SayPro

Tag: Cameroon

  • SayPro Exploring Cameroon

    Title: “Cameroon: Where Diversity and Richness Converge” Cameroon, often referred to as “Africa in Miniature,” is a country of unparalleled diversity, boasting a mosaic of cultures, languages, landscapes, and traditions. This article invites you on a virtual tour of Cameroon, exploring its vibrant tapestry, historical significance, and the experiences it offers to travelers and enthusiasts alike.

    Nestled in Central Africa, Cameroon is a melting pot of over 250 distinct ethnic groups, each contributing to the nation’s cultural vibrancy. From the nomadic communities of the Sahel to the forest-dwelling Baka people, Cameroon’s cultural diversity is reflected in its music, dance, art, cuisine, and festivals. This article delves into the captivating stories behind Cameroon’s various ethnic groups, shedding light on the harmonious coexistence that defines the nation.

    Cameroon’s geographical diversity is equally astounding, encompassing lush rainforests, expansive savannas, volcanic peaks, and pristine beaches along the Gulf of Guinea. The country’s breathtaking landscapes offer a playground for adventure seekers, wildlife enthusiasts, and nature lovers. From hiking the slopes of Mount Cameroon to exploring the Waza National Park’s diverse wildlife, Cameroon’s natural wonders are an invitation to experience the magnificence of the African continent.

    As you journey through Cameroon’s past, present, and future, you’ll discover a nation that embodies resilience and a spirit of unity. From the challenges it has overcome to its boundless potential, Cameroon is a testament to the power of diversity and the richness it brings to every facet of life. This article celebrates the multifaceted gem that is Cameroon, inviting you to explore its many facets and be inspired by its unique blend of cultures, landscapes, and traditions.

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  • SayPro Exploring Cameroon

    Title: “Cameroon: Where Diversity and Richness Converge” Cameroon, often referred to as “Africa in Miniature,” is a country of unparalleled diversity, boasting a mosaic of cultures, languages, landscapes, and traditions. This article invites you on a virtual tour of Cameroon, exploring its vibrant tapestry, historical significance, and the experiences it offers to travelers and enthusiasts alike.
    Nestled in Central Africa, Cameroon is a melting pot of over 250 distinct ethnic groups, each contributing to the nation’s cultural vibrancy. From the nomadic communities of the Sahel to the forest-dwelling Baka people, Cameroon’s cultural diversity is reflected in its music, dance, art, cuisine, and festivals. This article delves into the captivating stories behind Cameroon’s various ethnic groups, shedding light on the harmonious coexistence that defines the nation.
    Cameroon’s geographical diversity is equally astounding, encompassing lush rainforests, expansive savannas, volcanic peaks, and pristine beaches along the Gulf of Guinea. The country’s breathtaking landscapes offer a playground for adventure seekers, wildlife enthusiasts, and nature lovers. From hiking the slopes of Mount Cameroon to exploring the Waza National Park’s diverse wildlife, Cameroon’s natural wonders are an invitation to experience the magnificence of the African continent.
    As you journey through Cameroon’s past, present, and future, you’ll discover a nation that embodies resilience and a spirit of unity. From the challenges it has overcome to its boundless potential, Cameroon is a testament to the power of diversity and the richness it brings to every facet of life. This article celebrates the multifaceted gem that is Cameroon, inviting you to explore its many facets and be inspired by its unique blend of cultures, landscapes, and traditions.

  • SayPro Technical Director – USAID Cameroon President’s Malaria Initiative Bilateral Proposa

    Healthcare innovation takes center stage in the fight against malaria, and you can be a driving force

    in this critical mission.

    As a Technical Director for the USAID Cameroon President’s Malaria Initiative Bilateral Proposal,

    you’ll lead initiatives that save lives and transform communities. Your expertise will guide the

    development of comprehensive proposals that outline strategies to combat malaria’s devastating

    impact.

    By collaborating with stakeholders, governments, and partners, you’ll drive innovative solutions that

    bring us closer to a malaria-free world. Embrace this role to make a tangible impact on global health

    and pioneer advancements in malaria prevention and treatment

  • SayPro Operation Management

    *Operation Manager(For Myanmar National Only)***

    CONTRACT LENGTH: Fixed Term

    General Position Summary:

    The Operations Manager provides general management and leadership for the supply chain and operation functions at MEC including procurement, logistics, asset, admin, safety and security and information technology. The Operations Manager proactively and informatively communicates and coordinates the operation functions with partners, SCI/MEC team members in Yangon Office and other field locations including home-based staff as and when required. The Operations Manager is a key person within the Partnership and Program Support Department, who ensures the resources are planned and utilized towards effective program support and shares the overall responsibility for the direction and coordination of the MEC operation activities under the direct supervision of the Partnership and Program Support Director.

    SCOPE OF ROLE:

    Supervisory Responsibility: Operation Coordinator and Supply Chain Coordinator

    Reports Directly To: Partnership and Program Support Director

    Accountability to Partners: MEC team members are expected to demonstrate all efforts toward accountability especially to our equal partnership value and principles that take full advantage of the roles, knowledge, skills, reach and experience that each partner and MEC offer each other – and strive to respect partners’ roles, their experience, knowledge, leadership and existing resources in the ethnic and monastic education systems.

    KEY AREAS OF ACCOUNTABILITY:

    Essential Responsibilities

    • Manage reliable and cost-effective operations and effective implementation of the strategies of MEC towards the right direction, including supervision of facilities & office management, information technology, procurement, asset management, travel management and safety & security on collaboration with SCI Function leads.
    • Establish systems to ensure smooth flow of supply services for the program through different channels in order to respond to the program needs.
    • Provide overall operational support to programs and facilitate coordination, supervision and monitoring of support activities designed to assist in fulfilling program objectives.
    • Oversee the logistical aspects of the operation; including all staff movements as needed and ensure that security standards are maintained all the time.
    • Work closely with other team in MEC to facilitate program planning and upcoming procurement resources needs – including to deliver successful programs while demonstrating excellent stewardship of donor funds and compliance requirements.
    • Responsible for the management of all project procurement functions compliance and control as described in the donor conditions and SCI policies.
    • Support developing budgets for operations activities of the programs as an integral part of program annual operation plan (AOP) development and MEC internal operation budgeting.
    • Represents MEC as required in coordination with SCI Operation Team.
    • Ensure review and support for MEC’s all partner of operation system strengthen
    • This position requires for travelling to MEC’s partners field office location (e.g MLM, MKN, MDL and Thailand & Myanmar border)

    Responsibilities of Operations Manager:

    The Operations Manager is responsible for but not limited to key responsibilities of operation management oversight, localization and implementation of policies and procedures for MEC and partners, resource management, Team management and the safety and security aspects.

    OPERATIONS OVERSIGHT

    Oversight, direction and advice on all aspects of MEC operations management, aiming at the achievement of the following results:

    • Successful contribution for implementation of MEC AOP and executing the process and guidelines for procurement of goods and services.
    • Maintain regular control on operations budget and identify any exceptions or possible implications of under / overspending in a timely manner.
    • Promote continuous organizational learning culture with the empowerment of individuals and teams with the identification of learning needs.
    • Provide managerial leadership to the Operation Coordinator and Supply Chain Coordinator and equip them with information, tools and resources to improve performance & reach objectives.

    IMPLEMENTATION OF POLICIES AND PROCEDURES

    Implementation of appropriate operations process and procedures that comply with SCI policies and procedures and with donor conditions focusing on the achievement of the following results:

    • Provide technical and managerial leadership in localization and implementation of partners’ operation, procurement and logistic policies and procedures.
    • Full compliance of operations with Procurement and Logistics policies, procedures, and processes.
    • Provide expert review and advice on service contract agreement, resource management, tools, and method associated with operation etc.

    RESOURCE MANAGEMENT

    Effective and efficient resources management in administration, procurement, logistics and IT on the achievement of the following results:

    • Ensure effective management of administrative / logistics resources and reporting in a systematic, transparent and efficient manner.
    • Responsible for provision of high quality and timely procurement and other program support to MEC internal team and partners.
    • Exercising management over procurement processes and logistics ensuring compliance with the procurement policies and procedures as well donor rules and regulations.
    • Oversee provision of transport and travel support (international and domestic).
    • Oversight on maintenance of proper custody of MEC assets and general inventory.

    TEAM MANAGEMENT

    • Empower the team, deepen understanding of their roles and assist with career development.
    • Equip team members with information, tools and resources to improve performance & reach objectives.
    • Promote accountability, communicate expectations, and provide constructive feedback informally and formally via regular one on ones and performance reviews.
    • Create and sustain a work environment of mutual respect where team members strive together to achieve excellence.

    SECURITY

    • Ensure compliance with security procedures and policies as determined by SCI.
    • Proactively ensure that team members operate in a secure environment and are aware of policies.

    Child Safeguarding Responsibility:

    • Ensure that all beneficiaries of your program are receiving ongoing, age-appropriate verbal or written information in relevant languages about Save the Children’s Child Safeguarding Policy and Code of Conduct.

