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    Role Profile HR Officer - Aawaz II Project

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    RTN's Guideline
    The document provides a job description for an HR Officer position with the AAWAZ II project in Islamabad, Pakistan. The key responsibilities of the role include: 1) Managing HR administration and compliance tasks like processing salaries, coordinating inductions, and ensuring training requirements are met. 2) Providing HR coordination support like responding to staff queries, ensuring compliance with policies, and coordinating with partners. 3) Maintaining knowledge and personnel records like the staff database, contracts, and other documentation. The ideal candidate will have skills in communication, planning and organizing, as well as experience in areas like recruitment, performance management, and maintaining HR files and documentation. A background check is required for

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    Role Profile HR Officer - Aawaz II Project

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    RTN's Guideline
    54 views5 pages
    The document provides a job description for an HR Officer position with the AAWAZ II project in Islamabad, Pakistan. The key responsibilities of the role include: 1) Managing HR administration and compliance tasks like processing salaries, coordinating inductions, and ensuring training requirements are met. 2) Providing HR coordination support like responding to staff queries, ensuring compliance with policies, and coordinating with partners. 3) Maintaining knowledge and personnel records like the staff database, contracts, and other documentation. The ideal candidate will have skills in communication, planning and organizing, as well as experience in areas like recruitment, performance management, and maintaining HR files and documentation. A background check is required for

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    Role Profile Hr Officer - Aawaz II Project

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    The document provides a job description for an HR Officer position with the AAWAZ II project in Islamabad, Pakistan. The key responsibilities of the role include: 1) Managing HR administration and compliance tasks like processing salaries, coordinating inductions, and ensuring training requirements are met. 2) Providing HR coordination support like responding to staff queries, ensuring compliance with policies, and coordinating with partners. 3) Maintaining knowledge and personnel records like the staff database, contracts, and other documentation. The ideal candidate will have skills in communication, planning and organizing, as well as experience in areas like recruitment, performance management, and maintaining HR files and documentation. A background check is required for

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    54 views5 pages

    Role Profile HR Officer - Aawaz II Project

    Uploaded by

    RTN's Guideline
    The document provides a job description for an HR Officer position with the AAWAZ II project in Islamabad, Pakistan. The key responsibilities of the role include: 1) Managing HR administration and compliance tasks like processing salaries, coordinating inductions, and ensuring training requirements are met. 2) Providing HR coordination support like responding to staff queries, ensuring compliance with policies, and coordinating with partners. 3) Maintaining knowledge and personnel records like the staff database, contracts, and other documentation. The ideal candidate will have skills in communication, planning and organizing, as well as experience in areas like recruitment, performance management, and maintaining HR files and documentation. A background check is required for

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    Role Profile

    A. JOB DESCRIPTION
    Job title, reference
    HR Officer – AAWAZ II
    number and location

    Strategic Business Unit Programmes Country, region Islamabad, Pakistan


    Consultancy. Per day
    Pay band Contract duration 5 years fixed term contract.
    rate.

    1 of 5
    PURPOSE OF JOB
    HR Officer will manage delivery of HR operation services for the AAWAZ II project team and carrying out a
    wide-range of duties including personnel record management, employee relations, coordination for PMU staff
    salaries and providing support in recruitment and selection. He/she will be responsible for recruitment,
    support and develop talent through adopting, developing and managing policies and procedures of the British
    Council and the Donor. He/she will be responsible for all HR tasks and will contribute towards making the
    Project Management Unit (PMU) a better place to work making continuous efforts towards creating a
    professional work environment.

    He/she will be passionate about HR management and highly efficient individual. He/she is being expected to
    have knowledge of HR functions include recruitment processes, performance management system,
    management of personnel files, maintenance of HR documentation (timesheets, leave records and
    attendance etc.), on boarding plans, disciplinary proceedings. He/she is a committed and approachable
    individual and be impressed with his/her character and skills.

    CONTEXT AND ENVIRONMENT

    The British Council


    The British Council is the UK’s international organisation for cultural relations and educational opportunities.
    We create friendly knowledge and understanding between the people of the UK and other countries. We do
    this by making a positive contribution to the UK and the countries we work with – changing lives by creating
    opportunities, building connections and engendering trust.
    We work with over 100 countries across the world in the fields of arts and culture, English language,
    education and civil society. Each year we reach over 20 million people face-to-face and more than 500 million
    people online, via broadcasts and publications. Founded in 1934, we are a UK charity governed by Royal
    Charter and a UK public body.

    Our Programmes Work


    The British Council creates international opportunities for the people of the UK and other countries and builds
    trust between them worldwide.
    Our work is organised into the separate business areas of Arts, English and Education and Society.
    Arts: New ways of connecting with and understanding each other through the arts
    English: More widespread and better-quality teaching, learning and assessment of English worldwide
    Education: Enhanced UK leadership of and shared learning from international education
    Society: Societies whose young people, citizens and institutions contribute to and benefit from a more
    inclusive, open and prosperous world

    About the project


    The AAWAZ II project will work with local communities to promote the rights of children, women, youth, and
    religious minorities and excluded groups, to strengthen their control over their own development. The
    programme will be 5 years long with a break clause after the inception period of 6 months. The programme
    has a focus on the issues of modern slavery, to which marginalised groups are extremely vulnerable.

