Human Resources Business Partner

TEAM PURPOSE: To provide a professional, business focussed organisational development and human resource management service, delivering a proactive and solutions-based approach for resolving issues and ensuring that staff are effectively resourced, managed and developed to deliver organisational strategy.

JOB PURPOSE: As part of the Country Management team, provide operational and strategic input and support to the Lebanon Country Programme and regional teams based in Lebanon, in order to achieve the country strategy and Oxfam’s mission, being aligned to the Oxfam People Strategy.

Drawing on deep functional HR process and policy knowledge, deliver the HR country plan to ensure organizational effectiveness by supporting and promoting staffing that has the full range of skills and capabilities required to implement the Lebanon country strategy.

Ensures that all staffing issues are managed in line with Oxfam Policy and procedures and facilitate effective implementation by managers, or working alongside managers, to support delivery.

Ensures the provision of effective and best practice HR Management on the full range of employment issues.

JOB REPORTS TO: Country Director

ROLES REPORTING TO THIS JOB: HR Staff (5 in the team including 2 direct reports)

BUDGET RESPONSIBILITY : Direct Budget Responsibility for L&D /Sign off responsibility for monthly payroll and benefits payments.

GEOGRAPHICAL SCOPE: Lebanon

IMPACT:  Country Programme Team and Hosted Staffs from other affiliates

KEY STAKEHOLDERS: Lebanon Country Programme, EA Node, Regional Platform, International HR Team, Oxfam Reward Shared Service,  Lebanon Interagency HR Forum, Legal Advisor

Key Responsibilities (Technical, Leadership, People and Resource management)

Provision of HR Services: (60 % of time)

• As HR Business Partner to the CMT, develop and lead on the HR related aspects of organizational development plan and engage with and influence senior management thinking and behaviours on this and the people aspects of Country Strategy supporting the development of an organizational culture that reflects Oxfam values.

• Leading on developing and updating HR strategic plans and contribute to country level strategic plans

• To provide detailed advice and problem resolution (including direct one to one manager case work support) on complex and sensitive policy interpretation and procedural issues to managers and employees and HR colleagues, including advising managers when HR decisions might need to be taken outside of defined policy and process; and

• To support the implementation of Oxfam HR strategy in Lebanon, ensuring strategic organisational aims are facilitated through all elements of HR and is compliant with agreed performance levels and legal requirements under Lebanese and other relevant laws, across all the following range of HR processes including but not limited to:

• Recruitment in order to attract, retain and develop the people needed to enable delivery of the Country Programmes
• Workforce planning - manage organograms and advises CD on future staffing needs.
• Performance Management - Champions PM in country, supports line managers to fulfil their obligations in the process including undertaking performance assessments.
• Employee Relations and labour law - ensuring ER policies and procedures are fair and compliant with Lebanese labour law via working with lawyers where necessary; interpret legal advice and ER policy in country.
• Respond to and where appropriate investigate all misconduct complaints and ensure investigation protocols are performed to a high standard and consistently checked for their relevance and standards.
• 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.
• Payroll Ensure staff are paid accurately and on time by preparing and inputting the monthly payroll calculations, including computations for leavers.
• Attendance management
• Change Management- Co-ordinate and project-manage organisational change processes and restructures, ensuring good internal communication and best-practice compliance.
• Manage the country Learning and Development plan and implementation
• Coordinate the in-country succession planning and employee engagement strategies.
•  Regularly produce high quality HR management information for CD and CMT

• Work closely with the Oxfam Reward Shared Service on a day to day and more strategic basis, be responsible for the country annual pay review process

• 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.
• Implement and monitor HR Support Team standards, particularly in relation to customer service, quality and accuracy

• Ensure there is accurate staff information on the HR System (where applicable)
• Ensure confidential and efficient management of medical claims

• Manage the Country Safeguarding Focal Points and Improve the effectiveness of sexual exploitation and abuse deterrence, prevention, detection and response in the organisation.

• Contribute to Oxfam’s country risk management processes and follow all Oxfam sexual exploitation and abuse processes and procedures

Organisational Development and Staff Capacity Building (30 % of time)

• Support - as a priority where appropriate - the recruitment and development of new skills required for effective programming and delivery of the Plan

• Work closely with the Country Management Team to ensure effective talent management strategy is in place and actively support activity that optimizes talent and helps us build Oxfam in Lebanon a compelling employer brand to attract, develop and retain talent

• Support the development of solutions to cater for individual’s development plans, and that specific skills training is arranged for the country team where shortfalls are identified.

• Ensure that Oxfam staff have the required skills and abilities to provide capacity building and knowledge transfer to partner organizations.

