Hr Assistant

All NRC employees are expected to work in accordance with the organization’s core values: dedication, innovation, inclusivity and accountability. These attitudes and believes shall guide our actions and relationships.  1.      Role and responsibilities The following is a brief description of the role. Generic responsibilities These responsibilities shall be the same for all positions with the same title. The responsibilities shall be short and essential. Details belong in the Work- and Professional Development Plan. Comply with NRC’s HR policies and procedures Assist with the implementation of HR policies and procedures at field level Provide support in recruitment processes, including advertisements, filling applications, inviting candidates, organizing interview venues, conducting interviews etc. Update staff records and personnel files as needed Generate monthly records and reports such as staff lists and other HR statistics Prepare staff contributions to relevant statutory bodies (Social Security NSSF, end of service etc.) Specific responsibilities These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus and type of programme intervention. This section shall be revised whenever a new employee is hired or the context changes significantly. Follow up on staff documents (to and from Main office) such as ID cards, insurance cards, NSSF numbers, signed contracts etc. Process and follow up claims for Medical coverage and insurance Facilitate HR induction package for new staff Keep contact list for field office updated at all time, monthly reports Responsible for following up on Performance Management implementation in the field office   Prepare and file all documents necessary for the administrative management of the national staff in the field level, keeping records for leave days, sick leaves, overtimes etc Assist in any other related HR task Critical interfaces By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are: Coordinate with different Departments on follow up issues for staff Liaise with Main Office on recruitments and reporting 2.      Competencies Competencies are important in order for the employee and the organisation to deliver desired results. They are relevant for all staff and are divided into the following two categories: 1. Professional competencies These are skills, knowledge and experience that are important for effective performance. Planning and delivering results Working with people Communicating with impact and respect Handling insecure environments Generic professional competencies for this position: Experience from working with HR Previous experience from working in complex and volatile contexts Documented results related to the position’s responsibilities Very good in English Language Context related skills; knowledge and experience (shall be adapted to the specific position): Good  individual counseling, conflict resolution and problem solving skills Good communication and interpersonal skills Strong organizational and team working skills Good cultural awareness and sensitivity High sense of confidentiality 2. Behavioral competencies These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioural competencies and the following are essential for this position: Working with people Planning and delivering results Communicating with impact and respect Handling insecure environments 3.      Performance Management The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews: The Job Description The individual Work- and Professional Development Plan The Competency Framework