Human Resource and Recruitment

BACKGROUND:The Agricultural Transformation Agency (ATA) has been established by the Government of Ethiopia (GoE) to identify and address systemic bottlenecks to Ethiopia’s agricultural development. The Agency does this through problem-solving, implementation support, and capacity building of stakeholders involved in implementation of interventions that address the systemic bottlenecks. The Agency reports to a Transformation Council chaired by the Prime Minister and whose co-chair is the Minister of Agriculture.&nbsp; The programmatic focus of the Agency responds to a core set of needs identified by the Ministry of Agriculture and the Transformation Council. Within the Agency, issues are divided into four different groups:&nbsp; Production and Productivity which includes Inputs and Crop Protection, Livestock, Research and Extension, Mechanization, Rural Finance &amp; Agro-Processing Value Addition; Agribusiness and Markets including Market Services, Market Infrastructure, Commercial &amp; Contract Farming, Domestic and Export Market Development, and Cooperatives Development; Environmentally Sustainable and Inclusive Agricultural Growth including Sustainable Irrigation &amp; Watershed Management, Sustainable Land Management, Gender Equality and Nutrition, Climate Change and Disaster Risk Management, and Planning and MLE; and Enhanced Implementation Capacity which includes ICT, Private Sector, and Organizational and Human Capacity. Across the programs, the ATA engages public, private and non-governmental stakeholders to support strategic planning, manage and strengthen implementation capacity and test innovative models. Our CultureWe have an exceptional team of highly competent employees with a proven track record of success in managing complex activities and achieving transformational results.&nbsp; Our culture is one where talented, dedicated and adaptable individuals are committed to doing their best and exhibit great team work to achieve excellent results.&nbsp; At ATA, we provide an exceptional platform for people who want to achieve their highest potential and make a meaningful contribution in changing the country’s agricultural sector.&nbsp; We offer rewarding work in a young, fast-paced growing organization with passionate, committed, motivated colleagues and excellent career development and training. &nbsp;We recognize our most valuable assets are our staff and are committed to providing our employees with the tools, training and mentorships necessary to achieve their career goals.&nbsp;

Ethiopian Agricultural Transformation Agency (ATA)

Internal/External Job AnnouncementETHIOPIAN AGRICULTURAL TRANSFORMATION INSTITUTEPosition:&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &nbsp;HR OfficerTerm of Employment:&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &nbsp; &nbsp;One year with a possibility of extensionDuty Station(s):&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &nbsp; Addis Ababa EthiopiaRequired Number:&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &nbsp; &nbsp;OneApplication Deadline:&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &nbsp; &nbsp;December 21, 2024BACKGROUND:The Ethiopian Agricultural Transformation Institute (ATI), formerly known as the Agricultural Transformation Agency (ATA), is a strategy and delivery-oriented government institute created to help accelerate the growth and transformation of Ethiopia’s agriculture sector, which is a key contributor to the country’s GDP, exports, and workforce. The ATI’s work is centred on improving the livelihoods of smallholder farmers (SHFs) across the country for improved income, inclusiveness, resilience, and sustainability.&nbsp;The ATI works to transform the agriculture sector in Ethiopia by conducting policy and analytical studies, providing technical implementation support and capacity building, coordinating. &nbsp;platforms to better integrate partners and projects and designing and directly leading several innovative/pilot interventions.&nbsp;The Institute joins forces with various stakeholders, including policymakers, researchers, farmers, and development partners, to support the implementation of agricultural development programs and initiatives. In addition, the ATI collaborates with national and international partners to facilitate knowledge exchange and learning opportunities. The Institute plays a crucial role in generating and disseminating information to support evidence-based decision-making in Ethiopia’s agricultural sector.Our CultureWe have an exceptional team of highly competent employees with a proven track record of success in managing complex activities and achieving transformational results.&nbsp; Our culture is one where talented, dedicated, and adaptable individuals are committed to doing their best and exhibit great teamwork to achieve excellent results.&nbsp;At ATI, we provide an exceptional platform for people who want to achieve their highest potential and make a&nbsp;meaningful&nbsp;contribution in changing the country’s agricultural sector.&nbsp; We offer rewarding work in a young, fast-paced growing organization with passionate, committed, motivated colleagues and excellent career development and training.&nbsp; We recognize our most valuable assets are our staff and are committed to providing our employees with the tools, training, and mentorships necessary to achieve their career goals.JOB SUMMARY:&nbsp;The Human Resource Officer is responsible for taking part in the recruitment and selection processes, administering the Human Resources digital Information System, ensuring compliance with the ATI’s policy, procedure, and legal requirements. The Officer is also responsible for maintaining and updating recruitment and selection and employee benefit records.&nbsp; Under the direct supervision of Senior Manager-Human Resource, the Human Resource Officer is responsible to handle HR Operational activities related to employee relations such as consulting &amp; communicating employee re-benefit packages and issuing supporting letters.&nbsp;ESSENTIAL DUTIES and RESPONSIBILITIES:1.Staff Relation&nbsp;<ul><li>Provide comprehensive HR service to a multi – disciplinary work force and advises employees on ATI HR policy and procedures, employment law and practices.&nbsp;</li><li>Participate in the development and review of HR policies, procures and guidelines.&nbsp;</li><li>Consistently and fairly implement HR policies, procedures, and process across the organization&nbsp;</li><li>Stay current on relevant employment regulations and requirements to ensure that the ATI complies with ATI’s, Government, and donor requirements.&nbsp;</li><li>Issue work certificate and release clearance upon completion of approvals by concerned parties.&nbsp;</li><li>Monitor clearance completion within one month of staff last duty date, supporting leavers to &nbsp;Complete on time, approve clearance as per the requirements, if delayed report to legal section.</li><li>Issuing work certificates, sending unused annual leave and other benefits to the Finance team&nbsp;&nbsp;</li><li>Proactively contributing to a safe, healthy, and positive team working environment.&nbsp;</li><li>Build trust by listening to employee concerns with empathy, mediate conflicts through open communication.&nbsp;&nbsp;</li></ul>&nbsp;&nbsp; 2. Documentation in the ERP&nbsp;<ul><li>Maintain 100% updated Staff Database. Ensuring all staff personal and work-related information is accurate, complete, and kept highly confidential.&nbsp;</li><li>Record new rehires personal and work-related information, generate employee ID, linking that ID with payroll module and notify IT and Logistics team timely.&nbsp;</li><li>Updating employee work schedule, employee signature, and other personal information.&nbsp;</li></ul>3. Recruitment and Selection&nbsp;<ul><li>Supporting employment assessment results uploading through the ERP System (1/4 ratio).&nbsp;</li><li>Collecting all mandatory documents from the selected candidates according to the TOR requirements, candidates CV and other requirements before issuing contract agreements.&nbsp;</li><li>Preparing Employment contract agreement for the new hires in consultation with Senior HR Manager.</li></ul>4. Payroll and staff benefits&nbsp;<ul><li>Update the payroll module for donor and SOF correctness following changes in staff attribute&nbsp;</li><li>Sending correct monthly payroll update and monthly communication allowance to finance team on 22nd of every month.&nbsp;</li><li>Performing other duties as when assigned by the Senior HR Manager</li></ul>&nbsp;

