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AT OXFAM, WE WON’T LIVE WITH POVERTY.

Together we can end extreme poverty for good. Will you join us?

HR ASSISTANT
HUMAN RESOURCES TEAM

Closing date: 17 Sep 2018

Interview date: TBC

Vacancy reference: INT4804

Oxfam is committed to safeguarding and promoting the welfare of children, young


people and adults and expects all staff and volunteers to share this commitment
through our code of conduct. We will do everything possible to ensure that only those
who share and demonstrate our values are recruited to work for us.

Shaping a stronger Oxfam for people living in poverty.

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CORE DETAILS

Location: Islamabad, Pakistan


Our package:
Salary as per OXFAM scale with standard benefits package including
medical coverage, insurances, training opportunities, leave package,
5 working days (Mon – Fri) and other employment related benefits as
per OXFAM Policy
Internal Grade: E1

Contract type:
Fixed Term Position. Contract period runs from April to March each
year subject to the availability of funds.

Hours of work:
37.5 hours per week . This is a full-
time role; however, Oxfam offers various flexible arrangements which
candidates can discuss with the Recruiting Manager at interview
stage

This role reports to: HR Business Partner

Staff reporting to this post: None

Annual budget for the post: None


Key relationships/interactions:
Work closely with the HR Officer and HR Coordinator in the team.
This role also requires the person to work with the other team
members in the Organization.

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DEPARTMENT PURPOSE
The purpose of the Human Resources department is to support Country Office with meeting
the business needs through the management of the staff in the office. This goal is achieved
through providing service and support in the relevant disciplines including but not limited to
Recruitment and Selection, Induction and onboarding, Health & safety, Staff Welfare,
Employee Relations, Rewards and Systems, compliance with the Organizational policies and
the law of the country, Learning and
Development, capacity building and support to the Human Resource staff in the Partner
Organization and Performance Management.

TEAM PURPOSE
The role of the Human Resources team is aligned with the need of the business and strive to
work in partnership with other stakeholders including but not limited to the colleagues in the
Programmes,
Business Operations, Programme Quality and Funding, Security and Safety and the relevant staff
working in the Partner Organizations. The role of the HR team is highly prominent in the success of
OXFAM business in Pakistan through its support in finding the right person (Recruitment and
Selection), the induction and onboarding for the new employees with on-going opportunities for
personal and career development, effective implementation of the policies related to staff and its
compliance (from a donor, Organizational and legal perspective), creating a culture in the
Organization where people feel safe to work and management and retention of talent through
effective reward policies and systems.

JOB PURPOSE
The person provides support to the HR Business Partner and the team in meeting the Individual
staff, OXFAM Pakistan and Partner Organization capacity needs through a well-developed
Learning and development Programme, implementation of the Safeguarding strategy including
SEA and Child Safeguarding in relation to the OXFAM defined action plan and in promoting a
culture in the Country office where staff practices the values of OXFAM, applies the standards
defined in the Code of Conduct and behaves as per the behaviour standards of OXFAM with
emphasis on Humility, Mutual Accountability and Listening.

JOB RESPONSIBILITIES
1. Learning and Development
• Support the HRBP in the implementation of the e-learning project to introduce Partner Organization to
the OXFAM learning platform.
• Support the LMS Administrator for Pakistan (IT Coordinator) in uploading the learning programmes /
content (at the country level) on the learning platform
• Design an effective learning management system to record learning and development initiatives taken
at the country level and ensure learning at all levels are captured in the learning management system.
• Prepare quarterly learning reports for the senior management team to analyse the level of learning
initiatives taken in the subsequent quarters of the financial year and to review the graph of the
performance in the learning and development service.

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• Improve the visibility of the OXFAM Country Office in Pakistan through regular posting of content at
OXFAM workplace, Compass (OXFAM Pakistan Community), OXFAM Pakistan Newsletter and any
other relevant authorised platforms.
• Support HRBP and the team in organizing team building exercises to enhance cohesiveness, team
unity and professional relationships among the staff.
• Support HRBP in identifying the strategic and operational learning needs for the country office,
research in finding the available learning opportunities and in organizing the learning interventions.
• Support HRBP and team in designing the in-house learning interventions, capturing the learning from
those interventions in a clear documented format and in designing the learning actions action plans.
• Support HRBP in establishing a system (working with programme teams) for skills development,
learning and common action on issues such as gender, advocacy, participation, partnership, and
monitoring and evaluation etc.
• Support HRBP and team in organizing the learning interventions for the staff working in Partner
Organizations.
• Collate and analyse needs and produce a country-wide Learning and Development Plan and a
calendar for events with the estimated budget required for the interventions.
• Support HRBP and finance in the design and allocation of learning and development budget at the
country level.
• Facilitate learning sessions and team development interventions as required.
• Support HRBP in commission external L&D providers and ensure commissioned training and
development interventions are delivered as planned and within budget.

2. Talent management
• Support HRBP in assessing capability and potential of future leaders and plan for succession
opportunities.
• Support HRBP to understand the current strengths and potential within their teams and to plan
appropriate personal and professional development interventions to support succession management.
• Support the HRBP to understand the talent within Oxfam Pakistan, and in designing and delivering
appropriate interventions.
• Support HRBP to seek opportunities for internal staff transfers, secondments and/or exposure visits.

