About the Role
Morsan is a global powerhouse in HR consultancy, with a strong reputation built on excellent client relationships. We are seeking a dynamic and strategic Regional Human Resources Manager to provide leadership across the region. This position ensures alignment of HR activities with global HR strategies, standards, and frameworks, while establishing a cohesive HR structure that supports Regional Office and Country/Cluster Delegations.
Job Duties and Responsibilities
Building and Strengthening Human Resources (HR) Capacity
- Provide strategic HR leadership across the Region and ensure alignment of HR activities with global HR strategies, standards, and frameworks.
- Establish and strengthen a cohesive HR structure that supports Regional Office and Country/Cluster Delegations.
- Manage and provide leadership to Regional HR teams, ensuring effective resource utilization and delivery of high-quality HR services.
- Provide line management, technical supervision, and capacity building support to HR Officers and HR focal points across multiple locations.
- Act as a key liaison between HRMD Geneva and the Region to ensure effective implementation of global HR initiatives, reforms, and organizational priorities.
- Support the rollout and implementation of HR transformation initiatives and organizational change programmes.
- Provide expert HR advisory services to senior management and line managers on complex HR matters.
- Strengthen HR capability through coaching, mentoring, and structured development of HR teams across the Region.
- Promote collaboration and knowledge-sharing within HR networks across the organization and wider humanitarian system.
- Provide direct HR technical support during emergency operations, including surge deployments and crisis response staffing.
- Strengthen HR-in-emergencies capacity and ensure readiness of HR teams for rapid response scenarios.
- Develop and maintain strong inter-agency HR networks to share best practices, policies, and innovations in HR management.
Recruitment and Selection
- Lead and coordinate regional workforce planning, staffing forecasts, and talent acquisition strategies across national and international positions.
- Ensure alignment of recruitment processes with global HR priorities, diversity objectives, and organizational workforce planning frameworks.
- Oversee full-cycle recruitment and selection processes, including job analysis, sourcing, shortlisting, interviewing, and selection.
- Manage the preparation, review, and quality assurance of job descriptions and recruitment documentation.
- Oversee background verification processes, including reference checks and compliance with misconduct disclosure requirements.
- Ensure adherence to safeguarding standards and ethical recruitment practices across all hiring processes.
- Support classification and grading of national staff positions in collaboration with global HR classification functions.
- Provide technical guidance on diversity, equity, and inclusion targets within recruitment processes.
- Coordinate emergency recruitment and rapid deployment processes in collaboration with HR emergency teams.
- Develop and enhance recruitment tools, templates, and systems to improve efficiency and consistency.
- Oversee onboarding and induction programmes, ensuring smooth integration of new staff into the organization and its values.
Staff Development
- Design, coordinate, and oversee structured onboarding, induction, and orientation programmes for new employees.
- Identify organizational learning needs and develop tailored training and development interventions.
- Advise managers and staff on career development pathways, learning opportunities, and performance improvement plans.
- Monitor and evaluate staff training participation, completion rates, and effectiveness of learning programmes.
- Strengthen leadership and management development initiatives aligned with organizational priorities and global frameworks.
- Promote a culture of continuous learning, professional development, and knowledge sharing.
- Collaborate with occupational health and staff wellbeing units to implement wellness and psychological support programmes.
- Build capacity of managers and HR teams in handling complex employee development and performance issues.
- Drive regional learning and leadership capability development initiatives in line with global HR strategies.
Remuneration and Benefits
- Oversee the design, implementation, and administration of remuneration and benefits systems for locally recruited staff.
- Ensure compensation structures are competitive, equitable, and aligned with organizational and market standards.
- Conduct and review salary benchmarking studies and compensation analyses across countries in the Region.
- Provide technical guidance on the development and maintenance of salary scales and benefits frameworks.
- Ensure compliance with statutory labour requirements and national employment regulation across jurisdictions.
- Support Country and Cluster Delegations in interpreting and implementing remuneration policies and frameworks.
- Promote pay equity through regular analysis of compensation practices and corrective action where necessary.
- Advise management on reward strategies that support talent attraction, retention, and motivation.
HR Policy and Procedures
- Interpret, implement, and ensure consistent application of HR policies, procedures, and staff regulations across the Region.
- Support harmonization and periodic review of staff regulations for locally recruited staff.