    The Impact the AAWAZ II programme is hoping to achieve is: A more inclusive, tolerant and peaceful
    Pakistan, with less modern slavery. The Outcome the programme is hoping to achieve is: Pakistani society
    and government institutions support increased voice, choice and control for women, girls, boys, youth,
    religious minorities and marginalised groups, protect them from exploitation and prevent discrimination and
    intolerance at all levels.

    British Council is leading on the delivery of Pillar 2, Community Dialogue, Awareness and Voice and Pillar 3,
    Conflict Pre-emption. As part of the delivery of these pillars, AAWAZ II will support the capacity building of
    Aagahi Centres across 45 districts to provide a safe space for marginalised members of the community to
    demand improvements to state services, getting information on their rights and preventing community conflict
    by encouraging community members to address potential triggers of conflict and promote tolerance
    particularly towards religious minorities. AAWAZ II aims to achieve these objectives by creating a more
    protective and enabling environment for girls, boys, women, youth, religious minorities, the differently abled
    and those at risk of modern slavery.
    2 of 5
    KEY RESPONSIBILITIES:

    HR Administration and Compliance


     Collect and collate time sheets of all at the end of each month and coordinating with the finance team in
    ensuring timely payment of monthly salaries
     Plan and implement the induction of all new PMU staff in coordination with the Office Manager and the
    relevant recruiting manager
     Collate reports from the RFID staff attendance system on a monthly basis
     Ensure all PMU staff’s mandatory trainings are completed and refreshed as per British Council and donor
    requirements
     Ensuring that all PMU staff contracts are renewed and signed before the expiration of existing contracts
     Supporting the Office Manager in managing all PMU staff recruitment and exits as per proper protocol
    including the setting up of interviews
     Support in the development and implementation of HR initiatives and systems.
     Provide orientation to PMU staff and for new comers on HR policies, procedures and systems.
     Be actively involved in recruitment by coordinating with line managers preparing posting ads managing
    project hiring processes.
     Assist in performance management processes. Effectively coordinate with line managers/supervisors to
    complete performance appraisals within the deadline.
     Develop and implement on boarding plans.
     Be alert to listen to grievance issues. Support management to handle disciplinary proceedings and
    grievance issues if arises.
     Arrange exit interviews for all separated PMU staff and share the responses with management.
     Complete documentation for all separated PMU staff with completion of handing/taking over processes.

    HR Coordination
     Responding to HR queries by PMU staff and working with the Office Manager and the British Council HR
    team to ensure compliance to all British Council and donor HR policies and procedures
     Coordination with the British Council HR team for signing off of all PMU staff related documents including
    PMU staff contracts, exits and other relevant documents
     Ensure all HR processes comply with donor and auditor’s requirements
     Coordinate with line manager to ensure JDs for the team are on files include all other required
    documentation.
     Follow up with team members for timely submission of timesheets.
     Coordinate with partners for HR related matters to ensure their HR processes are complaint to BC and
    donor guidelines.

    Knowledge and Records Management


     Maintain PMU staff database ensuring maintenance of the information (such as record of mandatory
    trainings, joining and leaving dates etc) and ensure that the database is regularly updated. Search
    learning opportunities for PMU staff for their professional development.
     Understand, respect and demonstrate strict confidentiality of all HR records and personnel files and
    employees personal information being maintained ensuring compliance to GDPR.
     Manage personnel records of all PMU staff and ensure that all contracts and related documents are filed
    as per British Council and donor HR policies and data protection policies are followed
     Maintain employees’ records (all recruitment documents, attendance/timesheets, leave records,
    performance appraisal forms and other related correspondence).
     Maintain PMU staff conflict declaration forms and other related forms and ensure these are updated and
    reviewed on a regular basis

    KEY RELATIONSHIPS
    The post holder will need to develop successful relationships with
     AAWAZ II PMU staff
     British Council HR team
    3 of 5
    OTHER IMPORTANT REQUIREMENTS OF THE JOB
    The post holder is required to travel occasionally and work on unsocial hours

    Passport/visa and/or nationality requirement. Pakistani

    Security or legal checks required for this role. Comprehensive background check

    4 of 5
    B. PERSON SPECIFICATION

    Essential Desirable Assessment stage

    Communicating & Influencing (L2)


    Relates communications to
    circumstances: Displays good
    listening, writing and speaking Analysing Data and Problems
    skills, setting out logical arguments (L2)
    clearly and adapting language and Reviews available data and
    form of communication to meet the identifies cause and effect, and
    needs of then chooses the best solution
    different people/audiences. from a range of known
    Skills and alternatives.
    Knowledge Planning and Organising (L2) Short listing, test
    See The Core Organises own work over weeks and/ or interview
    Skills Dictionary and months, or plans ahead for English Language Proficiency
    for details (C1)
    others, taking account of priorities
    and the impact on other people. • Can understand a wide range
    of demanding, longer texts, and
    Using Technology (L1) recognise implicit meaning.
    Able to use office software and • Can express ideas fluently
    British Council systems to do the and spontaneously without
    job and manage documents or much obvious searching for
    processes. expressions.
     Proficient in MS Excel,
    Outlook and Word

    Minimum 3 years of relevant work


    Working experience in a donor Short listing
    Experience experience in an INGO
    funded project. and/ or interview
    setup/donor funded project.

    16 years of education MBA (HRM) Short listing and/or


    Qualifications
    interview

    5 of 5

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