The Regional Human Resources Manager at Morsan HR Consulting is responsible for providing strategic HR leadership across the Region, ensuring alignment of HR activities with global HR strategies, standards, and frameworks.
Key Responsibilities
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.
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.
Education & Qualifications
- Master’s Degree (or equivalent) in Human Resource Management, Business Administration, Organizational Development, or related field.
- Professional HR qualification is required.
- Project Management certification will be an added advantage.
Experience
- Minimum of 8 years’ progressive HR management experience in a multicultural environment.
- Minimum of 5 years’ experience in Organizational Development and/or Change Management.
- Minimum of 5 years’ experience in recruitment, talent management, or HR business partnering.
- Proven experience working in international organizations, NGOs, or complex multicultural environments.
- Strong experience in labour law application across multiple jurisdictions.
- Experience in safeguarding, misconduct prevention, and workplace ethics frameworks.
- Experience managing geographically dispersed teams.
- Experience in emergency response or field operations and working across multiple regions will be an added advantage.
Languages
- Excellent written and spoken English is required.
- Working knowledge of French is required.
- Knowledge of Spanish or Arabic will be an added advantage.