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HR Officer

Business and Administration

<h1>About Us</h1>World Vision Ethiopia began its first intervention in Ethiopia in 1971 with relief and opened the Ethiopia office in 1975. Relief, rehabilitation, and small community development projects dominated the decade that followed. During the 1984/85 drought, World Vision Ethiopia participated in a massive relief operation that saved the lives of millions of people.Starting its operation with emergency intervention in some parts of Ethiopia, World Vision currently operates in 53 Area Programs (APs) implementing effective programmes, such as Education, Water, Sanitation and Hygiene (WASH), Nutrition, Emergency Response, Faith and Development, Food Security, Economic Development, Climate change, and environmental projects and other cross-cutting programmes.GEOGRAPHIC COVERAGEAt present registered and licensed by Ethiopia’s Charities and Societies Agency, World Vision Ethiopia operates in 53 Area Programs (APs), coordinated by eight programme offices in eight regional states and one city administration.Moreover, World Vision carries out emergency response interventions in Northern Ethiopia, Eastern and Southern Somali (Dollo odo and Bokolomaya), Oromia (West Guji, Borena, East and West Wolega, and East and West Hararghe), and SNNP (Gedeo).OUR GOALContributing to the well-being of&nbsp;25 million children, 16 million of whom are the most vulnerable, in the five-year national strategy from 2021 to 2025.Our VisionOur vision for every child, life in all its fullness; Our prayer for every heart, the will to make it so.Our CORE VALUESWe are Christian/ We are committed to the poor/ We value people/ We are stewards/ We are partners/ We are responsive