- Act as the regional focal point for HR compliance, safeguarding, and workplace conduct matters.
- Ensure effective implementation of the Staff Code of Conduct and related ethical frameworks.
- Support the development and maintenance of employee wellbeing, health, and psychological support systems.
- Manage HR contracts, documentation, and procedural compliance across all HR processes.
- Conduct preliminary reviews and assessments of HR-related issues, including misconduct, grievances, and workplace concerns.
- Escalate complex or high-risk cases to HRMD Geneva in line with established protocols.
- Ensure confidentiality, accuracy, and appropriate documentation of all HR case management processes.
- Coordinate communication of HR policy updates and procedural changes across the Region.
- Promote awareness of safeguarding, child protection, and workplace ethics among all staff and affiliates.
Performance and Data Management
- Establish and monitor regional HR performance indicators aligned with global HR KPIs.
- Ensure accurate, timely, and complete HR data management and reporting across the Region.
- Oversee submission of HR data to central HR systems as the single source of truth.
- Conduct workforce analytics to support strategic decision-making and organizational planning.
- Produce HR reports, dashboards, and narratives on workforce trends, diversity, and talent metrics.
- Advise managers on performance management systems, including objective setting, appraisal processes, and performance improvement.
- Support management of underperformance, disciplinary issues, and employee relations cases.
- Ensure strict compliance with HR data protection, confidentiality, and governance standards.
Technical Support to National Societies
- Provide technical HR advisory support to National Societies within the Region as required.
- Support HR capacity-building initiatives for National Societies in collaboration with relevant coordination units.
- Contribute to strengthening HR systems, policies, and practices across partner organizations.
Case and Complaints Management
- Serve as the regional focal point for HR case management, employee relations issues, and workplace conflicts.
- Receive, assess, and manage complaints and allegations in a confidential and professional manner.
- Ensure timely escalation and resolution of cases in line with established HR protocols and policies.
- Maintain accurate documentation and case records in compliance with organizational requirements.
- Coordinate with investigative and oversight functions where required.
Other Responsibilities
- Provide short-term surge support to other regions, HRMD Geneva, or organizational projects as required.
- Participate in emergency response staffing, deployments, and organizational transition initiatives.
- Undertake any other HR-related duties assigned in line with organizational needs and priorities.
Contribution to a High-Performing Global HR Function
- Demonstrate the highest standards of integrity, confidentiality, professionalism, and ethical conduct.
- Contribute actively to the achievement of global HR strategic objectives and organizational priorities.
- Promote collaboration, knowledge sharing, and alignment across global HR teams.
- Foster a culture of innovation, continuous improvement, and high performance within HR functions.
- Support surge planning, emergency preparedness, and HR operational readiness.
- Act as a role model for leadership, accountability, and service excellence within the HR function.
Education & Qualifications
- Master’s Degree (or equivalent) in Human Resource Management, Business Administration, Organizational Development, or related field.
- Professional HR qualification is required.
- Project Management certification will be an added advantage.
Experience
- Minimum of 8 years’ progressive HR management experience in a multicultural environment.
- Minimum of 5 years’ experience in Organizational Development and/or Change Management.
- Minimum of 5 years’ experience in recruitment, talent management, or HR business partnering.
- Proven experience working in international organizations, NGOs, or complex multicultural environments.
- Strong experience in labour law application across multiple jurisdictions.
- Experience in safeguarding, misconduct prevention, and workplace ethics frameworks.
- Experience managing geographically dispersed teams.
- Experience in emergency response or field operations will be an added advantage.
- Experience working across multiple regions will be an added advantage.
Knowledge, Skills & Competencies
- Strong strategic leadership and HR management capabilities.
- Excellent coaching, mentoring, and people development skills.
- Strong stakeholder engagement and relationship management abilities.
- Excellent conflict resolution, negotiation, and mediation skills.
- Strong analytical, planning, and organizational skills.
- High level of integrity, confidentiality, and professional judgment.
- Strong understanding of HR systems and data-driven decision-making.
- Excellent written and verbal communication skills.
- Ability to operate effectively in multicultural and complex environments.
Languages
- Excellent written and spoken English is required.
- Working knowledge of French is required.
- Knowledge of Spanish or Arabic will be an added advantage.