    QUALIFICATIONS ,EXPERIENCE AND SKILLS

    Minimum Qualification & Transferable Skills:

    • Degree in Business Management and or any other relevant field.
    • Minimum of 5 years management experience in a corporate or an INGO sector, including experience in operational support for high-risk program.
    • Sound knowledge of administrative and procurement & logistics procedures is highly desired.
    • Proven supervisory ability and/or technical skills combined with leadership.
    • Strong interpersonal skills and ability to establish and maintain effective working relationships with colleagues and partners in a diversified multi-cultural and multi-ethnic working environment.
    • Skills in managing, organizing, planning and implementing assigned tasks under pressure of frequent and tight schedules.
    • Strong ability to apply good judgment and decision-making skills in demanding and complex working environments.
    • Demonstrated analytical and problem-solving skills in handling management and coordination issues at country program level.
    • Effective verbal and written communication, organizational, prioritization and Microsoft Office applications.
    • Excellent oral and written English skills required.
    • Ability to work effectively with an ethnically diverse team and partners in a sensitive environment.

    Success Factors

    MEC operates in a high-risk context as the strategy itself tends to serve the hardest to reach children and targets support to conflict-affected areas. So, the successful Operations Manager will be good at problem solving and have the ability to work out methods to deliver successful programs while demonstrating excellent stewardship of donor funds and compliance. He/she will maintain strong cooperative relationships with partners, other departments and interact effectively with international and national personnel both in a managerial as well as training capacity, while demonstrating the ability to multi-task, meet deadlines and process information in support of changing program activities. He/she will be able to work closely with a diverse team of individuals in a highly intense and fluid work and security environment and be willing to travel regularly to MEC partners’ deep field offices and project sites. The most successful MEC team members have a strong commitment to cross-team collaboration, partnership engagement, adaptability, and accountability, thrive in evolving and changing environments and make effective conversation and communication a priority in all situations.

    Ongoing Learning

    • In support of our belief that learning organizations are more effective, efficient and relevant to the children we serve, we empower all team members to dedicate to reflection and learning activities that further their personal and/or professional growth and development

    General:

    • Ability to work collaboratively with colleagues across the organisation developing effective working relationships to deliver outstanding results for children
    • Commitment to and understanding of Save the Children’s aims, values and principles.
    • Willingness and capability to comply with all relevant Save the Children policies and procedures with respect to health and safety, security, equal opportunities and other relevant policies such as HR policies and code of conduct, including the Child Safeguarding Policy.

    How to apply

    Interested and qualified candidates are invited to apply an Application Letter and Curriculum Vitae to the link below:

    For External Candidates:https://stcuk.taleo.net/careersection/ex/jobdetail.ftl?job=2200057E&tz=GMT%2B06%3A30&tzname=Asia%2FRangoon

    For Internal Candidates: https://stcuk.taleo.net/careersection/in/jobdetail.ftl?job=2200057E&tz=GMT%2B06%3A30&tzname=Asia%2FRangoon

    Closing Date : 15 September 2022 (Thursday)

    User Guide for Applicants at SCI: https://myanmar.savethechildren.net/sites/stcico.myanmar.savethechildren.net/files/taleo_applicants_user_guide.pdf

    Candidates are also requested to mention in the applications if there is, blood/marriage relationships with the existing Save the Children employees. No requirement of photo or copy of certificates and only short-listed candidates will be contacted.

    Remark: For those who failed to mention or incorrectly mention the apply position title, Programme/Sector name and location in their applications, we will consider those as disqualify and we will not consider for short list.

  • SayPro Sector Coordination (Shelter/NFI/CCCM)

    Position Title: Sector Coordinator (Shelter/NFI/CCCM)

    Duty Station: Maiduguri, Nigeria

    Classification: Professional Staff, Grade P3

    Type of Appointment: Special short-term graded, six months with possibility of extension

    Estimated Start Date: As soon as possible

    Closing Date: 15 September 2022

    Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

    Context:

    The North-eastern part of Nigeria has witnessed an increase in violence since the beginning of 2015, causing a major humanitarian crisis. More than two million individuals have been displaced as a consequence of the intensification of attacks by non-State armed groups and subsequent military operations, with the highest rate of displacement taking place in Borno, Yobe, Gombe and Adamawa States. Today more than 1.7 million people remain displaced with more than 874,583 of Internally displaced persons (IDPs) living in 287 camps, collective centres, or transitional sites, notably in schools or government buildings. The remaining IDPs are displaced in host communities: sharing the homes of others, living in makeshift shelters constructed on available land or renting homes.

    The Shelter/Non-Food Items (NFI) and the Camp Coordination and Camp Management (CCCM) sectors established to coordinate the response in those two areas have been historically led by the National Emergency Management Agency (NEMA) and IOM since the beginning of the crisis. Since August 2016 both sectors have been merged and jointly coordinated between IOM, the United Nations High Commissioner for Refugees (UNHCR) and NEMA.

    Under the overall supervision of the Regional Director and direct supervision of the Chief of Mission, and in collaboration with the Emergency Response units, Headquarters (HQ) and the Regional Office for West and Central Africa in Dakar the successful candidate will be accountable and responsible for coordinating and managing the activities of the joint Shelter, Non-Food Items (NFI) and CCCM sector in Nigeria.

    Core Functions / Responsibilities:

    1. Update and reinforce a comprehensive CCCM/Shelter/NFI Sectoral strategy that incorporates all phases of the response, including preparedness, emergency management, response, recovery, and implementation of durable solutions.
    2. Participate in the Inter-Sector Coordination Group to ensure adequate consideration of needs and coordination with other sectors with regards to the humanitarian strategy and response in Nigeria.
    3. Prepare and revise, when necessary, specific documents, strategies, guidelines, and sector’s terms of reference.
    4. Provide timely analysis, leading to a joint identification of gaps and development of sector-specific response strategies; ensure that sector strategies are adequately reflected in overall country strategies and appeals.
    5. Draw lessons learned from the past activities in Nigeria and revise strategies and action plans accordingly in light of these and needs as they evolve.
    6. Develop and implement an action plan within the CCCM, Shelter, NFI and CCCM Sector for capacity building and training. Plan, coordinate and deliver training/capacity-building to CCCM, Shelter and NFI sector partners, with a view to improving quality and efficiency of CCCM, Shelter and NFI interventions across all affected areas, including support efforts to strengthen the capacity of the national’s authorities and civil society.
    7. Ensure integration of the Inter-Agency Standing Committee’s priority cross-cutting issues (e.g., human rights, HIV/AIDS, age, community participatory approaches) and promote gender equality and GBV risk reduction by ensuring that the specific needs of women and girls, as well as men and boys, are addressed. Ensure appropriate coordination with national authorities to the extent the political situation allows. This will involve liaising and working with relevant government counterparts to support or complement existing coordination mechanisms, where they exist.
    8. Convene, facilitate and co-chair regular Shelter, NFI and CCCM sector coordination meetings and engage sector members while regularly monitoring their performance.
    9. Identify, support, and coordinate a network of Shelter, NFI and CCCM Focal Points across all affected areas of Nigeria, to enable effective and coordinated field-level strategy, emergency preparedness and response.
    10. In consultation with sector partners, plan and participate in inter-agency need assessments, as required.
    11. Coordinate CCCM, Shelter and NFI interventions with sector partners, as well as with other sector coordination groups involved in responding to the needs and supporting adequate information sharing mechanisms.
    12. Liaise, on behalf of the sector, with donors to fund priority sector activities, while at the same time encouraging sector partners to mobilize resources for their activities through their usual channels.
    13. Provide guidance and substantive support to sector partners in developing the Humanitarian Response Plan (HRP), submitting project proposals for inclusion in the Consolidated Appeals, Flash Appeals, Central Emergency Response Fund requests and other inter-agency funding appeals and ensure that agreed sector strategies/priorities are adequately reflected in appeal documents.
    14. Prepare and disseminate Shelter, NFI and CCCM sector regular updates.
    15. Ensure, to the extent possible, that sector partners use common standards to review impact of the sector and progress against implementation plans as well as tools for information and data management, including in needs assessments and monitoring.
    16. Ensure adequate reporting and information sharing, both within the sector and with other Working Groups and the Office for Coordination of Humanitarian Affairs (OCHA); collect 4W (Who/What/When/Where) information from partners and provide information to relevant inter-agency coordination body so it can be processed and redistributed at the Sector level and to other stakeholders; ensure that updated and relevant Sector-specific information is included in general reports, common web platforms; OCHA Situation Reports, OCHA Humanitarian Dashboard, etc.
    17. Identify core advocacy concerns for the sector and contribute key messages to the broader advocacy initiatives of the HC, the Sector Lead Agency, and other relevant actors together with sector partners.
    18. Promote principled approaches to camp consolidation, camp closures, returns and local integration.
    19. Represent the interests of the sector in Durable Solutions discussions with the Inter SectorCoordination group and the donor community on prioritization, resource mobilization and advocacy.
    20. Perform such other duties as may be assigned.

    Required Qualifications and Experience:

    Education

    • Master’s degree in Political or Social Sciences, International Relations, Human Right/ Law, Architecture, Engineering, Disaster Management, Conflict Management, or a related field from an accredited academic institution with five years of relevant professional experience; or • University degree in the above fields with seven years of relevant professional experience.

