Human Resources (HR) Manager

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Human Resource and Recruitment, Management
Addis Ababa 
Career Level:
Managerial Level (Manager, Supervisor, Director)

Job Description

Reports To: Chief Operations Officer

Organizational Overview

Monitoring, Evaluation, Research, and Quality Improvement (MERQ) is a private consulting firm established by a team of enthusiastic Ethiopian professionals with a mix of medical, public health, program evaluation, health care quality, and capacity building backgrounds.

MERQ is a firm that aspires to be a pragmatic choice for those who are looking for genuine engagement in research, scientific inquiries, and program implementation. It has been operating in Ethiopia since 2013, has done several small-scale and large-scale undertakings of public health of social importance, and has collaborated with several local and international partners. Most of its engagements were contractual, and at the moment have expanded to grant management.

Job Summary  

The Human Resource Manager (HR) is responsible for delivering outstanding People and Organisational Development support to the MERQ Office. With a deep understanding of the human resource needs and what makes great people management, the HR manager and the COO will develop and embed people solutions.

Duties and Responsibilities 

  • Develop a clear understanding of the HR needs, create and effectively manage the HR needs of the organization
  • Prepare, improve and update HR related manuals according to the most updated / current statutory legislation and MERQ policies
  • Take part in recruiting of both long- and short-term staffing for the organization based on project and overall organizational needs; ensure all required regulatory process is followed and required paperwork is in place in the selection and hiring or contracting of staff and consultants. Use appropriate, effective and creative recruitment and selection approaches. 
  • Designs and implements staff motivation schemes and monitors their effectiveness.
  • Ensure all payroll related payments are processed accurately, timely, and confidentially at all times; Ensure that all staff understand clearly their job descriptions and responsibilities, pay-scale, gross vs. net pay, allowances and benefits, opportunities for growth, and available resources for support they may need while on the job.
  • Support managers to drive, communicate and sustain change implementation by ensuring clarity on the rationale for change, the future vision, what needs to be done and what the impact is. 
  • Support and coach staff and managers to create clear appraisal objectives, hold open and honest conversations, recognise success and implement performance improvement plans.  
  • Identify skills and capabilities required to deliver current and future work. Develop an annual resourcing plan and support and challenge managers to make the right resourcing choices. Use appropriate, effective and creative recruitment and selection approaches. 
  • Ensure new and transitioning employees receive a thorough induction and coach managers on their role in delivering this. 
  • Support directors and managers in identifying and maximising high potential and succession planning. 
  • Coach managers and directors to understand employee learning needs, career aspirations and to build learning and development plans. Recommend suitable learning methods and develop an annual learning and development plan. 
  • Manage and continuously improve reward ensuring an appropriate mix of pay, benefits and non-pay rewards in line with MERQ’s reward principles and national legislation. Contribute to reward benchmarking and coach managers in talking to employees about reward. Ensure payroll and reward is delivered and communicated effectively. 
  • Provide specialist advice and instruction to managers on employee relations issues (i.e. disciplinary, grievance, capability, bullying and harassment) in line with the HR policy, and statutory legislation, working with legal providers as needed. 
  • Give accurate and appropriate advice, training and support to managers to recognise, respect and enable diversity.
  • Other role related tasks / activities as required by the COO.  

Job Requirements

Educational Background

  • HR level qualification at degree and/or postgraduate level or MBA/BA in Management with at least 10 year’s experience  in HRM
  • Strong change management skills
  • Providing timely and high-quality advice and work in all aspects of HR (recruitment, reward, employee relations, employment legislation, learning and development, change management, policies and processes) 
  • Strong knowledge in HR best practice and innovative new practices 
  • Strong knowledge, understanding and application of employment law

Competencies and Skills

  •   Analytical and numeracy skills, to produce and distil accurate information 
  • Strong IT skills particularly MS Word, Excel and Outlook, with experience of using HR databases, online recruitment tools and Intranets
  • Strong communication skills in written and oral English and Amharic

How to Apply

If you are interested and would like to apply for this position, please send your CV and cover letter to [email protected] before midnight March 20, 2021. Please mention the position title on the subject and the CV and cover letter should be attached in the email as PDF format. Only short-listed candidates will be contacted.

Note: Application for the vacancy should be only through the email address mentioned above. 

Female candidates are encouraged to apply.

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