Key Responsibility Areas

a. Strategic leadership b.

• The role is part of the Senior Leadership Team of UHAI EASHRI.

• Develop, review and implement a People’s Strategy for UHAI EASHRI.

• Develop, review and implement a proactive human resources function that provides a range of HR services and activities.

• Set the strategic direction for the HR function, ensuring alignment with the organisation strategy and ensure annual work plans are in place and achieved.

• Act as a key change agent, responsible for translating organisational strategic change agenda into operational plans and projects.

• Develop and implement strategies that promote and increase Diversity, Inclusion, Equity and Justice, as well as the values of the organization.

• Partner with internal stakeholders to implement strategies for employee engagement and retention.

• Engage and support the needs of UHAI EASHRI partners around HR, by sharing and promoting good HR practice, or convening communities of practice around HR.

• Provide guidance and expertise in organisational development and change as it evolves to become more externally facing in keeping with its Strategic Plan.

• Provide counsel to the Senior Leadership Team on key ‘structure and culture’ related areas of systems, planning, human resource management, capacity building and communication.

• Develop and implement a plan to build and embed the organisation culture and values.

• Advise on and proactively champions appropriate cross-functional participation to successfully implement key organisational projects and processes.

• Work with senior managers to plan talent development and growth for the future.

• Ensure institutional development and growth through staff development and talent management.

• Develop and implement an integral staff well-being programme.

c. Human Resources

• Ensure that efficient and effective people management advice and support is provided to leadership and staff by having in place (but not limited to):

• An HR function that is professional, people focused and can provide an effective human resource service for managers and staff.

• Forward thinking, relevant and compliant HR policies and procedures.

• Recruitment and Selection methods that attract the right talent at the right time.

• Transparent and fair remuneration and benefits for all staff.

• Effective, efficient and supportive performance management systems ensuring that organisational values are translated into measurable competencies and behaviours.

• Knowledge and skills to mitigate HR risks such as whistleblowing etc.

• Analytical and robust people management information available.

• Provide advice and support to line managers on employee relations issues, seeking legal counsel where applicable.

d. Learning and Development

• Develop and implement creative and meaningful learning and development for all staff.

• Coordinate and support the development, implementation and impact evaluation of Learning and Development (L&D) Programmes as part of the employee-life cycle and annual performance planning working with Line Managers and Staff.

• Keep abreast with the latest trends in L&D approaches, tools and methods.

• Coordinate and manage outsourced Learning and Development services.

e.

Ad hoc duties

• Carry out any other additional responsibilities that are within the scope of the job as requested by the Executive Director.