Regional Human Resources Business Partner: Middle East, Eastern European and Commonwealth of Independent States (MEEECIS)
LOCATION: MEEECIS Regional Management Centre, Oxford
JOB PURPOSE: To ensure human resource management contributes to and is aligned to the Region's strategic goals whilst supporting corporate HR to keep updated on business needs as a key agent in the management of change within Oxfam.
REPORTING LINES:
Regional Director for MEEECIS.
For corporate links: Director of International Human Resources
For UK programme: Director for UKPP
Staff reporting to this post: Regional HR Coordinator, 2 Regional HR Officers.
Budget: Within RC budget.
DIMENSIONS:
As detailed in the Regional Human Resources Manager job profile, plus:
- Anticipates, develops and implements solutions to specialist, diverse and/or complex problems where little or no precedent exists
- Ensures ‘HR basics’ are performed to a high standard and consistently checked for their relevance and standards
- Develop and promote best practice - conceptual skills - legal responsibility - employment law, tax laws, etc. Influences in these areas across the organisation
- Encourage Staff representation and involvement in Staff Handbooks, employment strategy and conditions
- Manage learning and development within the organisation, including career development and succession planning to achieve corporate goals
- Promote and enrich the Diversity Policy and Gender Policy of Oxfam and ensure successful implementation
- Management of diverse groups of people in an HR or relevant specialist environment
- Contribute to and influence strategic planning. Operational planning is medium term, one to three years
- Promote the "Culture of Oxfam" and managing by values and purpose of Oxfam
KEY RESPONSIBILITIES:
As detailed in the Regional Human Resources Manager job profile, plus:
Operational (indicative time 30%)
- Provide the MEEECIS Regional Director and UK PP Director, respectively, with sound and effective advice on all staff issues and support managers in the region on the development and performance of the workforce. Ensure that appropriate learning and development interventions are available and implemented, which develop the contribution of staff to the objectives of the region
- Manage the performance of the regional HR team ensure effective HR service to Region/ Division, identifying areas for continuous improvement and participating in ensuing process and service redesign work
- Implement Oxfam HR policies to teams in the region
- Advise HR managers of impact of Oxfam policy on Regional/Division activity
Strategic (indicative time - 50%)
- Act as trusted advisor and coach to leaders and with other senior managers, make choices about what are the most critical people strategies for achieving business goals
- Use organisational diagnosis methodologies to continually assess if the region is an effective organisational unit and is "fit for purpose"
- Contribute to and advise on change management within the region, especially with regards to the development and shaping of the workforce and its ways of working
- Develop workforce planning tools, and actively promote succession planning
- Actively support activity that develops and manages talent within the Region/Division and wider organization
Corporate Operational & Strategic (indicative time - 20%)
- Review, improve and lead the application of HR policies and business processes, both in the region and across the division, so that they meet both the needs of the organisation and its legal obligations. This will include:- recruitment, selection, reward management, health and safety, records and management information, diversity, employee relations and learning and development
Skills and competence
As detailed in the Regional Human Resources Manager job profile, plus:
- Be able to understand and engage with MEEECIS strategy and delivery, provide leadership and direction on all HR issues, including organisational design and development in line with MEEECIS strategy
- Experience of HR management in another sector (e.g. public, private) an advantage
- Ability to form credible working relationships within the regional management team on HR issues and on all aspects of the business
- Proven initiative with the ability to take the lead on issues affecting the region and to know when to ask for help from others
- Fluency in written and spoken English
Note: This job profile is not incorporated into the employment contract. It is intended as a guide and should not be viewed as an inflexible specification as it may be varied from time to time in the light of strategic developments following discussion with the post holder. The post holder will be expected to work to agreed objectives that should facilitate achievement of the key responsibilities in accordance with the Performance Review Process.