    Experience

    • Experience in Cluster coordination and humanitarian response;
    • Experience in programme management and project implementation;
    • Experience of operational Cluster information management, Camp Coordination/ Campmanagement, DTM, Shelter/NFI coordination, implementation and monitoring and evaluation and site planning;
    • Good knowledge of CCCM, NFI and shelter-related technical guidelines and standards;
    • Knowledge of humanitarian reform, operational coordination, and Working Group; and,
    • Previous management experience in an emergency operation setting.

    Skills

    • Ability to work effectively with local authorities, stakeholders, and beneficiaries;
    • Excellent communication skills; and,
    • Strong general analytical skills.

    Languages

    IOM’s official languages are English, French, and Spanish.

    External applicants for all positions in the Professional category are required to be proficient in English and have at least a working knowledge of one additional UN Language (French, Spanish, Arabic, Russian or Chinese).

    For all applicants, fluency in English is required (oral and written). Working knowledge of one of the IOM Official languages (Arabic, Chinese, French, Russian, Spanish) is an advantage.

    Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

    Notes

    Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php).

    Required Competencies:

    Values – all IOM staff members must abide by and demonstrate these three values:

    • Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
    • Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
    • Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

    Core Competencies – behavioural indicators level 2

    • Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
    • Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.
    • Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.
    • Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.
    • Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.

    Managerial Competencies – behavioural indicators level 2

    • Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential.
    • Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential.
    • Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction.

    IOM’s competency framework can be found at this link.

    Competencies will be assessed during a competency-based interview.

    Other:

    Internationally recruited professional staff are required to be mobile.

    Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

    This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

    The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. For this staff category, candidates who are nationals of the duty station’s country cannot be considered eligible.

    Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances. Subject to certain exemptions, vaccination against COVID-19 will in principle be required for individuals hired on or after 15 November 2021. This will be verified as part of the medical clearance process.

    Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

    How to apply

    Interested candidates are invited to submit their applications HERE, by 15 September 2022 at the latest, referring to this advertisement.

    IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application.

    Only shortlisted candidates will be contacted.

    For further information please refer to: www.iom.int/recruitment

    No Fees:

    IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

    Requisition: SVN 2022 242 Sector Coordinator (Shelter/NFI/CCCM) (P3) Maiduguri, Nigeria (57734978) Released

    Posting: Posting NC57734979 (57734979) Released

  • SayPro Human Resources Management (maternity leave cover)

    Background Information – Job-specific

    UNOPS supports partners to build a better future by providing services that increase the efficiency, effectiveness and sustainability of peace building, humanitarian and development projects. Mandated as a central resource of the United Nations, UNOPS provides sustainable project management, procurement and infrastructure services to a wide range of governments, donors and United Nations organizations.

    New York Service Cluster (NYSC) supports the United Nations Secretariat, as well as other New York-based United Nations organizations, bilateral and multilateral partners in the delivery of UNOPS mandate in project management, infrastructure management, and procurement management

    Sustainable Development Cluster (SDC) supports diverse partners with their peacebuilding, humanitarian and development operations. It was formed by combining the following portfolios: Grants Management Services (GMS), UN Technology Support Services (UNTSS), Development and Special Initiatives Portfolio (DSIP) It provides Services to partners’ programmes that are designed, structured, and managed with a global perspective and primarily serving partners that are headquartered in New York. The SDC has a footprint of approximately 125 countries.

    Under the direct supervision of the SDC Human Resources Specialist, the Human Resources Officer delivers high-quality and consistent delivery of effective HR services (recruitment, contract and performance management of talent) to the client office, ensuring full compliance with UN rules and regulations, UNOPS policies and procedures and internal Standard Operating Procedures (SOPs) in HR management. Under the guidance, the HR Officer provides solutions to a wide spectrum of complex HR issues in a collaborative, client-oriented manner.

    Functional Responsibilities:

    • Support to policy development and implementation
    • Advisory Services
    • Talent Acquisition and Administration
    • Team Management
    • Knowledge Building and Knowledge Sharing

    1. Support to policy development and implementation

    • Contribute to HR policy development and corporate HR initiatives by compiling and maintaining data on trends, risks and opportunities and sharing local HR best practices.
    • Provide technical or administrative services in support of HR initiatives for attainment of business objectives in line with the corporate HR strategy.
    • Generate strategic and operational workforce data for planning, including related statistical summaries and movements of UNOPS personnel within the relevant business unit/s.
    • Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance as needed.

    2. Advisory Services

    • Provide guidance on HR related systems and processes including but not limited to Recruitment, Contracts, Position Management, Benefits and Entitlements consistent with UNOPS rules and procedures.
    • Provide advice and answers to personnel on routine cases for HR services such as the performance appraisal process, learning & development activities, contracts, benefits, entitlements and remuneration and career development.
    • Assist to provide guidance as needed on sensitive matters including grievances, potential violations in code of conduct, harassment, abuse, workplace disputes, performance improvement plans, complex employee relations matters, etc.
    • Encourage line management responsibility for implementation of HR policies and effective team management, encouraging dialogue and two-way constructive feedback.
    • Collaborate with leadership to support institutional gender and diversity initiatives, providing education and advice on issues related to equity, compliance, inclusion, and diversity.

    3. Talent Acquisition and Administration

    • Implement talent acquisition activities in line with UNOPS policies and processes covering Recruitment, Onboarding, Performance Management, Learning and Development, Change Management, Salary and Benefit administration, Contract Administration, Succession Planning and Out-processing.
    • Administer contracts, entitlements, loans, exchanges, and secondments. Inform and advise UNOPS personnel, consultants, partners and project personnel on their conditions of service and entitlements according to their contract modality, expediting actions to facilitate their efficient, timely, and client-focused onboarding.
    • Support recruitment processes ensuring best practices are used for effective and efficient talent acquisition in line with UNOPS policy. Utilize and maintain recruitment plans, tools and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives. Maintain personnel rosters.
    • Provide technical inputs into, and organize straightforward components of, regional and national personnel realignment exercises, including job fairs, to ensure timely competency elaboration, sourcing, selection, placement of required talent and transitions as well as due process.
    • Identify key talent areas and provide elements of coherent, well-developed plans for obtaining, developing, and managing critical talent. Utilize recruitment plans, tools and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives.
    • Liaise with UNOPS’ HR related groups on personnel administration matters. Guide business units in engagement and work enrichment initiatives and development of annual training plans.

    4. Team Management

    • Support efficient planning of the HR unit, including drafting annual recruitment plans, implementing designated projects in line with the corporate HR strategy, overseeing personnel file systems as well as provision of related statistical summaries and tracking movements of UNOPS personnel within relevant business unit/s.

    5. Knowledge building and knowledge sharing

    • Organize, facilitate and/or deliver training and learning initiatives for personnel and other personnel on HR-related topics.
    • Provide sound contributions to knowledge networks and communities of practice by synthesizing of lessons learnt and dissemination of best practices in human resources.
    • Substantively contribute to the planning and development of the HR components of the office annual report.
    • Collect feedback, ideas, and internal knowledge about processes and best practices and put to use productively.

    Education/Experience/Language requirements

    *FEMALE CANDIDATES ARE STRONGLY ENCOURAGED TO APPLY*

    Education:

    • Advanced University degree (Master’s or equivalent) preferably in Human Resources Management, Business Administration, Social or Behavioral Sciences.
    • Or a First University degree (Bachelor’s or equivalent) in or related fields combined with 2 years of relevant experience.

    Experience required:

    • A minimum of one year of experience in professional-level recruitment and/or HR generalist services in an international, public or corporate organization.
    • A first-level university degree in combination with an additional 2 years of relevant work experience may be accepted in lieu of the education requirements outlined above.
    • Proficiency in the usage of computers and office software packages (Google suite, MS Office)
    • Experience desirable: The following experience is optional. Candidates who do not have it are welcome to apply
    • Some experience in UN system organizations preferably in a developing country is desirable.
    • Experience in UNOPS is desirable

    Language:

    • Fluency in English is required.
    • Working knowledge of another, official UN language is desirable

    Others

    • The incumbent is required to be able to perform the functions during New York working hours (9:00 a.m. to 5:00 p.m. EDT Monday through Friday)
    • The selected candidate will have to have access to an internet connection and a computer from the home-based location.

    How to apply

    To apply follow this link: https://jobs.unops.org/Pages/ViewVacancy/VADetails.aspx?id=24558

  • SayPro Human Resources Coordination – Nigeria – M/F

    ALIMA, the international medical NGO with a human face, which places at the heart of its model the co-construction of projects and professional paths

    THE ALIMA ASSOCIATION

    ALIMA’S ETHOS: ALIMA’s purpose is to save lives and provide care for the most vulnerable populations, without any discrimination based on identity, religion or politics, through actions based on proximity, innovation, and the alliance of organizations and individuals. We act with humanity and impartiality in accordance with universal medical ethics. To gain access to patients, we undertake to act in a neutral and independent manner.

