WORK CONTEXT

In the aftermath of the Arab Spring, Cesvi was the first Italian NGO to take action to support the population affected by the conflict in meeting their basic needs.

Over the years, Cesvi has developed relevant expertise on migration and it has positioned itself as one of the most active Protection actors in Libya by addressing protection needs and promoting the resilience of migrants, refugees, asylum seekers, IDPs and vulnerable Libyans.

Since 2011, Cesvi has developed a solid expertise in General Protection, Child Protection, Gender-Based Violence and Education in Emergency through a set of activities aimed at preventing and responding to violence, exploitation and abuse against boys, girls, women and men, while promoting their rights.

Moreover, Cesvi is increasing its linkages to the formal education system and is actively engaged with CSOs to build their capacity and promote community-based support and inclusion mechanisms for the most vulnerable and marginalized groups.

Cesvi also consistently works with the local authorities and international institutions to build and strengthen coordination and referral pathways.

Current projects:

– UNHCR: Protection and lifesaving assistance to refugees and asylum seekers (Tripoli)

– UNICEF: Psychosocial support and remedial education for children of IDPs and refugees (Tripoli, Misrata and Zwara)

– EU Trust Fund: PEERS: Protection Enabling Environment and Resilience Services (Misrata)

– EU-DG NEAR CSO: Strengthen the capacity of CSOs and informal groups in the South and East of Libya

– AICS: AL SAHA: Improving health services and psychosocial support for children in Libya

Current staff:

170 Libyan national staff, 40 volunteers, 5 Tunisian staff and 13 expats.

JOB DESCRIPTION

The main duty station will be the Country Office in Tunis, with a minimum of 50% regular stay in Libya (Tripoli, Misrata and other relevant locations), when security conditions allow it.

The current Libya set up implies 4 consecutive weeks in Libya, 4 weeks in Tunisia. (Covid 19 specific: IF 1-week quarantine back in Tunis is required this be counted as week in Libya). Set can change depending on mission/logistics and context needs

The HR Coordinator reports to the Regional Manager. The position will work as part of the SMT (Regional Manager, Finance Coordinator and Programme Coordinator) and with direct line management of 1 Country HR Manager in Libya.

The HR Coordinator is in charge, on the HR side, of overseeing all HR related matters for national staff in Libya and in Tunisia in coordination with the Regional Manager and the SMT.

This role oversees an HR department composed of 1 Country HR & Innovation Manager (Tripoli), 1 HR & Innovation Officer (Tripoli), 1/2 HR officer (Misrata).

The HR Coordinator oversees the Digital Transformation processes that relate to the HR Department in close coordination with the Innovation Officer and Regional Manager.

Specifically:

  1. HR Information System (HR.my) role out of all functionalities (missing attendance, leave, training records and digitalized documentation)
  2. Performance Evaluation System to be continued and maintained
  3. Office 365 digital tools (power apps)
  4. Follow up on Office 365 server migrations for Cesvi national staff, in coordination with HQ and Local IT

Key responsibilities and duty:

CESVI LIBYA (approx. 170 Libyan national staff and 40 volunteers)

Guarantee the correct HR management for national staff

  • Direct line management and capacity building of HR team in Libya
  • Oversee and guarantee delivery of the full spectrum of the employment-life-cycle processes from attraction, recruitment, onboarding, development, payroll, performance management, retention, and separation.
  • Ensure Cesvi internal procedures, policies (Staff Rules, Code of Conduct, Safeguarding, Anti-Fraud etc…) are applied and contribute to their update and improvement in collaboration with the Head of Mission and SMT.
  • Guarantee proper use and data accuracy of the employee data and information on the HR Information System in use.
  • Ensure compliant and documented employee relations investigation in cases of policy breaches (except from Safeguarding cases)

Ensure correct Mission administrative management

  • Support in the preparation of reports to Donors in relation to the HR part
  • Support in the drafting new budgets, monitoring, and follow up of HR costs.
  • Monitor and verify compliance with legislation for HR matters.
  • Support during audits by providing complete and correct HR documentation.

