Hr & Administration Manager

KEY RESPONSIBILITIES: To business partner the Oxfam senior leaders ensuring they have the HR functional expertise needed to realise the programme objectives- including as those evolves and new programmes may open. Act as a member of the Country Management Team, supporting the development of an organizational culture that reflects or values. To support the implementation of Oxfam HR strategy in Lebanon, ensuring strategic organisational aims are facilitated through all elements of HR including HR policies, recruitment, reward, organisational culture and values, staff performance management processes and employee relations. Pro-actively anticipate and mitigate any HR risks associated with programming in an insecure and rapidly changing context -working in close partnership at all times with senior management teams. Provide HR support and advice on the development and review of the Security Management Plan and associated documents and lead on overall staff health and safety and well being across the response from an HR perspective. To support the programme management teams with capacity planning, budgeting and defining country specific policies. In particular, to lead on the recruitment processes required and contribute to the development of a resourcing strategy for the mid and longer term. Ensure the HR function remains structurally fit for purpose by pro-actively engaging in programme development and ensuring sufficient HR capacity is budgeted for in subsequent funding proposals. To be responsible for the employment cycle of employees including induction; performance management; terms and conditions of employment; termination, health and safety, plus also keeping HR records – both manual and electronic up to date. To provide advice and support to managers and build their understanding and knowledge on Oxfam’s HR policy and practice, in particular management of change, performance management, grievance and discipline, terms and conditions and reward. To manage and capacity build HR staff including day to day management; support and coaching/training. This focusing particularly on the HR competencies required for a complex programme - at all opportunities role modelling best practice. To support the capacity building of partners in the field of HR Motivate the HR team to work interactively with the programme team and to come up with/communicate innovative solutions/systems that allow the programme to serve its overall goal. To drive HR functional excellence - making use of tools such as service level agreements, key performance indicators and systemic feedback mechanisms to facilitate performance management and continuous improvement within the HR team Drive data quality in the maintenance of the HR Information System (GOLD – People Soft) Lead on planning and implementation of Organisational Learning & Development, including organisational training needs analysis and training plans developed from performance management cycle and organisational learning priorities, ensuring relevant and cost-effective learning opportunities are organised for staff. Ensure the ongoing implementation of effective performance management tools, approaches and policies, and ensure coaching of line managers to support with objective setting and performance reviews. Ensure the organisation has an appropriate, competitive and effective approach to pay and reward. Including conducting salary surveys, ensuring appropriate salary benchmarking and market pay analysis informs our pay positioning. Manage annual pay reviews and individual pay positioning. Ensuring that market pay rates are incorporated into all programme budgets. Co-ordinate and project-manage organisational change processes and restructures, ensuring good internal communication and best-practice compliance. Work with recruiting managers to plan recruitment campaigns, oversee drafting of Job Descriptions, write job adverts, advertise vacancies using creative and appropriate recruitment channels, ensure effective short-listing and selection processes and participate within interview panels. Ensure effective management of employee relations including management of grievances, disciplinary and performance or redundancy dismissals. Delivery of workshops and training in the HR and management related topics.   SKILLS AND COMPETENCE: Essential Significant and relevant HR experience in a generalist HR role. Full qualification in Human Resources Management Proven strong experience of supporting change processes; advising on grievance, disciplinaries and poor performance; recruitment and resourcing; resolution of reward issues and contract management. Previous experience of working within an INGO, ideally across several offices Successful track record of consistent personal achievement at both an operational and strategic level, demonstrating ability to spot trends and issues, propose strategic solutions, make critical decision and deliver practical results Ability to form credible working relationships within senior management teams on HR issues as well as wider aspects of programmatic business , and to form similar relationships with external actors with external HR actors including relevant governmental authorities Proven ability to plan, organise and prioritise work and not lose sight of strategic priorities. Consistently demonstrating excellent management and leadership style, including displaying humility, ensuring strict confidentiality and  unbiased, impartial and objective decision making. Strong self awareness and excellent communication and interpersonal skills, including coaching and facilitation skills. Experience of working in a multicultural team environment with both national/global staff Ability to communicate in English and Arabic clearly both verbally and in writing and with all levels of staff, including at a distance Ability to influence and motivate others to achieve results, advice and support on human resource issues, including proven experience in working with unions or staff associations Proven experience of managing HR staff and supporting and developing the capacity of HR staff, including at a distance Able to remain calm under pressure and often in difficult circumstances Ability to work effectively as a member of a team Skills in IT and numeracy for reporting and reward calculations Gender and cultural sensitivity, commitment and an understanding of the values of Oxfam and the principles of equal opportunities. High degree of flexibility and willingness to travel at short notice, and often in difficult circumstances   Desirable Learning & Organisational Development knowledge and experience. Experience of salary benchmarking and pay positioning.