    Our CHARTER defines the VALUES and PRINCIPLES of our action:

    1. Patient First
    2. Revolutionizing humanitarian medicine
    3. Responsibility and freedom
    4. Commitment to a dynamic of continuous quality improvement
    5. Creating a climate of trust among colleagues
    6. Collective intelligence
    7. Environmental liability

    ALIMA promotes and defends the principles of fundamental human rights. ALIMA has a zero-tolerance approach towards those guilty of acts of gender and sexual violence as well as towards inaction in the face of alleged or proven acts of violence. The protection of those benefiting from and impacted by our intervention is our top priority in everything we do. Everyone collaborating with ALIMA is committed to:

    ● Respect the charter, the code of conduct, the institutional policies including the policy of protection against abuse of power and sexist and sexual violence, the policy of prevention of corruption and fraud;

    ● Report any violation of the policies, framework documents and procedures to a superior, to a referent.

    CARING – INNOVATING – TOGETHER:

    Since its creation in 2009, ALIMA has treated more than 6 million patients. Today ALIMA works in 12 countries in Western and Central Africa. In 2020, we developed 41 humanitarian medical response projects to meet the needs of populations affected by conflict, epidemics and extreme poverty. All of these projects support national health authorities through nearly 330 health structures (including 28 hospitals and 300 health centers). We work in partnership, especially with local NGOs, whenever possible to ensure that our patients benefit from the expertise wherever it is, whether in their country or the rest of the world. In addition, to improve the humanitarian response, we are carrying out operational and clinical research projects, particularly in the field of the fight against malnutrition and hemorrhagic viral fevers. ALIMA is also leading operations in response to the covid-19 pandemic across all of our missions.

    ALIMA’S TEAM: More than 2000 people currently work for ALIMA. The field teams, as close as possible to the patients, receive their support from the coordination teams generally based in the capitals of the countries of intervention. These receive support from the 4 desk teams and the emergency and opening service team based at the operational headquarters in Dakar, Senegal. The Paris and New York teams are actively working on fundraising as well as representing ALIMA. The rest of the ALIMA Galaxy includes individuals and partner teams who work on behalf of other organizations such as medical NGOs BEFEN, ALERTE Santé, SOS Médecins / KEOOGO, AMCP, research organizations PACCI, INSERM, Universities of Bordeaux or Copenhagen, the NGO Solidarités International and many others.

    COUNTRIES WHERE WE WORK IN 2020: Mali, Burkina Faso, Central African Republic, Nigeria, Niger, Chad, Democratic Republic of Congo, Cameroon, Guinea, South Sudan, Mauritania & Senegal.

    THE WORK WE DO covers: Primary and Secondary Health Care, with a main focus on children and women – including treatment and prevention of acute malnutrition, maternal health, mental health, response to epidemics (Ebola, Cholera, Measles, Dengue, Lassa Fever), surgery, displaced populations, and gender based violence, Covid 19.

    GOVERNANCE: ALIMA is governed by a Board of Directors of 10 elected positions and 4 co-opted positions from representatives of West African partner NGOs.

    ALIMA in NIGERIA

    The humanitarian crisis in Nigeria’s northeast and the Lake Chad region is one of the most severe ongoing crises in the world, now entering its ninth year and showing no sign of abating.

    In 2021, at least 8.7 million people are in need of urgent humanitarian assistance in the worst-affected states of Borno, Adamawa, and Yobe. Up to 5.1 million people risk being critically food insecure during the next lean season (June – August 2021), a level similar to 2016-2017 when famine was looming over Borno State

    Nigeria is now facing a second wave of COVID-19 infections. Borno, Adamawa, and Yobe states have recorded new cases. Aid actors are intensifying actions and prevention measures

    Despite challenges including humanitarian space reduction, aid workers had already provided around 5 million people with life-saving assistance in Borno, Adamawa, and Yobe states in 2020.

    Conflict, explosive remnants of war, and insecurity have cut people off from their main means of livelihoods-farming and fishing. This causes major food insecurity in northeast Nigeria, which COVID-19’s effects on incomes have exacerbated: despite good crop yields, food insecurity is rising. Findings of the October 2020 Cadre Harmonisé (CH) analysis projected that about 5.1 million people in the three states will be food-insecure in the lean season between June and August 2021 – a 19% and 34% increase in 2020 (after COVID-19 June CH Update) and 2019 figures respectively. According to the Nutrition and Food Security Surveillance Round 9, conducted in October 2020, the level of acute malnutrition increased in all three states compared to 2019. Global acute malnutrition (GAM) rates of 10.7% were recorded in Borno, 7.5% in Adamawa, and 13.6% in Yobe. According to the survey, several LGAs had high pockets of global acute malnutrition above the 15% threshold (emergency phase), including Gubio, Magumeri, Mobbar, and Bayo in Borno State and all LGAs in northern Yobe. Movement restrictions and insecurity continue to hamper the ability of IDPs, returnees, and the host communities to access basic services, livelihoods, and land for farming and grazing. This means that more people will rely on humanitarian aid to survive in 2021.

    In 2017, ALIMA continued to implement projects in Muna Garage in Jere LGA, where ALIMA performs general consultations for children under 5 and provides Sexual and Reproductive Health (SRH) to pregnant and lactating women (antenatal and postnatal consultations). An Outpatient Therapeutic Feeding Program (OTP) is also available for children under 5 suffering from severe acute malnutrition (SAM) in the clinic, where women and caretakers are trained to screen their children for malnutrition using the MUAC tape.

    In Maiduguri MC, where ALIMA is working in partnership with the University of Maiduguri Teaching Hospital (UMTH), the Inpatient Therapeutic Feeding Center (ITFC) manages children under 5 suffering from SAM with medical complications in a 50-bed capacity building.

    In December 2020, ALIMA conducted a needs assessment survey in the north of Yobe where a high level of acute malnutrition was recorded by the nutrition sector. The results of this survey prompted ALIMA to open a nutrition and health project covering the Kasasuwa LGA, one of the most affected LGAs, and where there was a gap. This project started in May 2021 and fund by ECHO aims to support Karasuwa health facilities and improve access to nutrition and health services including pediatric healthcare and reproductive health.

    ALIMA also supports COVID-19 vaccination in Borno and Yobe with a focus on the most vulnerable.

    In parallel, ALIMA is opening an emergency nutrition project in Katsina state and is present in Owo state since 2018 for Lassa fever response and research.

    POST TYPOLOGY

    Mission Location:

    · Human Resources Coordinator – Mission Location: Nigeria – Abuja

    Management lines:

    Direct Line Manager: Head of Mission

    · Technical Referent: Desk HR Manager

    · Line Manager for HR Manager, HR assistant, Movement Assistant, Cleaners and Cook

    · Technical Referent: Field Administration Managers

    PROTECTION OF BENEFICIARIES AND COMMUNITY MEMBERS

    Level 3: As part of his/her duties, the job holder will visit programs and come into contact with children and/or vulnerable adults. Therefore, a criminal record check or a certificate of good conduct will be required. In situations where the impossibility of providing a criminal record or a certificate of good conduct is found, a declaration of honor will be requested.

    MISSION AND MAIN ACTIVITIES

    · The HR Coordinator defines, adapts, plans, and supervises the implementation of human resources policies in the Mission, ensuring they are in line with the context, the ALIMA HR vision, and values.

    · The HR Coordinator is responsible for providing support to all the HR staff (HR Managers, HR Supervisors, Field Administrator), to Coordinators, Activity Managers, Supervisors, and leading the overall HR functions including staff recruitment, contracts management, skills development, Talents acquisition, performance management, and orientation. The HR Coordinator reports directly to the Head of Mission and collaborates with all departments on human resources matters.

    Major Responsibilities:

    ❖ Operational and Strategic Management of the HR (participate in operations implementation, development of staff, HR budget building, training, staff carrier building)

    ⮚ Participate in the mission strategy to develop and implement operational plans to enhance the organization’s performance through its people. Working closely with Coordinators, Project coordinators, and Project Admin Managers to deliver high-quality HR support and capacity building of national HR staff.

    ⮚ Lead on the development of the mission human resource strategy that includes organization development, Talent management, succession planning, and emergency response.

    ⮚ Together with the coordination team, plan HR operational and budget needs in order to efficiently ensure the required HR sizing and capabilities of the mission.

    ⮚ Talent Management and Succession Planning by working closely with the Country Management Team and Senior Managers to ensure effective talent management mechanisms are in place. With a specific focus on the nationalization of some posts.

    ⮚ Coordinate the implementation of career development programs to high potential collaborators in order to increase long-term commitment and contribution.

    ❖ Administrative management National staff

    ⮚ Coordinate the administrative management of National staff: contract, leaves, identification, mission orders, Job descriptions, staff files, etc.

    ⮚ Performance management cycle (probation, interim review, and annual review). Where concerns are identified to proactively encourage managers to address these by collaboratively implementing quality performance improvement plans.

    ⮚ Coordinate the implementation of “Feedback and development review” and Performance Objectives (POP)

    ⮚ Works with the Coordinator and Admin Manager, Staff representative on liaison, dialogue, communication, and understanding of policies.