Contribute to good Cesvi representation

  • Participation in sectorial HR and Finance Working Groups, sharing periodical update with SMT.
  • Ensure Cesvi Tunisia & Libya participation in applicable annual market and salary scale benchmarks and present recommendations for decision making.

CESVI TUNISIA (5 Tunisian national staff and 13 expats)

National Staff

Provide active HR support to Tunisian national staff in terms of:

  • Ensure execution of end-to-end HR processes for Tunisian national staff.
  • Recruitment, contracts, compliance, and other HR related processes.
  • Monitor the Tunisia payroll process in coordination with Finance team.

International Staff

Provide active HR support to international staff in terms of:

  • Participate and sit on interview panels for International Staff recruitments (for Support functions)
  • Manage the communication, coordination with CESVI Tunisia logistics and HQ on international staff arrival post offer acceptance.
  • Manage international staff requests and approvals, in coordination with the Finance Coordinator and HQ focal points for processes related to leave (tracking), absence, home leave travel, visa run travel, and end of mission departures.
  • Act as focal point for HQ interaction for international staff IT matters (Overseas.org account creation, closure, and changes)
  • In charge of initial induction and briefing of international staff arriving to Tunisia.
  • Provide advisory guidance for critical HR matters to the Regional Manager and to international staff.

ESSENTIAL REQUIREMENTS

  • University degree in Human Resources, Psychology, International Relations, Political Sciences, Social Sciences, humanitarian assistance, social work.
  • Minimum 5 years’ experience in HR and administrative management of cooperation and development projects in various countries of operation, ideally Maghreb or Middle East
  • Good understanding of the Labour Law in different countries
  • HR staff management of national staff in challenging environments with big size teams
  • Good team leadership and conflict resolution skills, consensus team building, and adaptability
  • Patience and understanding to work with and develop capacity of national staff
  • Extensive experience of working within a senior management role within a complex country programme in an emergency response or fragile state
  • Good knowledge of main donors’ HR and administrative rules procedures
  • High level of IT skills (Office package)
  • Fluency in English and French (written and spoken)
  • Demonstrated attention to detail, ability to follow procedures, meet deadlines and work cooperatively
  • Good communication and leadership skills
  • Excellent problem-solving and analytical skills
  • Strategic thinking and innovation
  • Solid diplomatic skills: the ability to manage a variety of internal and external relationships, especially with partners.
  • Self-motivated, able to take initiative, resilient and able to work independently.
  • Highly result oriented with the ability to manage workload and stress
  • Flexible and with a positive attitude

DESIRABLE REQUIREMENTS

  • Broad knowledge of characteristics relevant to conflict-affected or post- conflict contexts
  • Experience in functional and line management of both international and national staff in complex environment
  • Excellent interpersonal skills, cross-cultural communication and ease in managing a multi-cultural team
  • Good team leadership and conflict resolution skills, consensus team building, and adaptability
  • Extensive experience of working within a senior management role within a complex country programme in an emergency response or fragile state

SAFEGUARDING

Cesvi has a zero-tolerance approach to any harm to, or exploitation of, a child or a vulnerable adult by any of our staff, related persons or partners.

Cesvi’s commitment to being a safe organization begins with the staff recruitment process which includes meticulous checks, such as criminal records checks or check disclosure of previous convictions, to ensure children and vulnerable people are safeguarded and abuse is prevented. Safeguarding checks are part of the selection process performance.

HEALTH SAFEGUARDING

Cesvi pays particular attention to safeguarding the health of all the human resources of the Organisation. Therefore, in order to protect its staff, an assessment of their suitability for the position in each mission is carried out before departure. Such assessment is done by the Occupational Doctor of the Organisation, who will also examine the vaccination coverage, including the anti-Covid19 vaccination.

Please note: due to the high number of applications we receive we are unable to provide feedback if unsuccessful at the applicant stage. Only short-listed candidates will be updated on the status of their applications.