Head, Human Resources Management Division

External – Vacancy Announcement

 

Introduction

The Citizens Charter is a National Priority Program (NPP) of the National Unity Government (NUG) that was officially launched on September 25, 2016.

The Citizens Charter is an inter-ministerial, multi-sectorial NPP, where Ministries have collaborated to provide basic services to rural communities. The key service delivery ministries involved are: Ministry of Rural Rehabilitation and Development (MRRD), Ministry of Education (MoE), Ministry of Public Health (MoPH) and Ministry of Agriculture, Irrigation and Livestock (MAIL), with oversight by Ministry of Finance (MoF). MRRD has a key role and will be responsible for infrastructural development and strengthening CDCs and Cluster CDCs. The Community Development Councils (CDCs) will be linked to sub-national government to improve communication and coordination from the community to the district, provincial and national levels - increasing Government visibility and accountability. The Citizens’ Charter is an important foundation for the Government’s reform agenda, contributing to a number of priority areas including: Ensuring Citizens’ Development Rights; Building Better Governance; Reforming Development Planning & Management and Developing Partnerships.

The Citizens Charter intends to improve service delivery by ensuring minimum service standards, provide greater responsiveness by the Government to the people and increase the level of public satisfaction with services. The Charter commits to deliver the following core services across the country over a 10-year period:

  • Basic health services
  • Basic education access
  • Safe drinking water and sanitation
  • Improved farming technologies and the delivery of extension services
  • Rural connectivity with tertiary roads
  • Rural renewable energy

 

 

 

Title:                              Head, Human Resources Management Division

Vacancy Announcement No: 113/HRMD/CCAP/MRRD

No. of Post:                              1

Gender:                                    Male/Female

          Duty Station:                           Kabul

          Duration:                                 1 Year (Extendable)

          Salary:                                      As per NTA Salary Scale

         Announcing Date:                    24 September 2018

         Closing Date:                            14 October 2018

 

Key roles and Accountabilities:

  • Represent the Division in all CC management meetings.
  • Ensure close coordination with other participating ministries in the Citizens’ Charter, including the full and timely sharing of information; participation in inter-ministerial committees; ensuring good cross-ministerial working relationships, and participation in periodic joint reviews and evaluations.
  • Serve as the primary focal point for Human Resource Management Division.
  • As HoD, ensure the Division s’ tasks listed below (and others that may arise periodically or as requested by the CC management) are carried out in a timely and satisfactory manner.
  • Follow-up on action-points related to HR in the various World Bank CC Implementation Support Mission Aide Memoires (ISM AMs).
  • Review, develop and enhance an improvement strategy for the CC Recruitment and Selection Process. Oversee all recruitment processes in the CC and ensure adherence to policy, fairness and transparency.
  • Support the CC MIS Division in the design of a Personnel Administration/Human Resources Management Database. Post-completion of the database, ensure regular and accurate data entry and updates, such that HR-related reports can be efficiently prepared.
  • Prepare and submit quarterly HRM Reports and any other HR-related reports as may be required from the CC management, CC donors etc.
  • Develop a strategy and oversee the execution of a revised CC – wide Performance Appraisal/Evaluation System on an annual basis.
  • Propose scenarios for program restructuring especially that of field offices based on variations in the CC coverage area and rollouts of various sub-phases and sub-programs.
  • Represent the Human Resources Management Division at a variety of meetings and advises Line Supervisors and Heads of Divisions in alternative courses of action in Human Resources issues.
  • Provide proactive and responsive advice and expertise to Line Supervisors and Heads of Divisions to support them in meeting their staff/employment and general management responsibilities. This involves gathering, extracting, and analyzing relevant information, developing options, recommending actions and challenging existing practices.
  • Advice and support management on revisions to and implementation of the MRRD’s Personnel Policy Manual for CC Employees (PPM).
  • Develop implements, administers and monitors effective and equitable policies and systems of remuneration, reward and recognition that are consistent with the overall objective of CC HR Strategy that encourages employees to join, contribute to, and remain within the organization.
  • Provide advice on the application and implementation of salary survey data, job analysis process, outcomes and salary schema.
  • Coordinates, implements, monitors and evaluates HRM measures.
  • Ensures that all CC staff receive required trainings in the PPM, including its policies, procedures, forms and code of conduct.
  • Serve in CC committees (as required) related to staff discipline, staff training/development, gender mainstreaming etc.
  • Direct oversight of work performance of the unit of the HRM Division.
  • Coaching and mentoring of all staff in the HRM Division.
  • Represent the Division in all CC management meetings.
  • Ensure close coordination with other participating ministries in the Citizens’ Charter, including the full and timely sharing of information; participation in inter-ministerial committees; ensuring good cross-ministerial working relationships, and participation in periodic joint reviews and evaluations.
  • Serve as the primary focal point for Human Resource Management Division.
  • As HoD, ensure the Division s’ tasks listed below (and others that may arise periodically or as requested by the CC management) are carried out in a timely and satisfactory manner.
  • Follow-up on action-points related to HR in the various World Bank CC Implementation Support Mission Aide Memoires (ISM AMs).
  • Review, develop and enhance an improvement strategy for the CC Recruitment and Selection Process. Oversee all recruitment processes in the CC and ensure adherence to policy, fairness and transparency.
  • Support the CC MIS Division in the design of a Personnel Administration/Human Resources Management Database. Post-completion of the database, ensure regular and accurate data entry and updates, such that HR-related reports can be efficiently prepared.
  • Prepare and submit quarterly HRM Reports and any other HR-related reports as may be required from the CC management, CC donors etc.
  • Develop a strategy and oversee the execution of a revised CC – wide Performance Appraisal/Evaluation System on an annual basis.
  • Propose scenarios for program restructuring especially that of field offices based on variations in the CC coverage area and rollouts of various sub-phases and sub-programs.
  • Represent the Human Resources Management Division at a variety of meetings and advises Line Supervisors and Heads of Divisions in alternative courses of action in Human Resources issues.
  • Provide proactive and responsive advice and expertise to Line Supervisors and Heads of Divisions to support them in meeting their staff/employment and general management responsibilities. This involves gathering, extracting, and analyzing relevant information, developing options, recommending actions and challenging existing practices.
  • Advice and support management on revisions to and implementation of the MRRD’s Personnel Policy Manual for CC Employees (PPM).
  • Develop implements, administers and monitors effective and equitable policies and systems of remuneration, reward and recognition that are consistent with the overall objective of CC HR Strategy that encourages employees to join, contribute to, and remain within the organization.
  • Provide advice on the application and implementation of salary survey data, job analysis process, outcomes and salary schema.
  • Coordinates, implements, monitors and evaluates HRM measures.
  • Ensures that all CC staff receive required trainings in the PPM, including its policies, procedures, forms and code of conduct.
  • Serve in CC committees (as required) related to staff discipline, staff training/development, gender mainstreaming etc.
  • Direct oversight of work performance of the unit of the HRM Division.
  • Coaching and mentoring of all staff in the HRM Division.
  • Represent the Division in all CC management meetings.
  • Ensure close coordination with other participating ministries in the Citizens’ Charter, including the full and timely sharing of information; participation in inter-ministerial committees; ensuring good cross-ministerial working relationships, and participation in periodic joint reviews and evaluations.
  • Serve as the primary focal point for Human Resource Management Division.
  • As HoD, ensure the Division s’ tasks listed below (and others that may arise periodically or as requested by the CC management) are carried out in a timely and satisfactory manner.
  • Follow-up on action-points related to HR in the various World Bank CC Implementation Support Mission Aide Memoires (ISM AMs).
  • Review, develop and enhance an improvement strategy for the CC Recruitment and Selection Process. Oversee all recruitment processes in the CC and ensure adherence to policy, fairness and transparency.
  • Support the CC MIS Division in the design of a Personnel Administration/Human Resources Management Database. Post-completion of the database, ensure regular and accurate data entry and updates, such that HR-related reports can be efficiently prepared.
  • Prepare and submit quarterly HRM Reports and any other HR-related reports as may be required from the CC management, CC donors etc.
  • Develop a strategy and oversee the execution of a revised CC – wide Performance Appraisal/Evaluation System on an annual basis.
  • Propose scenarios for program restructuring especially that of field offices based on variations in the CC coverage area and rollouts of various sub-phases and sub-programs.
  • Represent the Human Resources Management Division at a variety of meetings and advises Line Supervisors and Heads of Divisions in alternative courses of action in Human Resources issues.
  • Provide proactive and responsive advice and expertise to Line Supervisors and Heads of Divisions to support them in meeting their staff/employment and general management responsibilities. This involves gathering, extracting, and analyzing relevant information, developing options, recommending actions and challenging existing practices.
  • Advice and support management on revisions to and implementation of the MRRD’s Personnel Policy Manual for CC Employees (PPM).
  • Develop implements, administers and monitors effective and equitable policies and systems of remuneration, reward and recognition that are consistent with the overall objective of CC HR Strategy that encourages employees to join, contribute to, and remain within the organization.
  • Provide advice on the application and implementation of salary survey data, job analysis process, outcomes and salary schema.
  • Coordinates, implements, monitors and evaluates HRM measures.
  • Ensures that all CC staff receive required trainings in the PPM, including its policies, procedures, forms and code of conduct.
  • Serve in CC committees (as required) related to staff discipline, staff training/development, gender mainstreaming etc.
  • Direct oversight of work performance of the unit of the HRM Division.
  • Coaching and mentoring of all staff in the HRM Division.

