MidFull TimeEN
Pact, a non-profit organization based in Washington, DC, is implementing the Zambia Integrated Health Activity. The Activity supports PEPFAR objectives of 95/95/95 and provides service delivery and technical assistance to improve Maternal, Newborn, and Child Health (MNCH) services. Zambia Integrated Health improves, sustains, and further integrates lifesaving HIV/AIDS and MNCH services at the health facility and community levels and ensure that client-centered, high-impact, high-quality services are available to all Zambians.
Position Summary:The Human Resources (HR) Officer, based in the Copperbelt Province (Ndola), will report directly to the Senior HR Manager in Lusaka and play a crucial role in managing the HR functions and services for the ZIHA project staff of Pact Zambia within their respective provinces. The HR Officer will be responsible for providing HR administrative support, and ensuring compliance with Pact Zambia Country Office HR policies, local Zambian labor laws, and donor requirements. In addition, the HR Officer will support the Senior HR Manager in various HR functions such as recruitment and selection/talent acquisition, performance management, employee relations, and HR information system and HR recordkeeping for staff based in the provinces.
Key Responsibilities1) Talent Acquisition• In collaboration with the Senior HR Manager support to verify that staff employed for the Pact Zambia ZIH project in the provinces meet the donor requirements in terms of the required competencies, skill, and technical expertise specific vacant positions.• Work with the Recruitment Coordinator and hiring managers based in the provinces to source, recruit, and retain high-quality staff for the Pact Zambia ZIH project as aligned with Pact’s vision, mission, and values.• Ensure that policies and procedures are aligned with certain HR-related contractual obligations as specified by the donor as it relates to talent acquisition and onboarding.• As guided by the Senior HR Manager participates in hiring/interview committees for the recruitment vacant positions in their respective province. This included ensuring professional references are conducted, Police background checks are carried out for new hires and the results are reported back to the hiring managers and the Senior HR Manager.• Manage recruitment files for all recruitments in the providence based on an HR Department’s checklist that ensures all recruitment documentation including job postings and employment applications for all short-listed interviewed applicants, interview notes, reference checks, contingent officer letters, offer letters, and any other documentation.• In collaboration with the Senior HR Manager working with the hiring manager and senior HR manager in the province to set base salary equitably and in compliance with the Pact Zambia Country Office HR guidance and policies. This includes negotiating salary offers with candidates for open positions as guided by the Senior HR Manager.
2) HR Information Systems Management, HR Data Management, and Reporting• Ensure all new staff information is shared and added into the HRIS and All leavers are terminated from the system when they leave Pact• Support the implementation of the Pact Zambia Country Office employee performance management and professional development processes in the provinces as guided by the Senior HR Manager.• Maintain accurate employee records and HR information systems for all staff in the respective province and produce HR monthly reports as directed by the Senior HR Manager.
3) Employee Relations, Activities, and Wellness and Compliance• Act as the primary point of contact in the provinces for employees and line managers on HR-related matters, fostering positive working relationships and addressing and resolving any workplace conflicts or issues in a timely and professional manner.• In consultation with the Senior HR Manager support to advise line managers in the provinces on the interpretation/application of HR policies and procedures to ensure compliance with organization, donor, and local legal requirements.• Support HR Manager and Senior HR Manager in implementing HR policies and procedures as well as Ensure compliance with local labor laws and regulations in the provinces• In consultation with the Senior HR Manager assist in resolving employee relations issues and conflicts in the provinces• As guided by the Senior HR Manager Support supervisors and senior staff in the provinces to deal firmly and promptly with performance management issues, and establish an effective approach to employee relations, including staff communications, employee engagement, conflict resolution, and employee recognition and feedback programs in the respective provinces.
4) Training and Development• Support identifying skill gaps and assessing the training needs of employees to ensure they have the necessary skills to perform their jobs effectively in the provinces.• Support the coordination of training sessions in the provinces.• Employee complies with all company policies and procedures, including completing all compliance training topics by the deadline to satisfy each and receiving the corresponding acknowledgment statement that the training has been completed.
- Bachelor’s degree and 5+ years relevant experience or equivalent combination of education and experience, including 1 year of management experience.- Additional HR certifications and trainings are a plus.- Fluency in English; proficiency in local languages is a plus.- Experience working in the health sector, specifically with US Government funded projects.
- Strong interpersonal and communication skills.- Ability to work in a diverse, multicultural environment.
Pact is an equal opportunity employer and does not discriminate in its selection and employment practices on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity or expression, marital status, disability, genetic information, age, citizenship status, genetic information, matriculation, family responsibilities, personal appearance, credit information, tobacco use (except in the workplace), membership in an employee organization, or other protected classifications or non-merit factors.