    ⮚ Supports Coordination decisions with appropriate HR solutions in disciplinary procedures.

    ⮚ Support the Coordination and projects in managing the investigation of Fraud and the HR disciplinary process.

    ⮚ Provide support and guidance to line management in handling staff conflicts

    ⮚ Coordinate the proper implementation of Homere (HR management software) including the preparation of the payroll (in line with local legislation regarding social security/tax payments).

    ⮚ Responsible for day-to-day workforce relations to include ensuring that work environments and workplace practices promote a positive employee relations environment free of discrimination, harassment, or any form of unfair or unethical practice.

    ⮚ Conduct investigations, site assessments, and all related forms of complaints that ensure objective evaluation and resolution of issues with HR.

    ⮚ Carry on market Benchmarking when need is, function and salary grid review for ALIMA staff as well as incentive grid for Ministry of Health staff.

    ❖ Expatriate staff Management

    ⮚ Together with Dakar and Abuja administration office, manage the international staff movement: arrival, departure, passport, resident card, visa, and flight tickets

    ⮚ Support the teams on breaks and annual leaves planning

    ⮚ Supervise the expatriates’ follow-up update and send to HQ

    ⮚ collaboratively with fields administration Managers, ensure intermediary and final appraisals are done and sent to the Desk HR manager

    ⮚ Ensure the constitutions of international staff files and provide the necessary documents (Visa On arrival and its renewal, ALIMA ID card, Mission order, residency permit…)

    ⮚ Organize briefings for international staff at their arrival and present the mission’s policies and regulations.

    ⮚ Ensure the follow-up of flight tickets’ expiration date is properly done.

    ⮚ Communicate the end of mission information to HQ administration and departure office

    ⮚ Support the Head of Mission in Expatriates HR Management: conflicts management, feedback of individual interviews, forecast and anticipate recruitments, Job descriptions redaction, etc.

    ❖ Responsible for the internal procedure and Country legal procedure (procedures, legal surveillance,

    ⮚ Coordinate the implementation of all administrative local protocols and procedures, organize regular information meetings with all the personnel and systematically participate in briefings of all the coordinators and managers concerned (national and international).

    ⮚ Coordinate and supervise the implementation of administrative procedures related to the employment contracts of ALIMA staff in the mission, in particular everything related to the CV, cover letters, business certificates, diplomas, National Youth Service Corps (NYSC), certificates of marital status, access cards to the attention health, vacation request forms, Certificates of residence … to comply with the legislation in force in the country.

    ⮚ Define and coordinate the local implementation of a fair rewarding policy in accordance with ALIMA policies and local regulations.

    ⮚ Train and ensure the staff is well informed of the Code of Conduct, ALIMA Charter, Management of Abusing Behavior, Terms and Conditions of Employments (TCE), essential policies, and HR topics.

    ⮚ Supervise monthly calculations of salaries and taxes, in order to ensure internal equity, adequate competitiveness, and legal compliance.

    ⮚ Carry on all the processes to get an Employer PIN number for ALIMA (social security/pension, NHF, PAYE, NSITF, etc.)

    ⮚ The focal point for the link with ALIMA lawyer in order to get legal advice for any sensitive HR or administrative issue or process.

    ❖ Recruitment Management

    ⮚ Support the coordination and the projects team in recruitment processes, ensuring coherent management of administrative and legal procedures all across the mission

    ⮚ Oversee full-cycle recruitment process; develop candidate rosters, employing traditional sourcing strategies, actively network and employ innovative, creative recruiting methods to hire the best talent.

    ⮚ Responsible for timely execution of the recruitment process for key senior positions in the mission. Keeping an overview of ongoing recruitments, informing project, and coordinating on progress.

    ⮚ Ensure that managers are trained in the implementation and following up of ALIMA recruitment procedures.

    ⮚ Ensures the Project’s recruitment approaches and staff capacity-building initiatives support Altima’s philosophy of career development for National staff.

    ❖ General administration- Movements- reporting

    ⮚ Define and coordinate the internal communication policy, in collaboration with all field coordination teams, organize personnel meetings and broadcast ALIMA values and vision, in order to boost people’s commitment, active participation, and adherence to corporate values.

    ⮚ Centralizes monthly all the organization organograms of the mission and makes sure they reflect the reality on the ground.

    ⮚ Support in Administrative related issues such as ALIMA registration in Nigeria, Immigration facilities, and process in Nigeria

    ⮚ Compile, check, analyze and send Monthly HR reports to HQ

    ⮚ Participate in HR Group meetings

    EXPERIENCE AND SKILLS

    · Essential, Degree/Diploma in HR Management / Administration / Business Administration / Law or related field.

    · Minimum of 3 years of demonstrable relevant Human Resources experience.

    · Working experience in management positions is essential.

    · Working experience with an international medical NGO is an asset.

    · Fluency in English. Speaking French is an asset.

    · Essential, computer literacy (word, excel, internet). The knowledge of Homere (HR management software) is highly appreciated.

    · Strong interpersonal skills, and teamwork.

    · Strong communication skills

    · Negotiation skills.

    CONDITIONS

    Contract term: contract under French law, 6 months with possibility of extension.

    Desired start date: June 15, 2022

    Salary: Depending on experience

    ALIMA pays for:

    · Travel costs between the expatriate’s country of origin and the mission location

    · Accommodation costs

    · Medical cover from the first day of the contract to a month after the date of departure from the mission country for the employee

    · Evacuation of the employee

    How to apply

    To apply, please send your CV and cover letter to our job page.

    The link to apply :

    Applications are processed in the order of arrival and we reserve the right to close the offer before the term initially indicated if a good application is successful. Only full applications will be taken into account. Only accepted applications will be contacted.

    Female candidates are strongly encouraged to apply.

  • SayPro Human Resources Coordination – Nigeria – M/F

    ALIMA, the international medical NGO with a human face, which places at the heart of its model the co-construction of projects and professional paths

    THE ALIMA ASSOCIATION

    ALIMA’S ETHOS: ALIMA’s purpose is to save lives and provide care for the most vulnerable populations, without any discrimination based on identity, religion or politics, through actions based on proximity, innovation, and the alliance of organizations and individuals. We act with humanity and impartiality in accordance with universal medical ethics. To gain access to patients, we undertake to act in a neutral and independent manner.

    Our CHARTER defines the VALUES and PRINCIPLES of our action:

    1. Patient First
    2. Revolutionizing humanitarian medicine
    3. Responsibility and freedom
    4. Commitment to a dynamic of continuous quality improvement
    5. Creating a climate of trust among colleagues
    6. Collective intelligence
    7. Environmental liability

    ALIMA promotes and defends the principles of fundamental human rights. ALIMA has a zero-tolerance approach towards those guilty of acts of gender and sexual violence as well as towards inaction in the face of alleged or proven acts of violence. The protection of those benefiting from and impacted by our intervention is our top priority in everything we do. Everyone collaborating with ALIMA is committed to:

    ● Respect the charter, the code of conduct, the institutional policies including the policy of protection against abuse of power and sexist and sexual violence, the policy of prevention of corruption and fraud;

    ● Report any violation of the policies, framework documents and procedures to a superior, to a referent.

    CARING – INNOVATING – TOGETHER:

    Since its creation in 2009, ALIMA has treated more than 6 million patients. Today ALIMA works in 12 countries in Western and Central Africa. In 2020, we developed 41 humanitarian medical response projects to meet the needs of populations affected by conflict, epidemics and extreme poverty. All of these projects support national health authorities through nearly 330 health structures (including 28 hospitals and 300 health centers). We work in partnership, especially with local NGOs, whenever possible to ensure that our patients benefit from the expertise wherever it is, whether in their country or the rest of the world. In addition, to improve the humanitarian response, we are carrying out operational and clinical research projects, particularly in the field of the fight against malnutrition and hemorrhagic viral fevers. ALIMA is also leading operations in response to the covid-19 pandemic across all of our missions.

    ALIMA’S TEAM: More than 2000 people currently work for ALIMA. The field teams, as close as possible to the patients, receive their support from the coordination teams generally based in the capitals of the countries of intervention. These receive support from the 4 desk teams and the emergency and opening service team based at the operational headquarters in Dakar, Senegal. The Paris and New York teams are actively working on fundraising as well as representing ALIMA. The rest of the ALIMA Galaxy includes individuals and partner teams who work on behalf of other organizations such as medical NGOs BEFEN, ALERTE Santé, SOS Médecins / KEOOGO, AMCP, research organizations PACCI, INSERM, Universities of Bordeaux or Copenhagen, the NGO Solidarités International and many others.

    COUNTRIES WHERE WE WORK IN 2020: Mali, Burkina Faso, Central African Republic, Nigeria, Niger, Chad, Democratic Republic of Congo, Cameroon, Guinea, South Sudan, Mauritania & Senegal.

    THE WORK WE DO covers: Primary and Secondary Health Care, with a main focus on children and women – including treatment and prevention of acute malnutrition, maternal health, mental health, response to epidemics (Ebola, Cholera, Measles, Dengue, Lassa Fever), surgery, displaced populations, and gender based violence, Covid 19.

