Head of Human Resources Profile

The below reflects a general profile of the Habitat for Humanity National Organization Head of Human Resources and will need to be customized according to regional and national context and needs.

The National Organization (NO) is a beacon of housing transformation, articulating a clear vision and strategy in support of national housing goals and Habitat for Humanity’s global mission. The NO convenes and leads public and private coalitions to implement innovative, evidence-based, systemic housing solutions; build public awareness and support; and secure institutional funding in support of these solutions. The NO is an expert in developing and implementing scalable housing solutions, empowering local communities in co-creating sustainable solutions and deepening sector knowledge of potential solutions and their impact on human development and poverty alleviation. 

The Head of Human Resources (HHR) will be responsible for driving the talent agenda, executing global people initiatives, advising the area, regional, and national office leaders on people and organizational issues, working collaborative with HFH center of expertise, and driving organizational effectiveness and improvements. The Head of Human Resources must have a Degree in HR, Business, Psychology, Org Psychology, or Labor and Employment Relations with a minimum of 7 years in an HR/LOD function with 4 years management experience encompassing the following:

• Analyzing complex situations, considering long-term objectives, and devising well-thought-out plans and actions to achieve those objectives. 
• Collecting, gathering, visualizing, and analyzing information in the details, as well as the ability to see a problem or situation from different points of view. 
• Navigating organizational politics without compromising ethics. 
• Having an impact on people’s thoughts, decisions, and behaviors. It involves using various strategies and communication skills to persuade or shape the opinions and actions of individuals or groups. Puts themselves in the shoes of the people they’re speaking to, actively engaging with team and peers, and cultivating cooperation without force. 
• Revising and planning organizational capacity, systems, applications, work processes and structures to ensure that these reflect strategic goals and priorities. 
• Identifying, analyzing, and finding solutions to challenges or issues. Ability to shift perspectives quickly and easily and manage conflict as an effective tool for flushing out the real facts of a situation. Transforming vague ideas into realistic solutions. 
• Sets regional divisional strategies and objectives 
• Advises on national HR strategies and objectives

Key Responsibilities

• Strategic HR Leadership – Collaborate with the Country Office Leadership Team to align HR strategies with HFH’s mission and strategic goals; Develop, implement, evaluate HR policies, procedures, and initiatives that support HFHI’s objectives; Understand the business operations of the area office, regional hub and country offices, as well as various programming in the AP country in order to provide sound advice; Support National Directors in their organization design work, including re-structuring and re-organization; Offer strategic input and support in all grant proposarequirements; Lead the HR and Administration team in the implementation of the department’s objectives.
• Partnership Management – Maintain regular coordination and provide support to department heads to fulfil the target of Annual Operating Plan (AOP), Enterprise Risk Management (ERM) and the strategic and business plan of the HFHI country; In coordination with the National Director, liaise with various Government offices such as NGO Affairs Bureau, Home Ministry, and Immigration office, Special Branch of Police (SB), & National Security Intelligence (NSI). 
• Talent Acquisition – Lead recruitment efforts, including job posting, candidate screening, interviewing, and selection process; Develop and maintain an effective onboarding process to ensure new employees integrate smoothly into the organization; Manage workforce planning to ensure that the organization has the right people with the right skills in the right places at the right time to fulfill its mandate and strategic objectives. 
• Employee Development & Training – identify training and development needs and design programs to enhance employee skills and performance; Promote professional growth and continuous learning opportunities; Lead the Country Office to develop and support HR capacity, succession planning, staff retention, Occupational Health and Safety and Safeguarding;(read Demonstrate a commitment to Diversity, Equity, and Inclusion, and integrating ‘Servant Leadership Capabilities’ in supporting leadership development initiatives. 
• Performance Management – Implement and oversee the performance appraisal process, providing guidance to supervisors and managers; Develop and monitor employee performance improvement plans; Coach leaders so that they can effectively manage the performance of their employees. 
• Compensation & Benefits – Administer compensation and benefits programs, including salary structures, health benefits, and retirement plans; Conduct compensation review in coordination with Shared Services department for global assignees and local hires; Provide guidance to regional and Nos regarding salary structures and maintain competitive salary benchmarks. 
• Employee Relations – Serve as a primary point of contact for employee relations issues, conflict resolution, and grievances; Promote a culture of open communication, inclusion, and diversity; Act as employee mediator by managing competing personalities and conflict between employees. 
• Legal Compliance & Risk Management – Ensure compliance with employment laws and regulations for the country and maintain employee records and documentation; Manage HR-related risks and facilitate audits or investigations when necessary; Ensure that within the parameters of cross-cultural and national limitation, all employment practices are within the policies and processes established by HQ Shared Services. 
• Organizational Culture & Change Management – Communicate organizational culture, respond to organizational changes, assess employee attitudes, and track trends in employee behaviors; Develop and implement initiatives to enhance diversity, equity, and inclusion within the organization; Address employee survey results and interventions with clear action plans. 
• HR Data and Analytics – Collect and analyze HR data to inform decision-making, identify trends, and measure HR effectiveness, Report on key HR metrics to leadership and other stakeholders. 
• Policy Development and Employee Handbook – Develop and maintain HR policies and procedures, ensuring they align with legal requirements, and promote regional and NO consistency; Support the administration of HFH’s global assignee handbook in the region, as well as the NO.

