OSISA is a growing African institution committed to deepening democracy, protecting human rights and enhancing good governance in the region. Our vision is to promote and sustain the ideals, values, institutions and practices of open society, with the aim of establishing vibrant and tolerant southern African democracies in which people, free from material and other deprivation, understand their rights and responsibilities and participate actively in all spheres of life.

In pursuance of this vision, OSISA’s mission is to initiate and support programmes working towards open society ideals and to advocate for these ideals in southern Africa. Established in 1997, OSISA works in 11 southern African countries: Angola, Botswana, DRC, Lesotho, Madagascar, Malawi, Mozambique, Namibia, Swaziland, Zambia, and Zimbabwe. OSISA works differently in each of these eleven countries, according to local conditions.

OSISA seeks to recruit for the following key position:

Human Resources Director

ROLE OVERVIEW

Under the supervision of the Executive Director, the Human Resources Director is responsible for providing HR leadership with regards to the development and implementation of Human Resources and Organisational Development strategies. The HR Director promotes a collaborative, business partnership approach, contributes to the organisational culture and ensures the effective delivery of HR services and management of the OSISA Human Resources Unit. S/he assesses client needs interprets and applies the OSISA HR strategy and policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues. The HR Director promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

RESPONSIBILITIES

Development and Implementation of HR Strategies and Policies

• S/he is responsible for the development and implementation of the HR strategy in OSISA; HR Business Partnership model, effective implementation of the internal control and the design and functioning of the HR Information management system;
• S/he ensures full compliance of HR activities with OSISA strategies, policies and procedures;
• Interpretation of HR policies and procedures and advice to senior managers on their application;
• S/he conducts continuous analyses of Open Society Foundations (OSF) HR strategy and policies, assessing the impact of changes and making recommendations on their implementation within OSISA;
• S/he is responsible for Continuous research of the matters related to conditions of service, salaries, allowances, and other HR policy matters;
• Elaboration and introduction of measurement indicators, monitoring, and reporting on the achievement of results;
• Provides advice to Senior Management on HR new practices and their implementation (talent management, succession planning, career development, and transition), strategic recruitment, advice on contract modalities, learning plan and performance evaluation);
• Responsible for OSISA HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit;
• Leads the advocacy for the implementation, monitoring, and compliance of the HR policies including gender and harassment, career development and knowledge management;
• Ensure full compliance and completion by OSISA staff of relevant courses, including on workplace diversity management, harassment, gender, and others;
• Development of procedures and practices that contribute to enhanced and improved HR management.

Effective Human Resource Management

• S/he is responsible for the overall management of the employee life cycle, including workforce planning, transparent and competitive overall recruitment and selection processes, talent management, and overall job evaluation processes through HR business partnering;
• Provides oversight of recruitment under OSISA programmes;
• Development and maintenance of a database of job applications;
• Provides advice to Senior Management on staff member competencies;
• Advises on staff career development and training needs;
• Provides advice to programme team leaders and managers on the transparent and competitive process for programme consultant recruitment, adequate TOR describing terms of payment based on performance, results, standard matrix of recruitment processes and request for contracts;
• Continuously monitors the entire OSISA recruitment process;
• Advises OSISA management on contracts guidelines pertaining to staffing compliance.
• Management and tracking of all transactions related to the HR and staffing budget, recruitment, HR data, payroll, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations;
• Leads organisation surveys such as the performance feedback survey, staff engagement, etc;
• Management of the staff entitlements and position funding delegated to the HR Unit;
• Close communication with relevant employment relations bodies to ensure compliance with labour legislation;
• Close communication with OSF HR leadership pertaining to the integration of policies and procedures.

Organisational Development and Staff Performance Management

• Responsible for the Development and implementation of the protocol for the performance management process, facilitation of the process and elaboration of performance evaluation indicators in consultation with Senior Management;
• Designs and implements effective systems for the performance evaluation, including training of Managers for an effective use of the tool leading to career development;
• Provides advice on work plan, monitoring and performance team evaluation;
• Responsible for effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management. Provision of effective counselling to staff on career advancement, development needs, learning possibilities;
• Leads Talent Management practices and their implementation;
• Provides input and advice on organisational design and change management;
• Responsible for organisational culture-shifting OD initiatives and projects.

Industrial Relations

• Responsible for the compliance, resolution and accurate recording of all grievance and disciplinary procedures in compliance with statutory regulation in relation to employees across the region;
• Manages disciplinary and grievance procedures of Senior Management;
• Manages all labour litigation relevant to employee relations across the region and provides advice and input in relation to conflict management.

Remuneration and Staff Benefits

• Develops and monitors the remuneration and staff benefits strategy to attract and retain OSISA staff;
• Ensures that Job Descriptions are reviewed regularly and that job evaluations and salary surveys are conducted timeously;
• Ensure that the organisation’s remuneration policies are in line with best practices;
• Develops the safety policies within OSISA and monitors the adherence thereof;
• Liaises with payroll service providers and adhere to all terms and conditions agreed upon in the service level agreement; and
• Develops the employee benefit programme and oversees the implementation thereof.

KEY COMPETENCIES
Leading and Deciding, Interacting and Presenting, Supporting and Co-operating, Interpersonal Skills, and Results Orientation.

REQUIREMENTS

• A post graduate degree in Human Resources Management or related field.
• The candidate should have six (6) to eight (8) years overall experience in a multi-lateral, intergovernmental, civil society or regional organisation setting.

Interested applicants should forward a one-page cover letter and detailed CV to humanresources@osisa.org with the relevant position as the subject heading.

Closing date for submission is 17 May 2019.