    GOVERNANCE: ALIMA is governed by a Board of Directors of 10 elected positions and 4 co-opted positions from representatives of West African partner NGOs.

    ALIMA in NIGERIA

    The humanitarian crisis in Nigeria’s northeast and the Lake Chad region is one of the most severe ongoing crises in the world, now entering its ninth year and showing no sign of abating.

    In 2021, at least 8.7 million people are in need of urgent humanitarian assistance in the worst-affected states of Borno, Adamawa, and Yobe. Up to 5.1 million people risk being critically food insecure during the next lean season (June – August 2021), a level similar to 2016-2017 when famine was looming over Borno State

    Nigeria is now facing a second wave of COVID-19 infections. Borno, Adamawa, and Yobe states have recorded new cases. Aid actors are intensifying actions and prevention measures

    Despite challenges including humanitarian space reduction, aid workers had already provided around 5 million people with life-saving assistance in Borno, Adamawa, and Yobe states in 2020.

    Conflict, explosive remnants of war, and insecurity have cut people off from their main means of livelihoods-farming and fishing. This causes major food insecurity in northeast Nigeria, which COVID-19’s effects on incomes have exacerbated: despite good crop yields, food insecurity is rising. Findings of the October 2020 Cadre Harmonisé (CH) analysis projected that about 5.1 million people in the three states will be food-insecure in the lean season between June and August 2021 – a 19% and 34% increase in 2020 (after COVID-19 June CH Update) and 2019 figures respectively. According to the Nutrition and Food Security Surveillance Round 9, conducted in October 2020, the level of acute malnutrition increased in all three states compared to 2019. Global acute malnutrition (GAM) rates of 10.7% were recorded in Borno, 7.5% in Adamawa, and 13.6% in Yobe. According to the survey, several LGAs had high pockets of global acute malnutrition above the 15% threshold (emergency phase), including Gubio, Magumeri, Mobbar, and Bayo in Borno State and all LGAs in northern Yobe. Movement restrictions and insecurity continue to hamper the ability of IDPs, returnees, and the host communities to access basic services, livelihoods, and land for farming and grazing. This means that more people will rely on humanitarian aid to survive in 2021.

    In 2017, ALIMA continued to implement projects in Muna Garage in Jere LGA, where ALIMA performs general consultations for children under 5 and provides Sexual and Reproductive Health (SRH) to pregnant and lactating women (antenatal and postnatal consultations). An Outpatient Therapeutic Feeding Program (OTP) is also available for children under 5 suffering from severe acute malnutrition (SAM) in the clinic, where women and caretakers are trained to screen their children for malnutrition using the MUAC tape.

    In Maiduguri MC, where ALIMA is working in partnership with the University of Maiduguri Teaching Hospital (UMTH), the Inpatient Therapeutic Feeding Center (ITFC) manages children under 5 suffering from SAM with medical complications in a 50-bed capacity building.

    In December 2020, ALIMA conducted a needs assessment survey in the north of Yobe where a high level of acute malnutrition was recorded by the nutrition sector. The results of this survey prompted ALIMA to open a nutrition and health project covering the Kasasuwa LGA, one of the most affected LGAs, and where there was a gap. This project started in May 2021 and fund by ECHO aims to support Karasuwa health facilities and improve access to nutrition and health services including pediatric healthcare and reproductive health.

    ALIMA also supports COVID-19 vaccination in Borno and Yobe with a focus on the most vulnerable.

    In parallel, ALIMA is opening an emergency nutrition project in Katsina state and is present in Owo state since 2018 for Lassa fever response and research.

    POST TYPOLOGY

    Mission Location:

    · Human Resources Coordinator – Mission Location: Nigeria – Abuja

    Management lines:

    Direct Line Manager: Head of Mission

    · Technical Referent: Desk HR Manager

    · Line Manager for HR Manager, HR assistant, Movement Assistant, Cleaners and Cook

    · Technical Referent: Field Administration Managers

    PROTECTION OF BENEFICIARIES AND COMMUNITY MEMBERS

    Level 3: As part of his/her duties, the job holder will visit programs and come into contact with children and/or vulnerable adults. Therefore, a criminal record check or a certificate of good conduct will be required. In situations where the impossibility of providing a criminal record or a certificate of good conduct is found, a declaration of honor will be requested.

    MISSION AND MAIN ACTIVITIES

    · The HR Coordinator defines, adapts, plans, and supervises the implementation of human resources policies in the Mission, ensuring they are in line with the context, the ALIMA HR vision, and values.

    · The HR Coordinator is responsible for providing support to all the HR staff (HR Managers, HR Supervisors, Field Administrator), to Coordinators, Activity Managers, Supervisors, and leading the overall HR functions including staff recruitment, contracts management, skills development, Talents acquisition, performance management, and orientation. The HR Coordinator reports directly to the Head of Mission and collaborates with all departments on human resources matters.

    Major Responsibilities:

    ❖ Operational and Strategic Management of the HR (participate in operations implementation, development of staff, HR budget building, training, staff carrier building)

    ⮚ Participate in the mission strategy to develop and implement operational plans to enhance the organization’s performance through its people. Working closely with Coordinators, Project coordinators, and Project Admin Managers to deliver high-quality HR support and capacity building of national HR staff.

    ⮚ Lead on the development of the mission human resource strategy that includes organization development, Talent management, succession planning, and emergency response.

    ⮚ Together with the coordination team, plan HR operational and budget needs in order to efficiently ensure the required HR sizing and capabilities of the mission.

    ⮚ Talent Management and Succession Planning by working closely with the Country Management Team and Senior Managers to ensure effective talent management mechanisms are in place. With a specific focus on the nationalization of some posts.

    ⮚ Coordinate the implementation of career development programs to high potential collaborators in order to increase long-term commitment and contribution.

    ❖ Administrative management National staff

    ⮚ Coordinate the administrative management of National staff: contract, leaves, identification, mission orders, Job descriptions, staff files, etc.

    ⮚ Performance management cycle (probation, interim review, and annual review). Where concerns are identified to proactively encourage managers to address these by collaboratively implementing quality performance improvement plans.

    ⮚ Coordinate the implementation of “Feedback and development review” and Performance Objectives (POP)

    ⮚ Works with the Coordinator and Admin Manager, Staff representative on liaison, dialogue, communication, and understanding of policies.

    ⮚ Supports Coordination decisions with appropriate HR solutions in disciplinary procedures.

    ⮚ Support the Coordination and projects in managing the investigation of Fraud and the HR disciplinary process.

    ⮚ Provide support and guidance to line management in handling staff conflicts

    ⮚ Coordinate the proper implementation of Homere (HR management software) including the preparation of the payroll (in line with local legislation regarding social security/tax payments).

    ⮚ Responsible for day-to-day workforce relations to include ensuring that work environments and workplace practices promote a positive employee relations environment free of discrimination, harassment, or any form of unfair or unethical practice.

    ⮚ Conduct investigations, site assessments, and all related forms of complaints that ensure objective evaluation and resolution of issues with HR.

    ⮚ Carry on market Benchmarking when need is, function and salary grid review for ALIMA staff as well as incentive grid for Ministry of Health staff.

    ❖ Expatriate staff Management

    ⮚ Together with Dakar and Abuja administration office, manage the international staff movement: arrival, departure, passport, resident card, visa, and flight tickets

    ⮚ Support the teams on breaks and annual leaves planning

    ⮚ Supervise the expatriates’ follow-up update and send to HQ

    ⮚ collaboratively with fields administration Managers, ensure intermediary and final appraisals are done and sent to the Desk HR manager

    ⮚ Ensure the constitutions of international staff files and provide the necessary documents (Visa On arrival and its renewal, ALIMA ID card, Mission order, residency permit…)

    ⮚ Organize briefings for international staff at their arrival and present the mission’s policies and regulations.

    ⮚ Ensure the follow-up of flight tickets’ expiration date is properly done.

    ⮚ Communicate the end of mission information to HQ administration and departure office

    ⮚ Support the Head of Mission in Expatriates HR Management: conflicts management, feedback of individual interviews, forecast and anticipate recruitments, Job descriptions redaction, etc.

    ❖ Responsible for the internal procedure and Country legal procedure (procedures, legal surveillance,

    ⮚ Coordinate the implementation of all administrative local protocols and procedures, organize regular information meetings with all the personnel and systematically participate in briefings of all the coordinators and managers concerned (national and international).

    ⮚ Coordinate and supervise the implementation of administrative procedures related to the employment contracts of ALIMA staff in the mission, in particular everything related to the CV, cover letters, business certificates, diplomas, National Youth Service Corps (NYSC), certificates of marital status, access cards to the attention health, vacation request forms, Certificates of residence … to comply with the legislation in force in the country.

    ⮚ Define and coordinate the local implementation of a fair rewarding policy in accordance with ALIMA policies and local regulations.

    ⮚ Train and ensure the staff is well informed of the Code of Conduct, ALIMA Charter, Management of Abusing Behavior, Terms and Conditions of Employments (TCE), essential policies, and HR topics.

    ⮚ Supervise monthly calculations of salaries and taxes, in order to ensure internal equity, adequate competitiveness, and legal compliance.