 

 

Minimum Specialized Qualifications:

  • Academic Qualifications:
  • Any/all education documents without attestation of the ministry of higher education will not be consider.
  • Bachelor Degree from an accredited university in Human Resources Management, Business Administration, Public Administration or a related field is required. (Post Graduate degree preferred). 
  • Work Experience:
  • A minimum of seven (7) years of progressive work experience in large development programs is required, with five (5) years of specific experience in a Human Resources Management with an international or large-scale program/organization.
  • Other Requirements:
  • Extensive knowledge of principles, policies, and practices of personnel policy, recruitment/selection, classification/compensation, employee relations, training and organizational development, employee relations, compensation and other benefits, equal employment opportunity.
  • Dispute resolution and collaborative problem-solving techniques; employee and organizational development
  • Techniques and resources used in the recruitment of management professionals, technical and support services personnel. 
  • Knowledge of current Afghanistan, MRRD employment laws, techniques, principles and practices of personnel recruitment.
  • Strong written and verbal communication skills in English and Dari essential, (Pashto desirable).
  • Good problem-solving skills, practical and attentive to details.
  • Team player and leadership skills.
  • Fluency in English (listening, reading, writing, speaking).

How to Apply:

Please send your up-to-date CV with covering letter telling us why you are applying and how you met the required competencies before closing date, Interested Afghan Nationals should submit their applications in writing (clearly indicating on the subject line the title of the position and Vacancy Announcement Number e.g. (Head, Human Resources Management Division) 113/HRMD/CCNPP/MRRD to: vacancies@ccnpp.org The Human Resources Management and Development Division

Important Note: any/all application without the mentioned subject line will not be consider.

The MRRD/CCNPP strongly encourages woman candidates to apply. It applies a pro-active and positive discrimination policy towards woman candidates as follows:

  • Women candidates with slightly lower than the stated required educational qualifications will also be considered.
  • If offered this position, the woman position holder will be allowed an adult male or female relative as a Mahrram for official travel, if/when required.
  • The MRRD and its CCNPP will promote a women-friendly environment with clear anti-harassment policies enforced.

The Human Resources Management and Development Division

Tashkilat Street, District 6th, Darul Aman

Citizens Charter National Priority Program

Ministry of Rural and Rehabilitation and Development

Kabul, Afghanistan