1. Strategic Support and Alignment

• Conduct regular assessments of country office operations to ensure alignment with strategic objectives and regional priorities.
  
• Review and provide insights on the impact of country office activities and initiatives.
  
• Coordinate strategic planning and execution between country offices and HQ.
  

2. Governance and Compliance

• Ensure adherence to organizational policies, DOA, and compliance standards.
  
• Conduct reviews and spot checks to ensure compliance, recommending corrective actions for HR processes and activities.
  
• Collaborate with Legal and other departments to review compliance and address irregularities.
  
• Monitor ongoing compliance through regular reporting and data analysis.
  

3. Operational Effectiveness

• Monitor operational performance, identifying inefficiencies in key HR processes at the regional level. Implement process improvements and training initiatives.
  
• Ensure effective resource utilization and alignment with cost management strategies (structure, staffing, and work allocation).
  
• Work with the regional Director and Country Offices, to include HR management, training, support, well-being, and other relevant aspects in operational plans and budgets.
  
• Contribute for HR to the opening or closing of country Offices in the Region.
  

4. Workforce and Talent Development

• Evaluate and promote/ support leadership and management practices to enhance team engagement and morale.
  
• Support talent development initiatives, focusing on building local/ regional capacity.
  
• Work with relevant areas to address workforce gaps and strengthen team cohesion.
  
• Develop and implement annual training plans with program leads/managers and HQ.
  

5. Risk Management and Compliance in HR processes

• Ensure compliance with institutional policies and procedures (e.g., DoA for contracts).
  
• Identify significant risks regarding staff relations/ management and coordinate actions to mitigate them.
  
• Implement best practices in staff relations/ management across country/ regional offices.
  

6. Stakeholder Engagement and Representation

• Strengthen partnerships with external recruitment companies and networks to boost the organization’s reputation and enhance talent attraction and retention.
  
• Act as a representative of the Regional/HQ team in country offices, ensuring effective communication and coordination.
  

7.Environmental, Health and Safety Management

• Oversee the implementation of Environmental, Health and Safety Programs.
  
• Collaborate with OHS specialists to train staff in health, safety, and emergency procedures.
  
• Collaborate with HR HQ to develop and implement environmental, health and safety strategies and well-being initiatives that address country and regional needs and priorities.
  

8.Compensation and Benefits Management

• Develop and implement a global compensation and benefits strategy, including salary evaluation, job grading, and compliance with local regulations.
  

9.Internationally Recruited Staff Management

• Coordinate on and off boarding of IRS with Programs, Country Offices and HQ HR. Provide adequate level of administrative support to IRS and dependents.
  

10. Audit and Compliance Support

• Support all audit efforts on HR matters for staff and projects in all country offices.
  
• Ensure compliance with labor laws and update HR policies and procedures accordingly.
  

11. Tools and Systems Management

• Collaborate with HR HQ to develop, implement, and manage internal tools and systems for HR reporting, and data analysis as well as staff management at the country/ regional level.
  

12. Monitoring and Oversight

• Conduct ongoing monitoring and oversight of country office operations, ensuring they meet HQ standards.
  
• Provide regular updates to HQ on the status of country offices, including KPI’s.
  
• Coordinate with HQ to address issues identified during monitoring activities.