Senior Human Resource Manager Development Alternatives Incorporated (DAI)

USAID SCALING UP NUTRITION TECHNICAL ASSISTANCE (SUN TA)

SENIOR HUMAN RESOURCE MANAGER

DAI works at the cutting edge of international development, combining technical excellence, professional project management, and exceptional customer service to solve our clients’ most complex problems. Since 1970, DAI has worked in 150 developing and transition countries, providing comprehensive development solutions in areas including crisis mitigation and stability operations, democratic governance and public sector management, agriculture and agribusiness, private sector development and financial services, economics and trade, HIV/AIDS, avian influenza control, water and natural resources management, and energy and climate change. Clients include international development agencies, international lending institutions, private corporations and philanthropies, and host-country governments.

1.     Project Background:

The Scaling Up Nutrition Program is a cross-ministry and multi-donor program to reduce stunting in Zambia through implementation of the Government of the Republic of Zambia (GRZ) 1,000 Most Critical Days Program. SUN TA provides support and direct technical assistance to sub-national local government departments in target districts to plan, implement, coordinate, and monitor integrated nutrition-sensitive and nutrition-specific activities to reduce the rate of stunting among Zambian children under two and improve the nutritional status of pregnant and lactating mothers. USAID has identified two main objectives that address stunting, including (1) Adequate Quantity and Quality of Dietary Intake among Target Groups; and (2) Adequate Health Conditions for Biological Utilization of Nutrients. SUN TA interventions increase access and availability of safe, diverse, nutritious food; adoption of better child feeding and household hygiene practices; and access to improved health, water, and sanitation services. The project prioritizes sustainability by improving intra-household joint decision making and building the capacity of local government and their stakeholders to ensure coordination, accountability, and learning, following the Scaling Up Nutrition model.

2.     Purpose:

The Senior Human Resource Manager will oversee human resource management for the SUN TA project.

3.     Place of Performance and Reporting

The Senior Human Resource Manager will report to the Chief of Party based in Lusaka, Zambia.

4.     Responsibilities and Tasks:

• The Senior Human Resource Manager will coordinate with HR counterparts to ensure that the staff benefits, and Personnel Manual are aligned with other DAI projects.
• Develop an Human Resource (HR) strategy with clear objectives that align with the SUN TA program goals.
• Develop an induction program that firmly orients staff to the goals and objectives of the SUN TA and includes the performance expectations and code of conduct that are expected in the project.
• Meet regularly with technical leads, head office team members and district staff to ensure that their human capital requirements are met and address any performance short comings proactively. Such meetings shall also include reminders of key messages such as performance and ethics standards of SUN TA.
• Support cost management efforts of the project by ensuring that headcount is managed within targets and new resources are compensated within existing salary bands where possible.
• Manage and monitor training related costs and ensure that all training is linked to achieving the objectives of the SUN TA project.
• Conduct post-training audits to ensure the training related to improvement in performance of employees.
• Ensure all employees understand the reward policy of the project
• Develop a detailed talent management plan that reflects employee competence and ability with a view to develop employee internally to reduce on expensive external hires where possible.
• Identify critical HR metrics e.g., time taken to recruit the right people, recruitment costs, attrition rates, talent retention rates.
• Conduct staff engagement surveys and provide action plans on continuous improvement of the levels of engagement.
• Conduct change management programs with clear objectives.
• Ensure the implementation and maintenance of a robust performance management system that has SMART (Specific, Measurable, Achievable, Realistic and Timebound) objectives.
• Ensure that HR facilitates effective teamwork in the organization by flagging and debating contentious issues with a view of promoting a co-operative working environment.
• Oversee human resource operations on the project, including recruitment, hiring, employee on‐boarding, staff orientation, performance reviews, and disciplinary action in compliance with USAID rules and regulations, DAI policies, and local labor laws.
• Manage recruitment and the hiring process including the advertising of vacancies, shortlisting of resumes, scheduling and observing interviews, collection of required documents, reference checks, and salary history verification.
• Coordinate and supervise the preparation of employment agreements for staff.
• Train supervisors charged with conducting evaluations of staff members in their units and monitor compliance with the process.
• Mitigate and resolve human resource conflicts and issues, seeking assistance and guidance from the Chief of Party or other senior staff members as needed.
• Develop and oversee the Human Resource Management section of the SUN TA Field Operations Manual, ensuring on-going updates as needed and that HR policies are effectively communicated to staff.
• Ensure personnel files are stored in TAMIS for all long-term and short-term project staff.
• Ensure that all disciplinary cases are handled in line with internal and external regulatory laws and policies.
• Maintain confidentiality on human resources issues.
• Ensure compliance with the Zambian Employment Code Act No. 3 2019.
• Work with Chief of Party to fill surge capacity technical needs, including identifying and hiring long‐term and short‐term technical experts in a timely fashion.
• Any other duties assigned by the Chief of Party.

5.     Supervisory Responsibilities:

The Senior Human Resource Manager will supervise the Human Resource officer.

6.     Education and Experience:

• Bachelor’s degree in Human Resource, Public Administration, or related Social Science.
• Must be a Full Member of Zambia Institute of Human Resource Management and possess a valid practicing license from Zambia Institute of Human Resource Management.
• At least 8 years of work experience in human resource management, recruitment, and other relevant areas with 2 years’ experience at a senior management level.
• Working knowledge of local laws and USAID rules and regulations related to labor, personnel management, and compliance.
• Previous supervisory experience of office/HR teams required; training experience preferred.
• An individual with high ethical standards and ability to handle sensitive and confidential matters
• An extremely well organized and self-directed individual with sound technical skills, analytical ability, good judgment, and strong operational focus
• Excellent writing, speaking, and reading skills in English.

7.     Key Result Areas

• Develop an annual HR strategic plan that aligns with SUN TA project objectives
• Ensure all new employees undergo formal induction within the first two weeks of joining SUN TA
• Provide a quarterly HR metrics report
• Ensure there is a robust performance management system
• Ensure all employees have updated job descriptions and performance contracts that have set standards and objectives
• Ensure all staff records are accurate and updated on TAMIS
• Put in place a staff engagement plan to foster a cooperative work environment
• Ensure all learning activity supports the SUN TA project objectives including providing opportunities for on-the-job training to manage unexpected employee attrition
• Ensure all employees read all policies annually and quarterly e.g., Code of Ethics
• Ensure all disciplinary case records are handled within policy and labour laws

8.     Key Competencies for the Role

INTELLECTUAL

• Problem solving
• Negotiation skills
• Strategic
• Innovative
• Risk Management

INTERPERSONAL

• Ability to influence stakeholders
• Teamwork

COMMUNICATION

• Written and verbal communication
• Strong presentation skills

TECHNICAL

• Compliance
• Detail oriented
• Planning and monitoring
• Performance Management
• HR Metrics and Analytics

LEADERSHIP

• Accountability of stakeholders for performance
• Coaching and Mentoring