Competencies & Values

Strong candidates for the HHR role will be able to clearly demonstrate how they have leveraged the following competencies and values to lead in previous roles.

• Mission Alignment – Willingness to lead and affirm the Christian mission and principles of HFH. Embraces rest and resilience as critical to mission achievement, supporting and growing efforts to listen to and be responsive to employee feedback. 
• Agile Leadership – Leads through ambiguity and transformation, modeling agile learning and supporting efforts to prioritize and support employees and stakeholders through change. 
• Ethical Governance – Upholds the highest standards of integrity and ethics while navigating organizational conflict, critical conversations, and decision-making. Embodies trust and transparency by promoting a free flow of information throughout the organization and providing teams with the leverage to achieve goals and grow. 
• Inclusive Leadership – Fosters a culture of inclusion where diverse thoughts are freely shared and integrated. Deeply respects and embraces the autonomy and power of all individuals, treating community members and employees with the same respect as strategic external partners. 
• Strategic Thinking – Ability to analyze complex situations, consider long-term objectives, and devise well-thought-out plans and actions to achieve those objectives. Coming up with effective plans to resolve particular business situations or company goals. Knowing what you want to achieve and how to achieve it. 
• Analytical & Logical Thinking – Systematically and logically analyzing information, breaking it down into parts, and understanding the relationships between those parts. Also includes the ability to see a problem or situation from different points of view. 
• Communication Skills – Clearly communicating what behaviors and results are expected. Communicating with presence to get the message across in an approachable and authoritative way. Cascading important information to all team members to provide clarity and big picture understanding. Strong English-language written and verbal communication skills, including excellent copywriting and editing abilities. 
• Corporate Communications – Solid experience in journalism and corporate communications/public relations. Able to lead learning events, workshops, conferences, and fundraising events for HFH, Habitat Affiliates, and National Organizations. Strong media production knowledge.

Technical Competencies

• Organizational Savvy – Navigating organizational politics without compromising ethics. 
• Influencing & Motivating Others – Having an impact on people’s thoughts, decisions, and behaviors. It involves using various strategies and communication skills to persuade or shape the opinions and actions of individuals or groups. Puts themselves in the shoes of the people they’re speaking to, actively engaging with team and peers, and cultivating cooperation without force.
• Organizational Savvy – Navigating organizational politics without compromising ethics. 
• Influencing & Motivating Others – Having an impact on people’s thoughts, decisions, and behaviors. It involves using various strategies and communication skills to persuade or shape the opinions and actions of individuals or groups. Puts themselves in the shoes of the people they’re speaking to, actively engaging with team and peers, and cultivating cooperation without force.
• Organizational Development/Design – Revising and planning organizational capacity, systems, applications, work processes and structures to ensure that these reflect strategic goals and priorities. 
• Problem Solving – Identifying, analyzing, and finding solutions to challenges or issues. Ability to shift perspectives quickly and easily and manage conflict as an effective tool for flushing out the real facts of a situation. Transforming vague ideas into realistic solutions. 
• Cross-cultural management experience 
• Change management certification. 
• SCP or SHPR certification 
• Organizational Development training/certification or experience 
• Mediation/Conflict Resolution experience

Active support of HFHI Values:

• Humility – We are part of something bigger than ourselves 
• Courage – We do what’s right, even when it is difficult or unpopular 
• Accountability – We take personal responsibility for Habitat’s mission

Safeguarding: HFHI requires that all employees take seriously their ethical responsibilities to safeguarding our intended beneficiaries, their communities, and all those with whom we work. Managers at all levels have responsibilities to support and develop systems that create and maintain an environment that prevents harassment, sexual exploitation and abuse, safeguards the rights of beneficiaries and community members (especially children), and promotes the implementation of Habitat for Humanity’s code of conduct.