Save the Children is an exciting and dynamic organization that follows a holistic approach to achieve more for children and use its resources in an efficient and sustainable way. In every programming we aim to achieve results at scale, build partnership to influence others and increase our impact; look for innovate solutions to the problems children faces, campaign for better practice and ensure that Children’s voices are heard.

Save the Children is an organization for talented people with different backgrounds and perspectives. We are proud that our people are representative of the children we work with and we thrive on our diversity. We are an equal opportunity organization dedicated to our core values of Accountability, Ambition, Collaboration, Creativity and Integrity. Our culture is embedded in these values, along with a strong commitment to our Child Safeguarding Protocol, ensuring that all representatives of Save the Children demonstrate the highest standards of behavior towards children both in their private and professional lives.

Save the Children offers sound employment conditions with opportunities for personal growth and development. If you are interested to work in an organization that is determined to achieve dramatic change for the most vulnerable children, we encourage you to look through the job profile below.

ROLE PURPOSE:

The post holder is responsible for planning and implementing recruitment and staffing strategies with special emphasis on creating and maintaining a well-qualified and diverse pool of candidates in a timely and cost effective manner for Addis Ababa based departments/units.  S/he will also be responsible for recruitment & selection process of staff and consultants for Addis Ababa office; ensures that all employment and consultancy service contracts are managed in accordance to Save the Children’s standing policies and procedures; maintains proper documentation of the selection process and prepares periodic reports; performs other related tasks as required.

SCOPE OF ROLE:

Reports to: Senior HR Manager

Staff directly reporting to this post: None

Dotted line relationship– None

Functional relationship– Departments and Hubs

JOB SPECIFIC ROLES AND RESPONSIBILITIES

Staff Recruitment

• Engage in staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff.
• Implement staff recruitment and selection policies and procedures; and propose changes for effective staffing processes.
• Ensure that announcements are followed up, properly handled and short listing made on time in consultation with the hiring managers.
• Conduct preliminary screening of applications based on stated requirements and pass on long lists together with applications and CVs to hiring manager to do the shortlist.
• In consultation with the hiring manager, organize and conduct job interviews for positions below 3A and as delegated by HR Manager/DHRD/HRD.
• Together with interview panel, assess good qualities as well as shortcoming or areas of concern about the candidates and judging them efficiently.
• Jointly with the recruitment panel, recommends suitable candidates and agrees on the hiring process with the HR team.
• Design, develop and suggest recruitment solutions and networking techniques in the organization to ensure an efficient and fast process.
• Prepare recruitment planner, document and record the recruitment process.
• Manage and monitor applicants tracking system to ensure process is being followed.
• Develop and recommend new forms, tests, systems and procedures to facilitate and improve recruitment process exploring the market’s best practices in this field;
• Provide recruitment updates to hiring managers periodically on the status of staffing requests.
• Advise hiring managers in different subsidiaries on the best recruitment and selection practices,
• establishing healthy working relationships with the department heads of different business units to manage the sourcing processes.
• Conduct reference checking/staff vetting and final negotiations for open positions in his/her portfolio.
• Send out regret letter to unsuccessful candidates in a given recruitment process.
• Ensure dissemination of job adverts through all appropriate channels including the full utilization of the social media, professional networks, associations and others depending on the targeted niches; and support advertising vacancies by drafting and placing job postings in a wide range of media (e.g. recruitment agencies, newspapers, websites, magazines).
• Suggest training needs on recruitment best practices and interviewing techniques.

Consultancy Services Management

• Facilitate the selection of consultants based on procedure.
• Ensure that all the relevant documentation is fulfilled for consultancy service agreements (approved VRF, TOR, documentation of competitive selection process, CV/Profile of the consultant).
• Prepare consultancy service agreement as instructed by HR Manager using SC’s consultancy service agreement template.
• Ensure that consultancy proposals are made according to the terms of references or scope of service and signed by the authorized persons.
• Ensure that all consultancy service contracts are duly signed by SCI & the Consultants and that copy are distributed to the concerned units.
• Oversee distribution of consultancy agreement, follow up completion of the consultancy agreement and report on the progress to HR and relevant units.
• Provide Child Safeguarding training has been provided to the consultant before he/she starts the actual work.
• Liaise with hiring managers to facilitate payment for consultancy services according to the payment plan.
• Maintain up to date database on existing and potential consultants with respective services.
• Keep an up to date database on consultants that SC can use for different services as needed.