    ⮚ Carry on all the processes to get an Employer PIN number for ALIMA (social security/pension, NHF, PAYE, NSITF, etc.)

    ⮚ The focal point for the link with ALIMA lawyer in order to get legal advice for any sensitive HR or administrative issue or process.

    ❖ Recruitment Management

    ⮚ Support the coordination and the projects team in recruitment processes, ensuring coherent management of administrative and legal procedures all across the mission

    ⮚ Oversee full-cycle recruitment process; develop candidate rosters, employing traditional sourcing strategies, actively network and employ innovative, creative recruiting methods to hire the best talent.

    ⮚ Responsible for timely execution of the recruitment process for key senior positions in the mission. Keeping an overview of ongoing recruitments, informing project, and coordinating on progress.

    ⮚ Ensure that managers are trained in the implementation and following up of ALIMA recruitment procedures.

    ⮚ Ensures the Project’s recruitment approaches and staff capacity-building initiatives support Altima’s philosophy of career development for National staff.

    ❖ General administration- Movements- reporting

    ⮚ Define and coordinate the internal communication policy, in collaboration with all field coordination teams, organize personnel meetings and broadcast ALIMA values and vision, in order to boost people’s commitment, active participation, and adherence to corporate values.

    ⮚ Centralizes monthly all the organization organograms of the mission and makes sure they reflect the reality on the ground.

    ⮚ Support in Administrative related issues such as ALIMA registration in Nigeria, Immigration facilities, and process in Nigeria

    ⮚ Compile, check, analyze and send Monthly HR reports to HQ

    ⮚ Participate in HR Group meetings

    EXPERIENCE AND SKILLS

    · Essential, Degree/Diploma in HR Management / Administration / Business Administration / Law or related field.

    · Minimum of 3 years of demonstrable relevant Human Resources experience.

    · Working experience in management positions is essential.

    · Working experience with an international medical NGO is an asset.

    · Fluency in English. Speaking French is an asset.

    · Essential, computer literacy (word, excel, internet). The knowledge of Homere (HR management software) is highly appreciated.

    · Strong interpersonal skills, and teamwork.

    · Strong communication skills

    · Negotiation skills.

    CONDITIONS

    Contract term: contract under French law, 6 months with possibility of extension.

    Desired start date: June 15, 2022

    Salary: Depending on experience

    ALIMA pays for:

    · Travel costs between the expatriate’s country of origin and the mission location

    · Accommodation costs

    · Medical cover from the first day of the contract to a month after the date of departure from the mission country for the employee

    · Evacuation of the employee

    How to apply

    To apply, please send your CV and cover letter to our job page.

    The link to apply :

    Applications are processed in the order of arrival and we reserve the right to close the offer before the term initially indicated if a good application is successful. Only full applications will be taken into account. Only accepted applications will be contacted.

    Female candidates are strongly encouraged to apply.

  • SayPro Human Resources Coordination – Nigeria – M/F

    ALIMA, the international medical NGO with a human face, which places at the heart of its model the co-construction of projects and professional paths

    THE ALIMA ASSOCIATION

    ALIMA’S ETHOS: ALIMA’s purpose is to save lives and provide care for the most vulnerable populations, without any discrimination based on identity, religion or politics, through actions based on proximity, innovation, and the alliance of organizations and individuals. We act with humanity and impartiality in accordance with universal medical ethics. To gain access to patients, we undertake to act in a neutral and independent manner.

    Our CHARTER defines the VALUES and PRINCIPLES of our action:

    1. Patient First
    2. Revolutionizing humanitarian medicine
    3. Responsibility and freedom
    4. Commitment to a dynamic of continuous quality improvement
    5. Creating a climate of trust among colleagues
    6. Collective intelligence
    7. Environmental liability

    ALIMA promotes and defends the principles of fundamental human rights. ALIMA has a zero-tolerance approach towards those guilty of acts of gender and sexual violence as well as towards inaction in the face of alleged or proven acts of violence. The protection of those benefiting from and impacted by our intervention is our top priority in everything we do. Everyone collaborating with ALIMA is committed to:

    ● Respect the charter, the code of conduct, the institutional policies including the policy of protection against abuse of power and sexist and sexual violence, the policy of prevention of corruption and fraud;

    ● Report any violation of the policies, framework documents and procedures to a superior, to a referent.

    CARING – INNOVATING – TOGETHER:

    Since its creation in 2009, ALIMA has treated more than 6 million patients. Today ALIMA works in 12 countries in Western and Central Africa. In 2020, we developed 41 humanitarian medical response projects to meet the needs of populations affected by conflict, epidemics and extreme poverty. All of these projects support national health authorities through nearly 330 health structures (including 28 hospitals and 300 health centers). We work in partnership, especially with local NGOs, whenever possible to ensure that our patients benefit from the expertise wherever it is, whether in their country or the rest of the world. In addition, to improve the humanitarian response, we are carrying out operational and clinical research projects, particularly in the field of the fight against malnutrition and hemorrhagic viral fevers. ALIMA is also leading operations in response to the covid-19 pandemic across all of our missions.

    ALIMA’S TEAM: More than 2000 people currently work for ALIMA. The field teams, as close as possible to the patients, receive their support from the coordination teams generally based in the capitals of the countries of intervention. These receive support from the 4 desk teams and the emergency and opening service team based at the operational headquarters in Dakar, Senegal. The Paris and New York teams are actively working on fundraising as well as representing ALIMA. The rest of the ALIMA Galaxy includes individuals and partner teams who work on behalf of other organizations such as medical NGOs BEFEN, ALERTE Santé, SOS Médecins / KEOOGO, AMCP, research organizations PACCI, INSERM, Universities of Bordeaux or Copenhagen, the NGO Solidarités International and many others.

    COUNTRIES WHERE WE WORK IN 2020: Mali, Burkina Faso, Central African Republic, Nigeria, Niger, Chad, Democratic Republic of Congo, Cameroon, Guinea, South Sudan, Mauritania & Senegal.

    THE WORK WE DO covers: Primary and Secondary Health Care, with a main focus on children and women – including treatment and prevention of acute malnutrition, maternal health, mental health, response to epidemics (Ebola, Cholera, Measles, Dengue, Lassa Fever), surgery, displaced populations, and gender based violence, Covid 19.

    GOVERNANCE: ALIMA is governed by a Board of Directors of 10 elected positions and 4 co-opted positions from representatives of West African partner NGOs.

    ALIMA in NIGERIA

    The humanitarian crisis in Nigeria’s northeast and the Lake Chad region is one of the most severe ongoing crises in the world, now entering its ninth year and showing no sign of abating.

    In 2021, at least 8.7 million people are in need of urgent humanitarian assistance in the worst-affected states of Borno, Adamawa, and Yobe. Up to 5.1 million people risk being critically food insecure during the next lean season (June – August 2021), a level similar to 2016-2017 when famine was looming over Borno State

    Nigeria is now facing a second wave of COVID-19 infections. Borno, Adamawa, and Yobe states have recorded new cases. Aid actors are intensifying actions and prevention measures

    Despite challenges including humanitarian space reduction, aid workers had already provided around 5 million people with life-saving assistance in Borno, Adamawa, and Yobe states in 2020.

    Conflict, explosive remnants of war, and insecurity have cut people off from their main means of livelihoods-farming and fishing. This causes major food insecurity in northeast Nigeria, which COVID-19’s effects on incomes have exacerbated: despite good crop yields, food insecurity is rising. Findings of the October 2020 Cadre Harmonisé (CH) analysis projected that about 5.1 million people in the three states will be food-insecure in the lean season between June and August 2021 – a 19% and 34% increase in 2020 (after COVID-19 June CH Update) and 2019 figures respectively. According to the Nutrition and Food Security Surveillance Round 9, conducted in October 2020, the level of acute malnutrition increased in all three states compared to 2019. Global acute malnutrition (GAM) rates of 10.7% were recorded in Borno, 7.5% in Adamawa, and 13.6% in Yobe. According to the survey, several LGAs had high pockets of global acute malnutrition above the 15% threshold (emergency phase), including Gubio, Magumeri, Mobbar, and Bayo in Borno State and all LGAs in northern Yobe. Movement restrictions and insecurity continue to hamper the ability of IDPs, returnees, and the host communities to access basic services, livelihoods, and land for farming and grazing. This means that more people will rely on humanitarian aid to survive in 2021.

    In 2017, ALIMA continued to implement projects in Muna Garage in Jere LGA, where ALIMA performs general consultations for children under 5 and provides Sexual and Reproductive Health (SRH) to pregnant and lactating women (antenatal and postnatal consultations). An Outpatient Therapeutic Feeding Program (OTP) is also available for children under 5 suffering from severe acute malnutrition (SAM) in the clinic, where women and caretakers are trained to screen their children for malnutrition using the MUAC tape.

    In Maiduguri MC, where ALIMA is working in partnership with the University of Maiduguri Teaching Hospital (UMTH), the Inpatient Therapeutic Feeding Center (ITFC) manages children under 5 suffering from SAM with medical complications in a 50-bed capacity building.

