· HR strategy, planning and policies: Lead the development, communication and deployment of FMIC’s HR strategy, policies and procedures, which promote an enabling, performance-oriented work environment; ensure that organization charts are coherent and conform with FMIC human resources requirement, support the preparation and monitoring of staffing budgets.
· Recruitment: to ensure that the recruitment process is conducted in a professional and efficient way such that the very best candidates are appointed and inducted to become successful and profitable FMIC employees. Maintaining strategic relationship with recruiters to ensure they are fully aware of potential recruitment needs and so refer appropriate candidates to FMIC. Lead HR on recruitment negotiations – including being part of interviewing/ briefing process and contract negotiations where appropriate.
· Compensation and benefits: Develop and manage staff compensation, benefits and reward systems to attract and retain qualified employees while remaining cost-effective; supervise and ensure preparation of monthly staff payroll and timely payment of salaries and ensuring that the compensation package of the employees are aligned with the Afghanistan law and FMIC policies; keep abreast of market practices and engage in market compensation surveys on a regular basis to ensure that compensation and benefits of FMIC staff remain competitive.
· Appraisal: Ensure that the appraisal process is aligned with the strategic needs and policies of FMIC. Ensuring that the appraisal process is completed across all departments and report to senior management on issues, lessons and changes arising from each annual round of appraisals. And advise on proposals for promotions arising from the appraisal process to ensure that they meet the criteria within FMIC’s recruitment policy.
· Policies and Procedures: Knowledge and understanding of all FMIC’s policies and their practical application in order to provide advice and support to staff and management. Overseeing the updating and review of HR policies as and when appropriate in line with legislative changes
· Employee Relations: Provide advice and support in handling these issues but will take personal charge of the most sensitive or large-scale issues.
· Employee Engagement: Ensure that the Human Resources policy and procedures are clear to the employees and provide them with technical support when and as needed; conduct and review employee engagement surveys to ensure high motivation levels amongst employees; develop channels of communication and clearly defined procedures for allowing all personnel to voice their suggestions, concerns, opinions and grievances; provide counseling and handle employee grievances as required.
· Training and Development: Lead and manage the entire training and development activities.
· Compliance and administration: ensure adherence to the labour laws and other compliance with respect to people’s practices and processes; provide oversight and leadership to administrative matters, as required.
- Other assignments: Perform any other assignment given by the line manager that may be considered in the larger interest of the institution.
