africa (ESAF).

Summary of the Position

Under the leadership of the Director of HR/OD ESAF the incumbent will be providing technical and HR Business partnering and OD support to the regional office and assigned Member countries in the region in line with the relevant SOS Children’s Villages policies and procedures. He/She will be responsible for a given number of (Member associations/countries) within the Region in providing technical and will be responsible for Talent Acquisition and ensuring a Safeguarding environment.

Key Duties and Responsibilities:

General tasks across all Safeguarding PSHEA initiatives:

• Supporting and/or provide feedback on content development of respective policies, regulation, guidelines, tool-kits to ensure regional and MA perspective is duly considered.

• Training and facilitating of respective content as it is available and necessary for implementation.

• Awareness raising and communication support.

• Coordinate respective implementation plans across the region.

• Support and strengthen the development of a respective HR network of SFP3 focal points across the regions to ensure respective capacity building and knowledge sharing.

• Support to ensure the set up a robust reporting and responding environment and capacity building of incident management and investigation.

• Support the implementation of the Gender Equality Policy in the IOR and MAs.

• Support the gender audits and gender action planning as well as the implementation of the action plan at IOR and MA level.

• Contribute to the establishment of accountability mechanisms to measure progress towards gender equality in the IOR including ensuring Gender KPIs for HROD are collected, analyzed and used effectively.

• Contribute to the implementation of the PSHEA Policy at IOR level and MA level.

• Strengthen Federation culture around PSHEA.

• To be a member of the IOR safeguarding and Integrity Team and to take a lead role in the following areas supported by other members of the Safeguarding and Integrity Team:

• To complete a PSHEA risk assessment and audit

• To strengthen safe recruitment and employee life cycle

• To implement a PSHEA action plan for the IOR

• To train staff on PSHEA at IOR

• To support colleagues to make sure donor expectations are met

• To attend training to improve safeguarding knowledge and skills

• To be a member of local safeguarding networks e.g. PSEA network

• To support the roll out PSHEA Regulation at MA level.

• Support MA's to establish Integrity and Safeguarding Teams, complete risk assessments and audits and implement PSHEA Action Plans.

• To support the development of reporting channels at IOR and MA levels with support.

• To support the commission and process of  investigations with senior management support at IOR and MA level and to promote a survivor centered approach to PSHEA

• To adhere to internal reporting requirements on PSHEA.

• Revision of HR polices on Safeguarding Principles; As needed provide input and work with the IO Project-lead on the revision of respective policies and processes to ensure regional and MA perspective is considered and included; Support content development of new polices/guidelines/tools as they have been identified   and necessary to foster a safeguarding environment., Coordinate and ensure training, implementation and monitoring of set KPIs.

• Values-Based Competency Frame: Coordinate and ensure implementation and mainstreaming of values-based competencies into the key HR processes at regional and MA level, as available and necessary provide training for HR Community in the region . Support respective awareness raising initiatives at regional and MA level. Coordinate and ensure mainstreaming of values-based competencies into Leadership trainings, on boarding principles and focus of further developments as necessary.

• Revision of Code of Conduct:  Serve as focal point to provide feedback and input on respective content development, Support and ensure implementation at the regional level, Ensure Monitoring of KPIs in the region and follow up on quality standards as needed, Participate in the TOT for the standard Code of Conduct training; organise and deliver training at the regional level and serve as TOT focal point for MAs in the Region.

• Federation culture development; Review and adapt awareness raising material for leaders; Support with the roll-out of awareness raising sessions for leaders and boards, Participate actively in awareness raising sessions as needs be, Report on impact of awareness raising sessions for leaders and boards.

Talent Sourcing and Acquisition

• Responsible to provide end to end support in Talent sourcing, acquisition, employee onboarding and induction processes for the regional office as well as for recruitment of senior member of the Member associations.
• Provide overall HR Business partner service to the regional office and to assigned countries including performance management, learning and development, organization design, restructuring and change management processes and HR and related policies reviews,
• Utilize and maintain recruitment plans and reports, tools and policy guidance and processes to support efficient talent sourcing, acquisition and selection processes to meet the needs of the regional office and member associations.
• Create and implement end-to-end candidate hiring processes to ensure a positive experience and employer branding, ensure appropriate documentation of recruitment processes
• Provide coaching and capacity building and fosters exchange and knowledge sharing in the topic of compensation and benefits and talent sourcing, acquisition and employee onboarding processes among the region wide HR community network.
• Monitor cluster country HR policies and processes are aligned to international HR minimum quality standards & guidelines.
• Supports member associations in individual and organizational capacity assessment and HR Audit processes, design and delivery of HROD capacity building strategies and plans.
• Coordinate the compilation of region level HROD reports and HROD KPIs follow up.
• S/he will be responsible within own area of work and cluster countries to raise awareness of the SOS Child Protection Policy principles and to prevent and protect children from all forms of abuse, abandonment, exploitation, violence and discrimination. Also responsible to report any CS suspicion, concern, allegation or incident immediately following Child Safeguarding reporting procedures.

Requirements:

• Master Degree in Human Resources/Organization development/Business Administration and Public Administration or any other related field
• At least 7 years of experience in a generalist HR Management with strong technical knowledge in Compensation & Benefits management and talent sourcing, acquisition and onboarding, safeguarding of these at least 3 years relevant managerial or senior advisory experience.
• Strong experience in Talent sourcing and Acquisition and full-cycle recruiting, using various interview techniques and evaluation methods as well as on boarding processes.
• Strong experience in creating a safe environment for organizations through safe guarding initiatives.
• Solid experience in and job evaluation methodologies, job grading, benchmarking, salary structure design, including sound legal knowledge (contracts, payroll, termination benefits, preferably at regional level as well as in talent sourcing and pipelining
• Competency in Human Resources process management, capacity assessment & building skills
• Proficiency in all Microsoft office applications with advanced skills in Excel Applications and online talent acquisition software.
• Strong communication, planning, analytical, HR metrics and report writing skills
• Work experience in virtual collaboration and multicultural team coordination, facilitation skills are added advantages

“SOS Children’s Villages International holds strict child safeguarding principles and a zero-tolerance policy for conducts of sexual harassment, exploitation and abuse in the workplace and other places where the organization’s activities are rendered.  Parallel to technical competence, recruitment, selection and hiring decisions will give due emphasis to assessing candidates value congruence and thorough background checks, police clearance reference check processes”.

How to Apply

If you believe you are the right candidate for the above position, please send your application letter, detailed curriculum vitae (CV), and photocopies of academic certificates, and names and contact details of three referees.

Applications that are late, or do not have CV or certificates attached, will be disqualified. Only shortlisted candidates will be contacted.

Applications including at least three traceable referees should be sent electronically through iCIMS NOT LATER THAN Wednesday 14th  2022.

Female candidates are highly encouraged to apply.