• Continue to embed effective performance management amongst the country leadership team and develop and implement a monitoring and evaluation process to ensure that both individual and organizational performance against objectives is regularly assessed and issues are identified and addressed.

• 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.

General Organizational Awareness and Learning (10 % of time)

• Stay up-to-date of changing organizational and external situational circumstances, which may impact both the human resources team and the wider organization and proactively develop suggestions for addressing them and/or incorporating relevant information into Oxfam’s ideas and approaches.

• Actively promote a coaching, mentoring culture, including secondment opportunities to support staff development and career growth.

• As a member of the HR Team within the Region, contribute to HR strategy development and shared learning across the Region.  May take a lead within the Region on a strategic HR issue as appropriate.
• Share learning across the Region.

Partner Capacity Development

• Participate in regular meetings with partner organisations to ensure that the working relationship between partners and Oxfam remains positive, open and conducive to the successful achievement of agreed objectives

• Ensure that partner organisations are fully involved in the assessment and design of the identified support and training required in internal operating systems and controls and undertake targeted capacity building to ensure that partner organisations work in accordance with acceptable standards and objectives

• Work closely with Programme and Business Services teams to ensure a coordinated approach to capacity building of partner organisations.

Other Responsibilities

• Follow up on work permit/residence permit and renewal, visa extensions, visa applications for international staff
• Manage the contract with the local mobile service provider

Core Dimensions

• Plans and objectives contribute to a wider organisational approach and require collaboration with other departments.
• Develop, implement and monitor organisational development and capacity building plans. Role is variable with well-defined targets and/or minimum standards, requiring effective management of non-routine management tasks.
• Interpret and apply operational and special technical information to deliver superior operational performance. This practice is based on a body of knowledge and frameworks, acquired over a period of time.
• Decision making requires significant levels of judgement based technical and management experience and is independent within role responsibilities and collaborative outside specialist area.
• Analyse, develop solutions and communicate to a wide audience, diverse and complex problems, usually within organisational policy.
• Influence is primarily internal, involving senior staff, but with significant impact, including across the Region and potentially Oxfam-wide.
• Represent Oxfam externally in human resources management related forums, institutions and associations, but also with partner organisations as appropriate. Also represent Oxfam in liaison and interface with regulatory bodies and departments e.g. ministry of labour, General Security etc
• Manage team members, ensuring human resources service delivery meets quality standards and value-add expectations.
• Work in an environment that is politically and potentially physically insecure, with a high risk of humanitarian crisis.

FLEXIBLE WORKING

We believe flexible working is key to building the Oxfam of the future, so we’re open to talking through the type of flexible arrangements which might work for you.

COMMITMENT TO DIVERSITY AND INCLUSION

We are committed to ensuring diversity and gender equality within our organization.

Person Specification

Most importantly, every individual in Oxfam needs to be able to:

• Live our values of INCLUSION, ACCOUNTABILITY, EMPOWERMENT, COURAGE, SOLIDARITY and EQUALITY (read more about these here)
• Ensure you commit to our ORGANIZATIONAL ATTRIBUTES (including adhering to the Code of Conduct):

1. Be committed to our feminist principles, and to applying them in your day-to-day behaviour and your work. Be ready to keep learning, with accountability to those who experience oppression as a result of their identities, such as their gender, race/ethnicity, disability, class, or LGBTQIA identity."

2. Be committed to undertaking Oxfam’s safeguarding training and adhering to relevant policies, to ensure all people who come into Oxfam are as safe as possible.

EXPERIENCE, KNOWLEDGE & COMPETENCIES

ESSENTIAL

• Self-Awareness
• Influencing
• Strategic Thinking and Judgment

In addition:

• Professional Qualification in Human Resources and/or related field with substantial knowledge and experience of general human resource management with expertise in providing a superior, proactive, business focused service
• Substantial knowledge and experience of capacity building and skills transfer, learning and development and knowledge management.
• Ability and experience practically of working cross- functionally, Ability and experience dealing with ambiguity and ability to continually improve ways of working and iteration
• Ability to communicate in English and Arabic clearly both verbally and in writing and with all levels of staff, including at a distance
• 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
• Experience of salary benchmarking and pay positioning.

Desirable

• Previous experience of working within an INGO, ideally across several offices

SAFER RECRUITMENT: Oxfam is committed to preventing any type of unwanted behaviour at work including sexual harassment, exploitation and abuse, lack of integrity and financial misconduct; and promoting the welfare of children, young people and adults. Oxfam expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our values are recruited to work for us. Offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records and terrorism finance checks.