The
Center for International Forestry Research (CIFOR) envisions a more
equitable world where forestry and landscapes enhance the environment
and well-being for all. CIFOR is a non-profit, scientific institution
that conducts research on the most pressing challenges of forest and
landscape management around the world. Using a global, multidisciplinary
approach, we aim to improve human well-being, protect the environment,
and increase equity. To do so, we conduct innovative research, develop
partners’ capacity, and actively engage in dialogue with all
stakeholders to inform policies and practices that affect forests and
people. CIFOR is a CGIAR Research Center, and leads the CGIAR Research
Program on Forests, Trees and Agroforestry (FTA). Our headquarters are
in Bogor, Indonesia, with offices in Nairobi, Kenya, Yaoundé, Cameroon,
and Lima, Peru.
CIFOR is looking for
Director, Human Resources
Director, Human Resources
Overview
The
Director will provide the organization with overall strategic human
resources leadership and will contribute to CIFOR’s initiatives. The
Director will ensure the development and implementation of global best
practices in human resources management and will foster a workplace
environment consistent with the organization's values and mission. The
Director will lead the Human Resources (HR) team in the provision of
proactive and results-oriented services.
The Director reports to the Director General and is a member of the CIFOR Executive Management Committee.
Responsibilities:
1. As a member of the Executive Management Committee (EMC) the Director will:
· Participate in the overall management of the organization
· Prepare and lead HR discussions at monthly EMC meetings
· Contribute
to the development of the Center's plans and initiatives, providing
advice from the perspective of the impact on staff.
2. Develop, review and update the HR strategy and management policies, systems and practices in order to:
· Fully support the implementation of CIFOR's strategy
· Reflect global best practices in human resources management, including best practices in gender and diversity
· Meet
ethical standards and legal requirements, especially in compliance with
regulations at the national level that affect our offices around the
world.
3. Assisted by HR professionals, plan, develop, and manage the human resources functions, which include:
a) HR strategy, design and implementation:
· Evaluate
and advise on the impact of programs, initiatives and strategies that
affect the attraction, motivation, development and retention of staff.
b) Staffing and contract management:
· Oversee staffing strategies and implementation plans and programs to identify talent within and outside the organization.
· Identify
appropriate and effective external sources for candidates, including
manage partnerships with relevant organizations to ensure the
appropriate implementation of secondments and employment relationships.
· Oversee
the contract management of all staff, secondees, partners and
consultants, and ensure compliance with the organization's policies and
procedures and the laws/regulations applicable to all CIFOR offices.
· Manage an effective orientation program to welcome and integrate new employees into the organization’s culture; and
· Manage
all staff movements: promotion, transfer and departure of staff
including implement an exit interview program to obtain inputs/feedback
concerning the organization's operations, management and programs.
c) Organizational development:
· Develop
and review the organizational design–the organization’s structure,
design and classification of positions, and human resources planning.
d) Compensation management:
· Develop
parameters for and oversee an equitable compensation and benefits
structure, including salary packages and benefits pertaining to health
care, retirement, insurance, leave and expatriation (e.g. housing,
education assistance, relocation and repatriation, and other relevant
benefits); and
· Continually
assess the internal equity and also the competitiveness of the
compensation programs against the relevant comparable organizations and
markets.
e) Performance Management:
•
Oversee the performance management process, and assist the management
in the analysis of both individual and team performances.
f) Learning and development:
· Lead
needs assessment to identify competency, knowledge and talent gaps, and
develop professional development plans, learning and training programs
based on organizational and individual needs.
· Manage the upward feedback program for the senior management team; and
· Encourage knowledge sharing throughout the organization.
g) HR Information Systems:
· Enhance
and/or develop and implement the HR Information Systems (HRIS) to
improve the overall operation and effectiveness of the organization. In
particular, ensure the HRIS database provides timely and accurate
information.
h) Employee relations:
· As
a senior internal consultant and facilitator assist managers and
employees in resolving employment and/or performance issues; and
· Provide managers with coaching and technical advice in people management.
i) Personnel administration:
· Ensure
that all personnel transactions follow the appropriate procedures and
that all requirements are met prior to the approval of a transaction.
4. Lead,
manage and evaluate the HR team plan and facilitate the development of
performance plans for the team members. Lead the team in providing
expert and customer-oriented services.
5. Introduce
international HR policies, programs and issues to the team and
establish standards for the organization in these areas. Understand the
differences among national and international policies that affect our
work, and coordinate the integration of policies and programs where
possible.
6. Plan and manage HR annual budgets and other financial accountabilities of the Human Resources Division.
7. Liaise with centers, institutions and initiatives within the Consultative Group for International Agricultural Research.
8. Support the CIFOR Board of Trustees and serve as secretary to the Nominations and Human Resources Committee.
9. Carry out other relevant tasks and projects as required by, and mutually agreed with, the Director General.
Requirements:
Education, knowledge and experience
· Advanced
degree in Human Resources Management, Business Administration or
related studies and progressive experience in International HR
management preferably in an international organization;
· Extensive human resources knowledge, with experience in change management and organizational development;
· Have sound judgment, demonstrate exceptional facilitating skills, and have proven diplomatic and influencing skills;
· Value
the sharing of information and continuous improvement in a cooperative
atmosphere of constructive evaluation and learning, and committed to
staff development;
· Outstanding written and spoken English is required, while proficiency in other international languages is desirable.
Terms and Conditions:
· This is an internationally recruited staff (IRS) position;
· Competitive remuneration in US Dollars commensurate with skills and experience;
· The
appointment will be for a period of two years, inclusive of a
nine-month probationary period with the possibility of extension
contingent upon performance, continued relevance of the position and
available resources;
· The duty station will be in Jakarta/Bogor, Indonesia.
Application Process:
· The vacancy is open until filled;
· We will acknowledge all applications, but will contact only short-listed candidates.
To apply, please visit our careers site at http://www.cifor.org/career/ 150/director-human-resources/
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