Performance Appraisal

• Assist the Head of Learning on performance management process to ensure that staff performances are managed based on SCI guideline and requirements as required.
• Ensure that new staffs prepare their performance plan for probation period and annual objective.
• Develop his/her yearly objective using the format.
• Report on progress of the objective.

Other Responsibilities

• Liaise and receive timely updates on staffing changes to ensure that all new recruits are ensured against life insurance coverage.
• Coordinate with the insurer in providing timely staffing information on new recruits as well as any staff related changes for amendment.

MINIMUM QUALFICATION, EXPEREINCE, COMPETENCIES

QUALIFICATION

• B.A. degree in Management, Business Administration and/or Human Resources Management.

 EXPERIENCE

• Minimum 5 years’ relevant experience.
• Significant experience as a recruiter.
• A strong background in creative sourcing of talent preferably in a complex organization setup.

KNOWLEDGE, SKILLS AND ABILITIES

• Excellent knowledge of recruiting techniques and employment policies and procedures as it pertains to recruitment to include applicable EEO and Child safeguarding regulations.
• Detail oriented and can exercise sound judgment.
• Able to work independently but enjoys collaborating and working in a team environment.
• Strong negotiation and contract management skills.
• Ability to manage and prioritize a high volume of requisitions.
• Ability to maintain confidential Company information
• Excellent interpersonal, communication, and presentation skills
• Strong analytical, written and verbal skills
• Ability to work under pressure in a high volume recruiting environment
• Ability to work with all levels of employees/management
• Ability to organize and prioritize work
• Demonstrate success in initiating organizational directives and bringing recruitment process to successful completion
• Proficiency with Microsoft Office
• Qualified female candidates are highly encouraged to apply.

Scope & complexity of decision making (choose the appropriate description and delete the rest)

• Expected to make decisions on well-established procedures, under close supervision

PERCENTAGE OF TRAVEL (Out of duty station if applicable).

·         10%

COMPETENCIES (Choose the competency appropriate for the role and delete the other. 3-5 competency should be enough)

SC Values are: Accountability, Ambition, Collaboration, Creativity and Integrity. To meet the value system the post holder is expected to demonstrate the following Competencies on ongoing bases ( this varies according to the position please consider the below as example)

·         Leading (align with Ambition, Integrity collaboration and creativity)

Leading and Inspiring Others: Demonstrate leadership in all our work, role models our values and articulates a compiling vision to inspire to achieve our goals for children

Delivering result: Takes personal responsibility and holds others to account to deliver our ambitious goals for children, continually improving own performance or that of the team/ organisation.

Developing Self and Others: Invest time and energy to actively develop self and others to help realise their full potential and to build the organization capability for the further.

·         Thinking (align with Ambition, creativity, Collaboration and Creativity)

Problem solving and decision making: Takes effective, considered and timely decisions by gathering and evaluating relevant information from within or outside the organisation and making appropriate judgements.

Innovating and Adapting: Develop and implement innovative solutions to adapt and succeed in an ever-changing uncertain work and global environment.

Applying technical and professional expertise: Applies the required technical and professional expertise to the highest standards; promotes and shares best practice within and outside the organisation.

·         Engaging (align with Collaboration, Creativity,  

Networking: Builds and use sustainable relationship to support the work of save the children

Working effectively with others Works collaboratively to achieve shared goals and thrives on diversity of people and perspectives; knows when to lead and when to follow and how to ensure effective cross-boundary working.

Communicating with Impact: Communicates clearly and confidently with others to engage and influence; promotes dialogue and ensures timely and appropriate messages, building confidence and trust with others.