    In December 2020, ALIMA conducted a needs assessment survey in the north of Yobe where a high level of acute malnutrition was recorded by the nutrition sector. The results of this survey prompted ALIMA to open a nutrition and health project covering the Kasasuwa LGA, one of the most affected LGAs, and where there was a gap. This project started in May 2021 and fund by ECHO aims to support Karasuwa health facilities and improve access to nutrition and health services including pediatric healthcare and reproductive health.

    ALIMA also supports COVID-19 vaccination in Borno and Yobe with a focus on the most vulnerable.

    In parallel, ALIMA is opening an emergency nutrition project in Katsina state and is present in Owo state since 2018 for Lassa fever response and research.

    POST TYPOLOGY

    Mission Location:

    · Human Resources Coordinator – Mission Location: Nigeria – Abuja

    Management lines:

    Direct Line Manager: Head of Mission

    · Technical Referent: Desk HR Manager

    · Line Manager for HR Manager, HR assistant, Movement Assistant, Cleaners and Cook

    · Technical Referent: Field Administration Managers

    PROTECTION OF BENEFICIARIES AND COMMUNITY MEMBERS

    Level 3: As part of his/her duties, the job holder will visit programs and come into contact with children and/or vulnerable adults. Therefore, a criminal record check or a certificate of good conduct will be required. In situations where the impossibility of providing a criminal record or a certificate of good conduct is found, a declaration of honor will be requested.

    MISSION AND MAIN ACTIVITIES

    · The HR Coordinator defines, adapts, plans, and supervises the implementation of human resources policies in the Mission, ensuring they are in line with the context, the ALIMA HR vision, and values.

    · The HR Coordinator is responsible for providing support to all the HR staff (HR Managers, HR Supervisors, Field Administrator), to Coordinators, Activity Managers, Supervisors, and leading the overall HR functions including staff recruitment, contracts management, skills development, Talents acquisition, performance management, and orientation. The HR Coordinator reports directly to the Head of Mission and collaborates with all departments on human resources matters.

    Major Responsibilities:

    ❖ Operational and Strategic Management of the HR (participate in operations implementation, development of staff, HR budget building, training, staff carrier building)

    ⮚ Participate in the mission strategy to develop and implement operational plans to enhance the organization’s performance through its people. Working closely with Coordinators, Project coordinators, and Project Admin Managers to deliver high-quality HR support and capacity building of national HR staff.

    ⮚ Lead on the development of the mission human resource strategy that includes organization development, Talent management, succession planning, and emergency response.

    ⮚ Together with the coordination team, plan HR operational and budget needs in order to efficiently ensure the required HR sizing and capabilities of the mission.

    ⮚ Talent Management and Succession Planning by working closely with the Country Management Team and Senior Managers to ensure effective talent management mechanisms are in place. With a specific focus on the nationalization of some posts.

    ⮚ Coordinate the implementation of career development programs to high potential collaborators in order to increase long-term commitment and contribution.

    ❖ Administrative management National staff

    ⮚ Coordinate the administrative management of National staff: contract, leaves, identification, mission orders, Job descriptions, staff files, etc.

    ⮚ Performance management cycle (probation, interim review, and annual review). Where concerns are identified to proactively encourage managers to address these by collaboratively implementing quality performance improvement plans.

    ⮚ Coordinate the implementation of “Feedback and development review” and Performance Objectives (POP)

    ⮚ Works with the Coordinator and Admin Manager, Staff representative on liaison, dialogue, communication, and understanding of policies.

    ⮚ Supports Coordination decisions with appropriate HR solutions in disciplinary procedures.

    ⮚ Support the Coordination and projects in managing the investigation of Fraud and the HR disciplinary process.

    ⮚ Provide support and guidance to line management in handling staff conflicts

    ⮚ Coordinate the proper implementation of Homere (HR management software) including the preparation of the payroll (in line with local legislation regarding social security/tax payments).

    ⮚ Responsible for day-to-day workforce relations to include ensuring that work environments and workplace practices promote a positive employee relations environment free of discrimination, harassment, or any form of unfair or unethical practice.

    ⮚ Conduct investigations, site assessments, and all related forms of complaints that ensure objective evaluation and resolution of issues with HR.

    ⮚ Carry on market Benchmarking when need is, function and salary grid review for ALIMA staff as well as incentive grid for Ministry of Health staff.

    ❖ Expatriate staff Management

    ⮚ Together with Dakar and Abuja administration office, manage the international staff movement: arrival, departure, passport, resident card, visa, and flight tickets

    ⮚ Support the teams on breaks and annual leaves planning

    ⮚ Supervise the expatriates’ follow-up update and send to HQ

    ⮚ collaboratively with fields administration Managers, ensure intermediary and final appraisals are done and sent to the Desk HR manager

    ⮚ Ensure the constitutions of international staff files and provide the necessary documents (Visa On arrival and its renewal, ALIMA ID card, Mission order, residency permit…)

    ⮚ Organize briefings for international staff at their arrival and present the mission’s policies and regulations.

    ⮚ Ensure the follow-up of flight tickets’ expiration date is properly done.

    ⮚ Communicate the end of mission information to HQ administration and departure office

    ⮚ Support the Head of Mission in Expatriates HR Management: conflicts management, feedback of individual interviews, forecast and anticipate recruitments, Job descriptions redaction, etc.

    ❖ Responsible for the internal procedure and Country legal procedure (procedures, legal surveillance,

    ⮚ Coordinate the implementation of all administrative local protocols and procedures, organize regular information meetings with all the personnel and systematically participate in briefings of all the coordinators and managers concerned (national and international).

    ⮚ Coordinate and supervise the implementation of administrative procedures related to the employment contracts of ALIMA staff in the mission, in particular everything related to the CV, cover letters, business certificates, diplomas, National Youth Service Corps (NYSC), certificates of marital status, access cards to the attention health, vacation request forms, Certificates of residence … to comply with the legislation in force in the country.

    ⮚ Define and coordinate the local implementation of a fair rewarding policy in accordance with ALIMA policies and local regulations.

    ⮚ Train and ensure the staff is well informed of the Code of Conduct, ALIMA Charter, Management of Abusing Behavior, Terms and Conditions of Employments (TCE), essential policies, and HR topics.

    ⮚ Supervise monthly calculations of salaries and taxes, in order to ensure internal equity, adequate competitiveness, and legal compliance.

    ⮚ Carry on all the processes to get an Employer PIN number for ALIMA (social security/pension, NHF, PAYE, NSITF, etc.)

    ⮚ The focal point for the link with ALIMA lawyer in order to get legal advice for any sensitive HR or administrative issue or process.

    ❖ Recruitment Management

    ⮚ Support the coordination and the projects team in recruitment processes, ensuring coherent management of administrative and legal procedures all across the mission

    ⮚ Oversee full-cycle recruitment process; develop candidate rosters, employing traditional sourcing strategies, actively network and employ innovative, creative recruiting methods to hire the best talent.

    ⮚ Responsible for timely execution of the recruitment process for key senior positions in the mission. Keeping an overview of ongoing recruitments, informing project, and coordinating on progress.

    ⮚ Ensure that managers are trained in the implementation and following up of ALIMA recruitment procedures.

    ⮚ Ensures the Project’s recruitment approaches and staff capacity-building initiatives support Altima’s philosophy of career development for National staff.

    ❖ General administration- Movements- reporting

    ⮚ Define and coordinate the internal communication policy, in collaboration with all field coordination teams, organize personnel meetings and broadcast ALIMA values and vision, in order to boost people’s commitment, active participation, and adherence to corporate values.

    ⮚ Centralizes monthly all the organization organograms of the mission and makes sure they reflect the reality on the ground.

    ⮚ Support in Administrative related issues such as ALIMA registration in Nigeria, Immigration facilities, and process in Nigeria

    ⮚ Compile, check, analyze and send Monthly HR reports to HQ

    ⮚ Participate in HR Group meetings

    EXPERIENCE AND SKILLS

    · Essential, Degree/Diploma in HR Management / Administration / Business Administration / Law or related field.

    · Minimum of 3 years of demonstrable relevant Human Resources experience.

    · Working experience in management positions is essential.

    · Working experience with an international medical NGO is an asset.

    · Fluency in English. Speaking French is an asset.

    · Essential, computer literacy (word, excel, internet). The knowledge of Homere (HR management software) is highly appreciated.

    · Strong interpersonal skills, and teamwork.

    · Strong communication skills

    · Negotiation skills.

    CONDITIONS

    Contract term: contract under French law, 6 months with possibility of extension.

    Desired start date: June 15, 2022

    Salary: Depending on experience

    ALIMA pays for:

    · Travel costs between the expatriate’s country of origin and the mission location

    · Accommodation costs

    · Medical cover from the first day of the contract to a month after the date of departure from the mission country for the employee

    · Evacuation of the employee

    How to apply

    To apply, please send your CV and cover letter to our job page.

    The link to apply :

    Applications are processed in the order of arrival and we reserve the right to close the offer before the term initially indicated if a good application is successful. Only full applications will be taken into account. Only accepted applications will be contacted.

    Female candidates are strongly encouraged to apply.