Regional HR Business Partner / Advisor Middle East

Your Challenge

We are looking for an HR Business Partner/Advisor Regional Middle East for War Child Alliance who is hands on delivering a professional, business partner service to designated teams, staff and managers with various people related issues covering the full employee life cycle with a focus on actively supporting regional staff, Country Directors’s (CD) and expats in their employee life cycle and support in country HR with HR matters.

Working as part of a proactive and responsive HR team, the Regional HR Business Partner/Advisor provides pragmatic, creative and business-focused HR solutions and support and functions as a linking pin between local HR staff, the alliance HR team and country management.

The HR Business Partner / Advisor Regional acts hands-on in the preparation, development, implementation, evaluation and improvement of HR policies and practices and is a point of contact for advice and clarity to ensure implementation and compliance.

The HR Business Partner/Advisor Regional hierarchically reports to the Regional Operations Support Manager (OSM) and a functional line to the People & Culture Director and Regional Director (RD).

Your Responsibilities

Strengthen HR and People management capabilities of managers. Build effective relationships and develop a good understanding of regional teams to be able to act as a true HR business partner;
Provide effective and high-quality advice to country HR colleagues and senior managers on all aspects of people management;
Strengthen the HR and people management capabilities of HR colleagues in our country programmes, and influence decision making in compliance with organisational policies and HR practices;
Jointly lead and further strengthen the global HR team, ensuring it is a well-functioning platform of mutually supportive and aligned members;
Lead on the regional implementation of specific HR policies and improvement projects, including communication and change management;
Develop and maintain global HR frameworks and minimum standards across all country programmes;
Work closely together with country HR representatives and Country/Regional Directors to ensure that HR remains high on their agenda;
Guide and contribute to the development of regional and country-specific HR strategies and the translation into action plans and activities, in line with the global HR strategic priorities;
Support country HR colleagues in meeting their country HR priorities and objectives;
Support the development of locally specific policies and procedures in accordance with the global HR framework, local employment law and best practice;
Develop and review HR policies and systems, researching best practice and legislative requirements;
Support with employee relations processes in country programmes, including investigations, disciplinary cases and facilitating conflict resolution.
Support the development of locally specific policies and procedures in accordance with the local employment law and best practice;
Ensure that the HRIS in country programmes is used to its maximum potential and that there is an effective flow of people-related information to and from our country programmes;
Monitor, identify and analyse relevant internal and external trends / developments within the HR field;
Translate such developments into opportunities for improvement of HR policy and services, advising and coaching managers to support implementation of changes;
Develop new HR policies and procedures, from scratch, roll out and coach managers / train staff to ensure full understanding and sound implementation;
Evaluate existing polices, SOP's and processes as part of continuous improvement based on organizational changes and needs, user feedback and external HR developments;
Undertake local benchmarking analyses for salaries and benefits for local staff.
Support the full recruitment process for regional roles: development job description, vacancy text writing, publishing of vacancies, screening, long/shortlisting, etc.)
Facilitate, as required, recruitment and selection processes;
Support the development / revision of job descriptions and their translation into vacancy texts;
Advise Managers with regard interview question templates and assessments including interview techniques. Participate in interviews if required;
Oversee background checks, including (Misconduct Disclosure Scheme) MDS references, and the job offer process;
Ensure full adherence to Recruitment SOP.
Support countries by ensuring quality recruitment systems are in place for in country HR to recruit national staff

Your Profile

Holistic HR background, experienced in handling all aspects of the employee life cycle and people management issues;
Experienced in acting as a business partner and adviser to HR colleagues and senior managers and being able to quickly gain credibility and influence;
Experienced in working with international offices and overseas employment laws and regulations;
Able to communicate sensitively and effectively with a wide range of people, including across cultures and with those at a distance, building positive working relationships;
Experienced in managing and delivering projects autonomously or with little guidance, including implementing effective change;
Experienced in dealing with sensitive and complex employee relations cases, including carrying out and supporting investigations and disciplinary proceedings;
Experienced in helping others develop and grow, through a variety of means, including remotely;
Willing and able to adjust to multiple demands and shifting priorities;
Willing to travel to War Child countries of operation within the region, subject to security considerations;
Ideally, experienced in the international NGO / not-for-profit sector, with an understanding of the HR challenges within the contexts that War Child operates in.
Fluently in English and Arabic are mandatory. Preferably good understanding of Dari and/or Ukrainian are a bonus.
Knowledge of and insight into the humanitarian sector and developments in society;
Established knowledge of the HR field and relevant laws and regulations, procedures and processes with practical experience of application;
Ability to build strong relations, engage with others, influence, coach and deliver directional advice;
Effective interpersonal skills, like sensitivity, and a strong communicator across a range of cultures and locations, and with regard to varied matters / issues;
Strong communicator and negotiator; with a proven ability to engage and persuade people managers on a course of action, instill confidence and provide clarity, direction and evidence to support proposals;
Ability to independently manage project based work from onset through to completion;
Comfortable managing multiple lines of work at the same time and balancing competing demands;
The regional HR business partner for Middle East is based in any Middle Eastern country where War Child has an office. Limited relocation opportunities.

Our Offer

Conditions and benefits will depend on the hiring WCA office and will be discussed further throughout the interviewing stage
Possibility to follow training and/or courses and attend War Child’s events.
Pleasant working conditions, good atmosphere, great colleagues and of course the meaningful purpose of our work!

The Organisation

War Child is a dynamic organization. We try to keep an informal ambiance within our offices, with a lot of room for creativity, inspiration and self-initiative from employees. We practice what we preach: dynamic, innovative, integrity focused, and a drive to reach the highest possible results against the lowest possible costs. War Child Alliance offers a challenging job in an inspiring workplace.

How to Apply

Interested and qualified candidates are invited to apply by forwarding their CV and a short cover letter, in English, before 16 October 2024, here:

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Safeguarding

War Child is committed to humanitarian values, standards and norms and we expect the same from job applicants. War Child is especially committed to safeguarding the children and youth we support and doesn’t tolerate any form of abuse. Because we want to prevent and deter any actions that place children and youth at risk, conduct references are an important part of our recruitment procedure. As part of the selection process, War Child will request standardized references in accordance with the Inter-Agency Misconduct Disclosure Scheme and a recent Criminal Records statement.

Equal opportunity

War Child has a dream that every child lives in peace - no matter who or where they are. That’s why we pride ourselves on being an equal opportunity employer. We promote diversity and belonging in everything we do and select our potential new colleagues without regard to gender, race, colour, religion, nationality, disability, age or sexual orientation.

Application process

To ensure that we spend as much of our resources on the support of children and youth, War Child needs to operate as efficiently as possible. This means we can only process job applications received through our websites.

If we appoint a suitable candidate before the given closing date, the vacancy will be removed from our websites. In this case, any responses received after removal will not be processed. Sometimes the closing date of a vacancy is extended. If so, and you have not yet heard from us, your application will remain active.

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