Baylor College of Medicine Children’s Foundation Lesotho invites applications from suitable candidates for the following position. Applications may be emailed to [email protected], orhand delivered to Baylor COE Maseru,on or before 12hrs noon, Friday, the 26th July 2019.
NB: indicate positions you are applying for on the SUBJECT LINE
Title: Human Resource Manager
Reports To: Executive Director
Department: Human Resources
Duty Station: Maseru, Lesotho
Classification: Full-time, contract (renewable)
Duties and Responsibilities
BCMCFL Human resource manager is responsible for ensuring that the overall administration, coordination, and evaluation of human resources plans and programs are realized. Therefore, their essential job responsibilities include:
- Developing and administering human resources Policies, procedures and SOPs that relate to BCMCFL personnel
- Monitoring and advising managers and supervisors in the progressive discipline system of BCMCFL. Monitoring the implementation of a performance improvement process with non-performing employees.
- Planning, organizing, and controlling the activities and actions of the HR department
- Contributing to the development of HR department goals, objectives, and systems
- Overseeing creation and revision of job descriptions
- Determining and recommending employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducting periodic surveys to measure employee satisfaction and employee engagement
- Maintaining thorough and complete personnel records for BCMCFL employees
- Overseeing performance management in BCMCFL
- Issuing employment contracts on behalf of BCMCFL and ensuring that all are signed and retained in personnel files
- Representing BCMCFL in disciplinary proceedings, in consultation with the Executive Director and/or Board of Trustees as relevant
- Working with BCMCF’s Finance Manager and Executive Director to develop, analyse, and update BCMCFL salary budget
- Overseeing administration of employment benefits to all staff as appropriate and in accordance with Lesotho law, employment contracts and BCMCFL’s HR policy
- Overseeing recruitment and selection activities for all personnel, including writing and placing job ads, reviewing applications, short-listing candidates, convening interview panels, checking references, and issuing offer letters as per BCMCFL’s HR policy
- Overseeing new employee orientations, employee relations counselling and exit interviews
- Participating in BCMCFL’s leadership as a member of the Senior Management Committee
- Maintaining organisational comprehensive and updated staff directory and other organizational charts
- Ensure that the staff payroll is administered in an effective and efficient manner
- Advising BCMCFL Senior Management of updates to Lesotho labour laws, relevant HR practices, and other new regulations which might affect the Foundation’s employees (e.g. changes to Lesotho’s minimum wage); ensuring that BCMCFL’s HR policies are maintained in compliance with Lesotho law and donor rules & regulations
- DevelopingFoundation succession and – capacity building plans in consultation with the Executive Director and/or Board of Trustees as appropriate
Skills:
- Maintainhigh standards in interpersonal relationships
- Conflict resolution management
- Leadership skills
- Excellent written and verbal communication skills
Minimum Qualifications:
- A degree in Industrial Psychology/Human Resource Management or equivalent with 8 years of experience, and two years being in a senior management position. OR Master’s degree in Industrial Psychology/Human Resource Management with 5 years’ experience two of which must have been in a Senior Management Position
- Demonstrated experience in USG and other donors’ HR principles, practices, rules and regulations and apply these in program decision-making
- Demonstrated record ofaccurate andon-time reporting to donor agencies
- Demonstrated experience in managing a department and supervising a team
- Demonstrated abilitytocommunicate effectivelyin English, both verballyand in writing
- Demonstrated proficiency in Microsoft applications andexperienceusingcommerciallyavailable HRMsoftware programs
Key Performance Indicators:
Quality of work as indicated by achievement of specific outputs as detailed in the individual work plan and inclusive of:
- Financial – close monitoring the HR budget, benefits survey
- Internal – flexibility, increasing motivation, employee survey
- Learning and Development – planning and implementing programmes developing leadership skills, strengthen the supervisors’ role as coaches and mentors, reward system development and improvement
- Efficient performance management
The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills of personnel so classified.