Building and Strengthening Human Resources (HR) Capacity

• Provide strategic HR leadership across the Region and ensure alignment of HR activities with global HR strategies, standards, and frameworks.
• Establish and strengthen a cohesive HR structure that supports Regional Office and Country/Cluster Delegations.
• Manage and provide leadership to Regional HR teams, ensuring effective resource utilization and delivery of high-quality HR services.
• Provide line management, technical supervision, and capacity building support to HR Officers and HR focal points across multiple locations.
• Act as a key liaison between HRMD Geneva and the Region to ensure effective implementation of global HR initiatives, reforms, and organizational priorities.
• Support the rollout and implementation of HR transformation initiatives and organizational change programmes.
• Provide expert HR advisory services to senior management and line managers on complex HR matters.
• Strengthen HR capability through coaching, mentoring, and structured development of HR teams across the Region.
• Promote collaboration and knowledge-sharing within HR networks across the organization and wider humanitarian system.\
• Provide direct HR technical support during emergency operations, including surge deployments and crisis response staffing.
• Strengthen HR-in-emergencies capacity and ensure readiness of HR teams for rapid response scenarios.
• Develop and maintain strong inter-agency HR networks to share best practices, policies, and innovations in HR management.

Recruitment and Selection

• Lead and coordinate regional workforce planning, staffing forecasts, and talent acquisition strategies across national and international positions.
• Ensure alignment of recruitment processes with global HR priorities, diversity objectives, and organizational workforce planning frameworks.
• Oversee full-cycle recruitment and selection processes, including job analysis, sourcing, shortlisting, interviewing, and selection.
• Manage the preparation, review, and quality assurance of job descriptions and recruitment documentation.
• Oversee background verification processes, including reference checks and compliance with misconduct disclosure requirements.
• Ensure adherence to safeguarding standards and ethical recruitment practices across all hiring processes.
• Support classification and grading of national staff positions in collaboration with global HR classification functions.
• Provide technical guidance on diversity, equity, and inclusion targets within recruitment processes.
• Coordinate emergency recruitment and rapid deployment processes in collaboration with HR emergency teams.
• Develop and enhance recruitment tools, templates, and systems to improve efficiency and consistency.
• Oversee onboarding and induction programmes, ensuring smooth integration of new staff into the organization and its values.

Staff Development

• Design, coordinate, and oversee structured onboarding, induction, and orientation programmes for new employees.
• Identify organizational learning needs and develop tailored training and development interventions.
• Advise managers and staff on career development pathways, learning opportunities, and performance improvement plans.
• Monitor and evaluate staff training participation, completion rates, and effectiveness of learning programmes.
• Strengthen leadership and management development initiatives aligned with organizational priorities and global frameworks.
• Promote a culture of continuous learning, professional development, and knowledge sharing.
• Collaborate with occupational health and staff wellbeing units to implement wellness and psychological support programmes.
• Build capacity of managers and HR teams in handling complex employee development and performance issues.
• Drive regional learning and leadership capability development initiatives in line with global HR strategies.

Remuneration and Benefits

• Oversee the design, implementation, and administration of remuneration and benefits systems for locally recruited staff.
• Ensure compensation structures are competitive, equitable, and aligned with organizational and market standards.
• Conduct and review salary benchmarking studies and compensation analyses across countries in the Region.
• Provide technical guidance on the development and maintenance of salary scales and benefits frameworks.
• Ensure compliance with statutory labour requirements and national employment regulation across jurisdictions.
• Support Country and Cluster Delegations in interpreting and implementing remuneration policies and frameworks.
• Promote pay equity through regular analysis of compensation practices and corrective action where necessary.
• Advise management on reward strategies that support talent attraction, retention, and motivation.

HR Policy and Procedures

• Interpret, implement, and ensure consistent application of HR policies, procedures, and staff regulations across the Region.
• Support harmonization and periodic review of staff regulations for locally recruited staff.
• Act as the regional focal point for HR compliance, safeguarding, and workplace conduct matters.
• Ensure effective implementation of the Staff Code of Conduct and related ethical frameworks.
• Support the development and maintenance of employee wellbeing, health, and psychological support systems.
• Manage HR contracts, documentation, and procedural compliance across all HR processes.
• Conduct preliminary reviews and assessments of HR-related issues, including misconduct, grievances, and workplace concerns.
• Escalate complex or high-risk cases to HRMD Geneva in line with established protocols.
• Ensure confidentiality, accuracy, and appropriate documentation of all HR case management processes.
• Coordinate communication of HR policy updates and procedural changes across the Region.
• Promote awareness of safeguarding, child protection, and workplace ethics among all staff and affiliates.

Performance and Data Management

• Establish and monitor regional HR performance indicators aligned with global HR KPIs.
• Ensure accurate, timely, and complete HR data management and reporting across the Region.
• Oversee submission of HR data to central HR systems as the single source of truth.
• Conduct workforce analytics to support strategic decision-making and organizational planning.
• Produce HR reports, dashboards, and narratives on workforce trends, diversity, and talent metrics.
• Advise managers on performance management systems, including objective setting, appraisal processes, and performance improvement.
• Support management of underperformance, disciplinary issues, and employee relations cases.
• Ensure strict compliance with HR data protection, confidentiality, and governance standards.

Technical Support to National Societies

• Provide technical HR advisory support to National Societies within the Region as required.
• Support HR capacity-building initiatives for National Societies in collaboration with relevant coordination units.
• Contribute to strengthening HR systems, policies, and practices across partner organizations.

Case and Complaints Management

• Serve as the regional focal point for HR case management, employee relations issues, and workplace conflicts.
• Receive, assess, and manage complaints and allegations in a confidential and professional manner.
• Ensure timely escalation and resolution of cases in line with established HR protocols and policies.
• Maintain accurate documentation and case records in compliance with organizational requirements.
• Coordinate with investigative and oversight functions where required.

Other Responsibilities

• Provide short-term surge support to other regions, HRMD Geneva, or organizational projects as required.
• Participate in emergency response staffing, deployments, and organizational transition initiatives.
• Undertake any other HR-related duties assigned in line with organizational needs and priorities.

Contribution to a High-Performing Global HR Function

• Demonstrate the highest standards of integrity, confidentiality, professionalism, and ethical conduct.
• Contribute actively to the achievement of global HR strategic objectives and organizational priorities.
• Promote collaboration, knowledge sharing, and alignment across global HR teams.
• Foster a culture of innovation, continuous improvement, and high performance within HR functions.
• Support surge planning, emergency preparedness, and HR operational readiness.
• Act as a role model for leadership, accountability, and service excellence within the HR function.