| Strategic HR Leadership & Planning |
• Develop and implement HR strategies aligned with organizational and donor objectives.
• Advise senior management on HR implications of strategic and operational plans.
• Lead workforce planning across all departments and partners to ensure capacity meets program needs.
• Integrate HR planning with organizational risk management and compliance frameworks. |
• Approved HR strategy in place, reviewed annually.
• Workforce plan aligns with program and donor requirements.
• Documented HR input in strategic decision-making processes. |
| Recruitment, Onboarding & Retention |
• Manage transparent, competitive recruitment processes that comply with labor laws and donor guidelines.
• Coordinate onboarding programs for new hires and partner staff.
• Develop and implement retention strategies, including career development pathways.
• Maintain talent pools for critical and hard-to-fill roles. |
• 100% recruitment completed within agreed timelines.
• New staff onboarded within first month.
• Staff turnover rate maintained below agreed thresholds annually. |
| Partner HR Capacity-Building |
• Provide technical HR support to implementation partners.
• Support partners in HR policy development, recruitment, and compliance.
• Deliver HR training and mentoring for partner HR teams.
• Monitor partner HR compliance with donor and labor law requirements. |
• Partner HR support plans documented.
• Partner HR policies reviewed annually.
• At least 2 partner HR capacity-building sessions delivered per year. |
| Performance Management |
• Manage performance appraisal process organization-wide.
• Support managers in setting KPIs and development plans.
• Address underperformance through structured improvement plans.
• Link performance outcomes to learning and development initiatives. |
• 100% completion of performance reviews each cycle.
• Documented improvement plans for underperforming staff.
• Performance data informs annual training plans. |
| Learning & Development |
• Conduct training needs analysis annually.
• Develop and implement staff training plans.
• Promote continuous learning, including donor compliance and leadership programs.
• Monitor and evaluate training impact on staff performance. |
• Annual training plan approved and implemented.
• At least 80% of staff trained annually.
• Positive feedback on training relevance and effectiveness. |
| Employee Engagement & Welfare |
• Foster positive workplace culture through engagement initiatives.
• Oversee welfare programs, occupational health, and safety compliance.
• Manage grievance resolution processes.
• Organize staff recognition and team-building activities. |
• Staff engagement survey shows >75% satisfaction.
• Documented resolution of grievances within agreed timelines.
• Compliance with health and safety standards verified annually. |
| HR Policy & Compliance |
• Maintain and update HR policies in line with labor laws and donor requirements.
• Ensure contracts and personnel files are complete and current.
• Lead HR compliance audits and risk assessments.
• Keep abreast of changes in labor legislation. |
• HR policy manual updated annually.
• Zero major HR audit findings.
• 100% compliance with statutory reporting deadlines. |
