Human Resources (hr) Officer

Human Resources Officer

Description and Objectives The Human Resources (HR) Officer will support integrated HR strategies across recruitment & onboarding, exit management, employer branding, rewards & benefits and HR Business Partnering. Working with the rest of the team, the role holder will create and deliver HR processes, projects and interventions that fulfill SCIDaR's talent management strategy as a subset of its overall organizational strategies and goals. Technical Responsibilities Recruitment Drive the end-to-end recruitment process of sourcing, screening of candidates and the eventual contracting for selected candidates for all vacancies; Develop, implement, and support recruitment strategies to attract high potential talent across all roles ensuring a steady stream through SCIDaR's talent pipeline; Manage job postings on various platforms, maintaining an updated recruitment dashboard and candidate database; Execute background checks, credential verifications, and validation of documentation for all hires. Develop periodic recruitment reports and insights for strategic decision making Employer Branding Support the development of our employer value proposition (EVP) to position SCIDaR as a top-tier indigenous employer of choice within the African development sector. Collaborate with the Communications unit to curate and implement initiatives, project milestones, and staff spotlights for both internal and external communication channels. Support the implementation of employee engagement initiatives such as employee advocacy programs, brand ambassador programs, employee referral program, and diversity and recognition programs. Rewards & Benefits Develop, implement, and support reward and benefits strategies to attract and retain top talent for the organization; Oversee the institutional leave management system, ensuring policy adherence, effective tracking, documentation and reporting; Administer SCIDaR's healthcare management system, managing engagement with internal and external stakeholders to deliver optimal service to all beneficiaries; Maintain records of employee tenure and organize anniversary celebrations or awards for long-tenured staff to boost retention. Onboarding and Offboarding Facilitate the seamless reception, documentation and assimilation of new SCIDaR hires in ways that enable integration and success; Coordinate post-onboarding new hire check-ins and experience management; Administer the exit process for departing staff, ensuring that all clearance protocols are followed. HR Business Partnering (HRBP) Partner with project/unit leadership to align HR initiatives with the unique goals of assigned projects; Translate project objectives into tailored workforce plans, including staffing needs, skill gaps, and capacity-building priorities; Support new hire onboarding to assigned projects; Collaborate with project leadership in addressing project staff's capacity building needs in response to project demands or employee underperformance; Support project leadership to design and implement project-specific engagement activities in line with project objectives; Facilitate the resolution of interpersonal conflicts or cultural misalignments within project teams while promoting SCIDaR's values and upholding applicable policies and processes; Guide and support team through project or institutional changes, providing advisory and support as required. Other tasks as may be assigned Required competencies Core requirements Compelling evidence of interest in and commitment to the mission of SCIDaR; Demonstrated strong strategic thinking, problem-solving, and thought leadership abilities; Demonstrated experience leveraging HR technology and AI-driven solutions to optimize people processes, enhance workforce insights, and drive data-informed decision-making; Have good interpersonal and excellent communication skills; Excellent organizational and multitasking skills with the ability to handle conflicts; Good computer usage skills with proficiency in Microsoft Word, Excel, PowerPoint and data information reporting systems e.g. Power BI; Fast learner, open to learning from peers, subordinates, and supervisors collaboratively and at a rapid pace; Results-oriented performer, experienced in developing and tracking self and team with clear KPIs. Education and Experience Education: A bachelor's degree with a minimum of a second-class upper degree from an accredited university; Experience:An average of 2 - 4 years of progressive HR experience spanning across recruitment, rewards and benefits management, employer branding, and/or HRBP functions; Previous work experience within the public health, consulting or development sectors is an added advantage Professional credentialing: Certification in CIPM, CIPD, SHRM-CP, PHRi, or others is a plus; Tools: Proficiency in HR software and AI tools would be an added advantage.