3. Employee Engagement
• Support HRBP in designing programs that could enhance employee engagement
• Implement employee engagement plan and activities
• Support managers to understand employee engagement and its tools
• Support HRBP in designing employee engagement surveys and / or interventions to assess and
identify ways to enhance employee engagement.

4. Evaluating learning impact


• Support HRBP in building robust and measurable business cases for learning interventions as
required.
• Capture, analyse and evaluate the impact of learning and development opportunities in relation to
identified and future needs and report accordingly.
• Compile research findings and lessons learned to inform learning interventions and other ways to
maintain a competent and developing workforce.

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5. Safeguarding
Support HRBP in the design and implementation of the interventions at the country level. The interventions
are not limited to staff in OXFAM but to the staff of Partner as well. The plans at the country level are aligned
with the OXFAM global action plan.
• Support HRBP and team in facilitating in house learning sessions on code of conduct and values.
• Support HRBP in the socializing Child Safeguarding policy among the staff of OXFAM. Ensure all
donor and Organizational compliances are completely adhered to in OXFAM projects and with the
Partner Organizations.

6. Operational

• Support HR Officer and HR Coordinator in the routine HR operational matters.

Other

• Understanding of and commitment to adhere to equity, diversity, gender, child safety and
staff health and wellbeing principles.
• Any other duties assigned

JOB REQUIREMENTS
SKILLS AND COMPETENCE:
**Essential (E), Desirable (D)

1. Bachelor degree in HRM or a related discipline (E)


2. Minimum of 1 year in Human Resource function. Previous experience in learning and development will be
an added advantage. (E)
3. Understanding of trends and developments in the field of L&D (D)
4. Experience of conducting individual and team learning and development needs assessments (D)
5. Highly organized and able to achieve results in a timely fashion (E)
6. Able to influence and inspire confidence using professional L&D knowledge and expertise. (D) 7.
Facilitation skills (D)
8. Strong work ethic, business and cultural awareness and sensitivity. (E)
9. Excellent communication and presentation skills with experience (E)
10. Ability to achieve results (E)
11. Self-motivated and able to take the lead on areas of responsibility. (E)
12. Passion about helping people develop into professionals (E)
13. Desire to be a part of a dynamic, collaborative, high performing HR team (E)
14. Fluency in written and spoken English essential. (E)
15. Demonstrated commitment to Gender equality (E)
16. Previous understanding of and exposure to development/humanitarian work or demonstrated ability to
learn. (D)
17. A strong customer orientation and focuses on customer needs and satisfaction (E)
• Ability to travel across Pakistan

Key Attributes:

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• Ability to demonstrate sensitivity to cultural differences and gender issues, as well as the
commitment to equal opportunities.
• Ability to demonstrate an openness and willingness to learn about the application of
gender/gender mainstreaming, women’s rights, and diversity for all aspects of development
work.
• Commitment to Oxfam’s safeguarding policies to ensure all people who come into contact with
Oxfam are as safe as possible.

Organisational Values:

• Accountability – Able to set clear goals and monitor personal progress against them.
• Empowerment – Capable of having open, honest and respectful dialogue with others, respecting
and including partnerships and communities’ perspectives into our working activities.
• Inclusiveness – Embrace diversity and able to enrich work activities with diverse perspectives.

HR Assistant (August 2018)

OXFAM LEADERSHIP COMPETENCY FRAMEWORK -


Competencies Description

Influencing We have the ability to engage with diverse stakeholders in a way that leads to increased impact for
the organization We spot opportunities to influence effectively and where there are no opportunities
we have the ability to create them in a respectful and impactful manner.

Humility We put ‘we’ before ‘me’ and place an emphasis on the power of the collective, nurture the team and
play to the strengths of each individual. We are not concerned with hierarchical power, and we
engage with, trust and value the knowledge and expertise of others across all levels of the
organization.

Relationship We understand the importance of building relationship, within and outside the organization. We
Building have the ability to engage with traditional and non-traditional stakeholders in ways that lead to
increased impact for the organization.

Listening We are good listeners who can see where deeper levels of thoughts and tacit assumptions differ.
Our messages to others are clear, and consider different preferences.

Mutual We can explain our decisions and how we have taken them based on our organizational values.
Accountability We are ready to be held to account for what we do and how we behave, as we are also holding
others to account in a consistent manner.

Systems We view problems as parts of an overall system and in their relation to the whole system, rather
Thinking than reacting to a specific part, outcome or event in isolation. We focus on cyclical rather than linear
cause and effect. By consistently practicing systems thinking we are aware of and manage well
unintended consequences of organizational decisions and actions.

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Self- We are able to develop a high degree of self-awareness around our own strengths and weaknesses
Awareness and our impact on others. Our self-awareness enables us to moderate and self-regulate our
behaviors to control and channel our impulses for good purposes.

Enabling We all work to effectively empower and enable others to deliver the organizations goals through
creating conditions of success. We passionately invest in others by developing their careers, not
only their skills for the job. We provide freedom; demonstrate belief and trust provide appropriate
support. We give more freedom and demonstrate belief and trust, underpinned with appropriate
support.