International Assistance Mission (IAM) is a non-profit organization through which local staff and international volunteers serve in partnership to build capacity in the sectors of health, education, and development, working together in hope, for the welfare of the people of Afghanistan.

Key responsibilities and tasks:

Leadership and Strategic Support to the projects and office HR department (15%):

• Support HR Management in implementing HR projects and practices in the regional office or program.
• Contribute to revising and improving HR practices, staff management, and the workplace culture aligned with IAM values across the organization.
• Support activities related to the staff well-being and employee motivation in the region/program.

Training and Learning Plan (15%):

• Support coordination of training and capacity building activities within the region/program.
• Participate in development of capacity-building and learning materials, workflow processes and other relevant tools in collaboration with the National Training Manager and HR management.
• Cooperate with the National Training Manager/ HR management in facilitation of annual training on IAM policies in the region/program and record the necessary documentation and data.
• Support the National Training Manager and HR management in a training needs assessment, data collection and coordination for training plans in the region/program.

Data Management (20%):

• Maintain records and compile statistical reports concerning personnel-related data such as hiring, transfers, performance appraisals, and absenteeism rates within the region/program and submit to the NHRM.

Policy Facilitation (15%):

• Ensure all staff have read and signed policies at the beginning of the contractual year.
• Contribute to the analysis and evaluation of the existing human resources policies, practices, and procedures in the regional office/ program.
• Support the implementation and dissemination of new human resources policies, or new applications of policy instruments and guidelines to meet the evolving needs of the regional office/program.
• Handle a wide range of human resources policy matters including interpretation, monitoring, implementation, and application of HR policies in the region/program.

Talent Acquisition and Performance Management (15%):

• In close cooperation and work with HR Management, develop structured recruitment procedures and tools in line with IAM recruitment policy.
• Post job announcements for related websites/sources.
• Collect all CVs and / or application forms and long list according to given criteria.
• Support the interviewing process (inform candidates, print questionnaires, document the process and if asked by the line manager, participate in interview process).
• Ensure that all new staff receive necessary orientation about IAM, policies, and other administrative matters and distribute new or update policies as soon as received.
• Ensure that all staff have updated contracts and IAM ID cards and are entered in the IAM database.
• Collect annual appraisals and export necessary data for analysis, for the talent acquisition plan.
• Administer compensation, benefits, and performance management systems, and administer wellbeing programs within the region/program in conjunction with other relevant staff.

External Relations (5%):

• Support the HR Management with preparation for external meetings.

Reporting (15 %):

• Develop quarterly and monthly reports of HR activities and submit to the line manager.
• Prepare/compile and submit the regional/ programmatic employee payroll monthly, paying attention to changes and adjustment in staff compensation and benefits.
• Compile and prepare reports and documents pertaining to personnel activities.

Core & Functional Competencies:

Cross Functional Teamwork:

Definition: The ability to support teams within and across departments effectively, in order to achieve optimal collective results.

Indicators:

• Ensures results are achieved in the best way possible for all parties.
• Understands which tasks and activities are appropriate for teams and which suit individual handling better.
• Takes responsibility for tasks that others are unable or unwilling to perform.
• Helps the team plan tasks and objectives and make progress.
• Shares resources with others, and ensures others have access to appropriate tools, information and other resources in order to carry out their work.

HR Knowledge and Commitment to ongoing HR Learning:

Definition: To understand the basic concepts and principles of HR theory and practice, and be committed to gain more practical knowledge about HR.

Indicators:

• Actively seeks knowledge of HR trends and technology to incorporate into their work.
• Continuously seeks to improve their work, welcomes feedback from peers, subordinates, and supervisors.
• Prioritizes professionalism within their department and are considered a credible HR employee.

Communication:

Definition: Knowledge of effective and appropriate communication patterns and the ability to use and adapt that knowledge in various work contexts.

Indicators:

• Delivers well-organized, persuasive, impactful presentations that inspire and call others to action.
• Resolves communication difficulties to enable the fulfillment of their role.
• Provides open, honest, and constructive feedback to their peers, subordinates, and management to help them improve.
• Shows interest in and seeks to understand adjacent roles.

Functional Competencies:

Business Acumen:

Definition: The ability to translate the organization’s values, vision, missions, and context into strategy, positioning, HR policies and activities to best serve the organization’s interest.

Indicators:

• Has some understanding of the social, cultural, technological, political, economic, and legal context in which the organization operates and incorporates this into their HR decision-making.
• Is able to explain the organization’s primary processes, its place in the value chain and how it adds value to beneficiaries.
• Has advanced understanding of organizational strategy and goals.
• When asked contributes to strategic discussions and decision-making.

People Advocacy:

Definition: The ability to create a strong internal culture, get the best out of people, and act as a trusted source and communications expert.

Indicators:

• Supports leaders to reinforce desired values and behaviors when required.
• Understands, supports and promotes desired organizational culture.
• Balances individual, group, and organizational interests and advocates for the interests of overlooked individuals and groups.

Data Literacy:

Definition: The ability to read, apply and communicate data and to transform it into valuable information in order to influence decision-making processes.

Indicators:

• Transforms data into useable information on a regular basis within their own specialization.
• Able to show stakeholders how HR contributes to business strategy using data.
• Shares HR issues that can be solved with data, to the HR management team or other specialists when required.

Ethical Approach to Human Resources:

Definition: Has a transparent, accountable, fair, and unbiased attitude towards employees, without regard to gender, position classification, ethnicity, religion or age. Treats them with respect in all interactions, particularly problem solving and decision making

Indicators:

• Operates in a transparent and ethical way
• Facilitates transparent and fair recruitment, promotion, and other HR practices to ensure they are free from nepotism, protectionism, and favoritism.

Critical Thinking:

Definition: The ability to absorb information, analyze bias and other key characteristics of communication and context, solve complex problems, and come up with creative, realistic solutions.

Indicators:

• Is open to exploring and bringing new ideas to work.
• Fosters open discussion and pursues alternative points of view.
• Reflects on activities and asks questions in order to clarify contextual information
• Recognizes and challenges assumptions, focuses on facts and examines cause and effect.