Field HR Manager

Description du poste

À propos du poste: - Field HR Manager - Numéro: 3884 - Date de publication: 26 juin 2026 à 09:06 - Type de contrat: Contrat à Durée Déterminée - Lieu: Tchad (Tchad) - Secteur: EMERGENCY - Domaine: Administration-Gestion - Langue requise: Français - Date limite de candidature: 19-12-2026 - Annonce close dans 168 jour(s)

Présentation de l'entreprise: - EMERGENCY

Missions: - As part of the launch of a new intervention in Chad, EMERGENCY is looking for a Field HR Manager with an excellent knowledge of French —an essential requirement for operating in the local context— and availability for a mission of at least 6 months starting from August 2026. - The Field HR Manager is responsible for implementing and developing the HR function within the new intervention context, ensuring the correct application of EMERGENCY's policies and procedures while contributing to their adaptability and structuring based on the local context. - During the project's startup phase, the selected candidate will work in close collaboration with the Program Coordinator to define and build the country's HR Office. - They will handle all aspects related to the establishment and management of local personnel: from defining contracts and salary frameworks to staff selection and onboarding processes, up to registrations with competent authorities and the implementation of required administrative and legal fulfillments. - Furthermore, they will actively contribute to the recruitment, management, and development of local staff, supporting expatriate personnel in human resources management and promoting a culture focused on performance evaluation and feedback. - The position will report hierarchically to the Programme Coordinator and functionally to the HR Desk of the Field Operations Department (HQ).

Responsabilités: - HR Strategy: Contributes to Workforce Planning activities to ensure the organization has a workforce aligned with short- and medium-term objectives (quantity, quality, skills, cost). - HR Strategy: Manages the proper local application of HR processes, policies, and procedures (recruitment, compensation, management, and training/development plans) in line with the annual and strategic plan. - HR Strategy: Provides the FOD HR Department with all information that may require modifications/exceptions to policies in response to specific project priorities/needs, discussed and agreed upon with local Management. - HR Strategy: Facilitates constant and effective communication across various levels (project leadership figures and FOD) to raise professional standards and develop human resources. - Compensation, Benefits & Payroll Administration: Works on activities related to payroll and personnel administration (prepares and manages documentation related to the employment relationship and handles any formal communications required by current legislation). - Compensation, Benefits & Payroll Administration: Conducts periodic market analyses and surveys to evaluate Emergency's positioning and competitiveness in the country regarding salaries and benefits. - Compensation, Benefits & Payroll Administration: Calculates labor costs to contribute to Budget preparation. - Compensation, Benefits & Payroll Administration: Suggests corrective actions for the salary policy and/or the structure of compensation packages to ensure proper positioning and competitiveness, enabling the attraction and retention of the talent and resources necessary to achieve Project objectives. - Staffing & Recruiting: Based on the personnel needs defined in the Budget, initiates all processes necessary for onboarding resources: search and selection activities, relations with labor authorities for employment contract drafting in compliance with national law and the Salary Policy defined by EMERGENCY. - Staffing & Recruiting: Ensures that the integration of new resources is supported by an adequate Onboarding process. - Staffing & Recruiting: Acts as the local reference point for welcoming, integrating, and onboarding International resources on mission at the Project. - Staffing & Recruiting: Actively engages locally with International staff nearing the end of their mission to gather potential candidate names to report to the FOD International Staff Management Department. - Referral Program: As the HR figure on the ground, the HR Field Manager plays an active role in supporting International Staff Management (HQ) in searching for new international profiles. - Referral Program: Aware of open positions within international staff planning, takes a proactive approach with international personnel on mission—especially medical and nursing staff—encouraging the referral of personal contacts deemed qualified and interested in filling vacant positions. - Referral Program: Collects and forwards names suggested by international staff to the central HR team, facilitating initial contact and providing relevant contextual information useful for profile evaluation. - Referral Program: Collaborates with the International Staff Management team to ensure referrals are managed in a structured manner, consistent with selection policies and aligned with project needs. - Learning & Development: Provides specialized, organizational, and bureaucratic support to Department Heads, from the design phase to the evaluation of training offers, to ensure effectiveness, quality, and responsiveness to identified needs. - Learning & Development: Promotes career paths and suggests resource development plans to Project Coordinators and Department Heads to enhance potential, boost motivation, and increase a sense of belonging to the Organization. - Learning & Development: Coordinates and supervises the promotion process, ensuring the correct application of related policies and tools. - Learning & Development: Contributes to replacement planning through Succession Planning activities that value the potential of local resources and promote their progressive professional growth. - Learning & Development: Acts as a coach and consultant for Project Coordinators/Department Heads to support them in executing their resource management tasks, raising awareness about the importance of performance evaluation and providing feedback. - Labor Law and Compliance: Plays a central role in the day-to-day management of local human resources, in compliance with legal requirements and the HR vision defined by EMERGENCY's policies. - Labor Law and Compliance: Manages the documentary archive relating to employee history and is responsible for drafting personnel reports and statistics based on requests. - Labor Law and Compliance: Handles the drafting and periodic updating of the HR Handbook, in collaboration with the FOD HR Department. - Labor Law and Compliance: Locally manages the Compliance Mechanism and any verification and investigation activities required by the procedure. - Employee Wellness: Promotes initiatives aimed at fostering a welfare policy within the mission, increasing awareness of the Organization's culture, mission, and core values, helping every single collaborator feel part of the project. - Employee Wellness: Proposes interventions that promote employee well-being, inclusion, and diversity. - Employee Wellness: Acts as the Focal Point for resolving any internal conflicts within the project and is responsible for managing and resolving disputes with national staff. - Employee Wellness: Works with Management and staff to foster positive relationships, maintain a good internal climate, build a sense of belonging, and reduce turnover. - Listening and Support for International Personnel: The HR Field Manager represents an accessible and trusted reference point for international personnel on mission. - Listening and Support for International Personnel: Welcoming and listening firsthand to any relational issues, doubts about roles, or difficulties integrating into the operational context. - Listening and Support for International Personnel: Fostering a climate of trust and openness, promoting the psychological and relational well-being of international staff. - Listening and Support for International Personnel: Collecting and reporting issues to the central HR team and/or project reference points, ensuring appropriate and timely follow-up in compliance with confidentiality and organizational policies. - Listening and Support for International Personnel: Collaborating with Project Coordinators to identify practical and sustainable solutions to the critical issues raised, contributing to the maintenance of a positive and collaborative work environment.

Profil recherché: - Non précisé dans le texte fourni.

Compétences requises: - Excellente connaissance du français.

Formation / Diplôme: - Non précisé dans le texte fourni.

Expérience: - Non précisé dans le texte fourni.

Conditions: - Disponibilité pour une mission d'au moins 6 mois à partir d'août 2026. - Mission au Tchad.

Rémunération / Avantages: - Non précisé dans le texte fourni.

Pièces à fournir: - Non précisé dans le texte fourni.

Date limite: - 19 Dec 2026 - 19-12-2026 - Annonce close dans 168 jour(s)

Comment postuler: - Non précisé dans le texte fourni.