Job Detail

Samaritan's Purse is a non-denominational evangelical Christian organization providing spiritual and physical aid to hurting people around the world. Since 1970, Samaritan's Purse has helped meet needs of people who are victims of war, poverty, natural disasters, disease, and famine with the purpose of sharing God's love through His Son, Jesus Christ. Samaritan's Purse International Relief is seeking to hire qualified persons to fill the following position, JOB PURPOSE The Human Resource Coordinator oversees the consistent implementation of HR policy; practices and procedures in people management in SP South Sudan so as to attract, develop, utilize and retain a high-quality workforce in support of SP's Mission in South Sudan. As a key member of the Human Resources team, and in close collaboration with the Head of Human Resources, the HR Coordinator specifically leads on standardization and implementation of HR policies, practices and procedures across all SP bases and offices in South Sudan through capacity building, technical support and business partnering with line managers. The position holder will be responsible for directly working with HR officers and Senior HR officers in ensuring all HR processes in the employee cycle from entry to exit are professionally managed as per applicable guidelines, national laws and HR best practices in order to support the mission of SP in South Sudan. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties assigned. 1. HR Business Processes & Systems  Ensure standardization of HR business processes across SP bases and locations.  Monitor and continually review HR processes and systems to ensure relevance and compliance.  Lead in the implementation and roll of new HR policies, processes and in across SP South Sudan.  Coordinate with HR Officers and Senior HR Officers in carrying out HR wellbeing surveys HR clinics. Recommend/implement appropriate actions to address issues raised.  Plan and implement delivery of staff wellness programs in collaboration with HR officers/ senior HR Officers..  In collaboration with ministry teams develop and implement spiritual care programs across SP South Sudan.  Carry out field HR support visits to address staff concerns that need attention.  Coordinate timely investigations of grievances and disciplinary issues and facilitate mediation, inquiries and ensure conclusion and responses to the parties involved. Key points of contact coordinating closure of disciplinary cases with external parties such as ministry of labor.  Review exit reports/carry out staff exit meetings and regularly prepare appropriate recommendations/reports for management action.  Plan for and implement regular scheduled and unscheduled HR audits and other risk mitigation measures. Ensure identified gaps are addressed within agreed timeline(s) and recommend management appropriate action to mitigate future risks.  Maintain comprehensive human resource records and oversee the management and of HR in box to ensure compliance with organizational and legal requirements, as well as provide information to the organization.  Prepare HR budget estimates and regularly monitor HR budget spend. Advise on appropriate corrective action where necessary. 2. HR Business Partnering  Coordinates with line managers to address people concerns. Provide specific advice and so (including case-by-case support where necessary) on the sensitive and complex issues of p interpretation and implementation of procedures for both management and employees. Advice line management when HR decisions may need to be outside the scope of established procedure policies.  Support HR officers/ Senior HR officers to timely acquire and place quality staff in accordance applicable policies and guidelines.  Coordinate administrative processes so that HR support (core HR functions) meets the needs the organization, ensuring compliance with good practices and legal obligations, and ensuring high level of service for all HR processes:  Coordinates Immigration & Liaison with Labour office 3. Payroll Management.  Ensure that timesheets for all national staff are dully submitted and maintain the time sheet tracker which should be shared on a quarterly basis.  Review and consolidate payrolls from all field bases for review and approval of Head of HR 4. HR Policies  In consultation with Head of HR, actively participate and take lead where required in the development, review and implementation of HR policies and strategy  Proactively advice management and staff of any changes in HR policies, employment law a guidelines; and the implications thereof 5. Team management  Provide technical support to the HR Officers and Senior HR Officers to ensure that they can their responsibilities to the required standards  Carry out continuous assessment, coaching, mentoring and counseling for HR Officers and senior HR Officers.  Identify HR Officers and Senior HR Officers capacity gaps and support/initiate strategies to remedy them. Support the career growth and development of HR teams. 6. Performance management  Promote a performance culture in SP South Sudan through capacity building of staff/managers understanding of the process and methodology(ies)  In conjunction with HR Officers and Senior HR Officers and department managers, coordinate ensure timely setting and review of performance goals for staff. Ensure that subsequent feedbacks and follow-ups are logically concluded.  Consolidate and regularly avail performance management information for use in management decision making. 7. Reporting  Provide quality reporting according to needs. Review and consolidate all HR reports from all basis and submit to Head of HR by required timeline.  Collaborate as needed, with different departments in the contributions to external and intern engagements.

