Vacancy Number: MSIE-VAC/15/15
Overall Responsibility
______________________________________________________________________________
Working with and reporting to the Head of Human Resources, the Manager for performance, employee Development and Compensation is responsible to handle human resources management development functions, Performance Management, employee relations and compensation; he/she will be required to act in absence of the Head of Human Resource Division. She/he plans and organizes staff development programs as per the staff development strategy of MSIE. She/he takes the lead in organizing orientation for new employees, performance management and compensation. She/he will also be required to support recruitment and placement, staff benefits, performance management, grievance and other areas of Human Resource activity. She/he supports and provides technical advice on performance management, compensation and development issues to Senior Managers, Division Managers, Area Managers & Field Managers, and design and offer training and development programs to make MSIE staff to cope up with current changes and meet organizational expectations.
Specific Responsibilities
1) Performance Management
- Follows up that the staff performance appraisal activity is carried out on time;
- Assist in coordinating regular performance management programs of MSIE’s offices
- checks that recommendations for bonus, salary increment, promotion, reclassification, demotion, etc. are made in accordance with established policies and procedures;
- Analyse and produce report on current practice of personal Development plan in the organization
- Cross check the Key Performance Indicators with organizational business plan and whether it is SMART enough
- Work with Area Managers, Field Managers and Admin and Finance officers to ensure MSIE Performance Management processes and tools are in place and practiced.
2) Placement
- Organize the periodic orientation for new employees.
- Coordinate with other units to facilitate the induction process.
- Conduct training needs assessment and prepare annual training plan; offer training as appropriate
- Participate in Interviews and selections of staff;
- Update and keep files of team members’ history in HR Data Base and in hard copy format and prepare monthly statistical report.
- Follow up and ensure that all employment process is in conformity with established recruitment procedure.
- Facilitate HR planning periodically for effective utilization of human resources;
- Participate in preparation of annual budget of Head Office in relation to human resources; prepare periodic HR Reports/statistics;
3) Training and Development
- Carries out periodic organizational, job and individual training and development needs analysis;
- Identifies suitable courses to meet the training and development needs of the staff and organization and follow-up plans to see them through;
- Organizes in-house training and development programmes in accordance with needs identified and evaluates outcome of the training undertaken;
- Design and implement career development structure and procedure
- Ensure the career development structure of MSIE’s proper implementation
- Handle Training and Education agreements and ensure proper safe keeping related records in HR Database and Hard copy Format.
- Participate in development and updating of policies, procedures and guidelines based on MSI international’s procedures and standard Ethiopian laws;
- Contribute to MSIE’s care and development policy and ensure its implementation
4) Employee relations
- Handles employee grievances, disciplinary issues and other administrative problems according to MSIE’s policies and procedures;
- Develop independent tools to boost the motivation of the employee and the team spirit within working units and at the level of the whole organization.
- Design and implement team development exercises
- Handles and follow up labour and other related court cases as required in consultation with the HRM and Legal Advisor; Ensure employee engagement is well understood and practiced across the organization
- Conduct employee satisfaction survey
- Keep up to date with current Employee Relation legislation and ensure this is updated in the MSIE's Human Resource policies
- Advise and support all parts of the organization on employee relations matters to ensure their effective management. Issues include: disciplinary, grievances and performance issues
- Other related jobs as assigned by supervisor
5) Compensation
- Design, implement, and manage salary classification and compensation programs
- Conduct analysis of compensation and benefits within Organization and between MSIE and organizations and enterprises that compete in the same segment of the labour market
- Prepare occupational classifications, job descriptions, and salary scale.
- Improve recruitment and retention.
- Oversee competitive analysis, merit increases and salary structure.
- Develop job descriptions for various positions and determine appropriate base pay.
- Analyze surveys to ensure appropriate compensation across all departments.
- Forecast budget for salary increases.
- Administer and manage employee insurance plans.
- Oversee pension and savings plans.
- Advise on salary increase requests.
- Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.
- Advises managers and employees on state and federal employment regulations, benefits and compensation policies, HR procedures and classification programs.