Samaritan's Purse is a non-denominational evangelical Christian organization providing spiritual and physical aid to hurting people around the world. Since 1970, Samaritan's Purse has helped meet needs of people who are victims of war, poverty, natural disasters, disease, and famine with the purpose of sharing God's love through His Son, Jesus Christ. Samaritan's Purse International Relief is seeking to hire qualified persons to fill the following position, JOB PURPOSE The Human Resource Coordinator oversees the consistent implementation of HR policy; practices and procedures in people management in SP South Sudan so as to attract, develop, utilize and retain a high-quality workforce in support of SP's Mission in South Sudan. As a key member of the Human Resources team, and in close collaboration with the Head of Human Resources, the HR Coordinator specifically leads on standardization and implementation of HR policies, practices and procedures across all SP bases and offices in South Sudan through capacity building, technical support and business partnering with line managers. The position holder will be responsible for directly working with HR officers and Senior HR officers in ensuring all HR processes in the employee cycle from entry to exit are professionally managed as per applicable guidelines, national laws and HR best practices in order to support the mission of SP in South Sudan. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties assigned. 1. HR Business Processes & Systems  Ensure standardization of HR business processes across SP bases and locations.  Monitor and continually review HR processes and systems to ensure relevance and compliance.  Lead in the implementation and roll of new HR policies, processes and in across SP South Sudan.  Coordinate with HR Officers and Senior HR Officers in carrying out HR wellbeing surveys HR clinics. Recommend/implement appropriate actions to address issues raised.  Plan and implement delivery of staff wellness programs in collaboration with HR officers/ senior HR Officers..  In collaboration with ministry teams develop and implement spiritual care programs across SP South Sudan.  Carry out field HR support visits to address staff concerns that need attention.  Coordinate timely investigations of grievances and disciplinary issues and facilitate mediation, inquiries and ensure conclusion and responses to the parties involved. Key points of contact coordinating closure of disciplinary cases with external parties such as ministry of labor.  Review exit reports/carry out staff exit meetings and regularly prepare appropriate recommendations/reports for management action.  Plan for and implement regular scheduled and unscheduled HR audits and other risk mitigation measures. Ensure identified gaps are addressed within agreed timeline(s) and recommend management appropriate action to mitigate future risks.  Maintain comprehensive human resource records and oversee the management and of HR in box to ensure compliance with organizational and legal requirements, as well as provide information to the organization.  Prepare HR budget estimates and regularly monitor HR budget spend. Advise on appropriate corrective action where necessary. 2. HR Business Partnering  Coordinates with line managers to address people concerns. Provide specific advice and so (including case-by-case support where necessary) on the sensitive and complex issues of p interpretation and implementation of procedures for both management and employees. Advice line management when HR decisions may need to be outside the scope of established procedure policies.  Support HR officers/ Senior HR officers to timely acquire and place quality staff in accordance applicable policies and guidelines.  Coordinate administrative processes so that HR support (core HR functions) meets the needs the organization, ensuring compliance with good practices and legal obligations, and ensuring high level of service for all HR processes:  Coordinates Immigration & Liaison with Labour office 3. Payroll Management.  Ensure that timesheets for all national staff are dully submitted and maintain the time sheet tracker which should be shared on a quarterly basis.  Review and consolidate payrolls from all field bases for review and approval of Head of HR 4. HR Policies  In consultation with Head of HR, actively participate and take lead where required in the development, review and implementation of HR policies and strategy  Proactively advice management and staff of any changes in HR policies, employment law a guidelines; and the implications thereof 5. Team management  Provide technical support to the HR Officers and Senior HR Officers to ensure that they can their responsibilities to the required standards  Carry out continuous assessment, coaching, mentoring and counseling for HR Officers and senior HR Officers.  Identify HR Officers and Senior HR Officers capacity gaps and support/initiate strategies to remedy them. Support the career growth and development of HR teams. 6. Performance management  Promote a performance culture in SP South Sudan through capacity building of staff/managers understanding of the process and methodology(ies)  In conjunction with HR Officers and Senior HR Officers and department managers, coordinate ensure timely setting and review of performance goals for staff. Ensure that subsequent feedbacks and follow-ups are logically concluded.  Consolidate and regularly avail performance management information for use in management decision making. 7. Reporting  Provide quality reporting according to needs. Review and consolidate all HR reports from all basis and submit to Head of HR by required timeline.  Collaborate as needed, with different departments in the contributions to external and intern engagements.