World Vision Ethiopia

Strategic Partner:<ul><li>Strategic Partner for the Grants &amp; Emergency Operations Leadership Team client group:</li><li>Work as first level consultant for Grant &amp; Emergency operation leaders to identify strategic people needs.</li><li>Acts as a thought partner for Grant &amp; emergency response leaders to improve people-related priorities in the business unit.</li><li>Assist leaders with strategic planning and forecasting needs regarding people.</li><li>Provide assistance and guidance to leaders and on the full range of P&amp;C activities associated with the rhythm of P&amp;C business such as:</li><li>Job Analysis and Grading</li><li>Talent Acquisition</li><li>Onboarding &amp; Orientation</li><li>Performance Reviews</li><li>Employee Development initiatives</li><li>Promotions</li><li>Rewards and recognition programs</li><li>Contract management (renewals/changes)</li><li>Staff Care</li><li>Terminations and Exits</li><li>Act as an initial point of contact and intermediary for emergency response leaders in assigned business units.</li><li>Coach leaders on HR and people management practice.</li><li>Maintain current understanding of the client’s department, strategy, people-related issues by becoming valuable member of client's leadership team.</li><li>Collaborate with Emergency Grant acquisition &amp; Management team participating in strategic and tactical planning sessions in support of the hiring managers and WVE People and Culture Division, coordinate and drive staff recruitment processes, including, job advertisement, short-listing candidates, scheduling written tests and interviews, and follow-up on reference checks.</li><li>Support new staff through the onboarding process, ensuring that they have been fully oriented on WVE policies.&nbsp;</li><li>Lead the orientation process for new staff and ensure P&amp;C core documents are signed and accurately filed (i.e., Police Background checks, Disclosure form/Conflict of interest, Child protection, Employee Code of conduct, Core values);</li></ul>Employee Champion acting as a single point of contact and intermediary for employees, Emergency operations team leaders and managers in assigned business units.<ul><li>Directing employees to P&amp;C Helpdesk and P&amp;C Generalist Services in Operations Effectiveness Unit as appropriate. Handling employee issues that are escalated from the P&amp;C Help Desk.</li><li>Provides guidance, counselling, and training to executives on employee relations issues.</li><li>Assist leaders and managers with issues related in interviewing, hiring, terminations, promotions, performance review, and other HR topics.</li></ul>Prepares job announcement notice based on the job descriptions and candidate profile proposed by the hiring department and disseminate information of job opportunities through appropriate media.<ul><li>Follows up probationers, employment contract expiry dates and acting periods and remind line managers for prompt action.</li></ul>Leadership and Coaching:<ul><li>Closely follow up and prepare reports on HR /Matrices and other method as appropriate.</li><li>work with emergency response and grants BPs under Emergency operations understand P &amp;C Policies, Processes, and Systems</li></ul>

People and Culture Business Partner

<h3>About the company</h3><div>Marie Stopes International (MSI) is one of the largest international Sexual Reproductive Health (SRH) and Family Planning (FP) organizations in the world. We are a results oriented social enterprise that develop efficient, effective and sustainable SRH/FP programmes around the world.
Marie Stopes International Ethiopia (MSIE), a partner of MSI, is currently undertaking a dramatic scale-up of health service delivery for low income women and couples in Ethiopia. This includes expanding services in clinics and rural outreach programs into new regions of Ethiopia and creating social franchising networks of private quality service providers.&nbsp; MSIE announces information about job vacancies widely and encourages applications from all sectors of the community.&nbsp; MSIE considers all applicants based on their abilities and will ensure no group is disadvantaged on the basis of disability, gender, marriage and civil partnership, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), religion or belief, economic or social class, sex, HIV/AIDs status and political affiliation.
MSIE also implements a Safeguarding Policy to safeguard and protect the rights of staff, children, young people and vulnerable sections of the community and to this end, successful candidates will need to sign MSIE&rsquo;s &lsquo;code of conduct&rsquo; and undergo a background check. The Safeguarding Policy includes an adult Safeguarding, dignity at work place, child safeguarding, human trafficking and anti-slavery, sexual harassment, equality and diversity.&nbsp; MSIE applies zero tolerance approach for the violation such policies.&nbsp;
MSIE is an equal opportunity employer and is committed to hiring and retaining female employees. The organization has flexible policies including: travel policy for pregnant and lactating women, flexible work hour for non-clinic staff without reducing the total working hour. Women employees have access to on-job mentorship which aim to create gender-sensitive and inclusive work environment. As such, qualified women are encouraged to apply&nbsp;</div>
<div>&nbsp;</div><h3>Our Mission</h3>Ensuring the Individual&rsquo;s Right to Children by Choice not Chance. Vision To become a sustainable nationwide provider of high quality, integrated reproductive health/family planning services.<h3>Our Values</h3>1 Mission driven With unwavering commitment, we exist to empower women and men to have children by choice not chance. 2 Client centred We are dedicated to our clients and work tirelessly to deliver high-quality, high-impact services that meet their individual needs. 3 Accountable We are accountable for our actions and focus on results, ensuring long term sustainability and increasing the impact of the Partnership. 4 Courageous We recruit and nurture talented, passionate and brave people who have the courage to push boundaries, make tough decisions and challenge others in line with our mission. &nbsp;<h3>Why work for us</h3>MSI works in 37 countries around the world to help women and girls to have children by choice, not chance. For an individual woman or girl, being able to choose when she has children means having the power to take control of her future. It can mean having the ability to finish her education, pursue a career, look after the children she already has and ensure she remains healthy. MSI was founded in 1976 to provide the contraception and safe abortion services that give women and girls a choice. Since then, choice has been at the heart of everything that we do and our mission remains clear: to help women and girls to have children by choice, not chance. MSI is a global organisation with 11,000 team members working in 37 countries to deliver our mission. Starting from one single clinic in London, our organisation has grown from one clinic in central London to become one of the world&rsquo;s largest providers of high quality, affordable contraception and safe abortion services. Over the last 40 years, we have touched the lives of more than 120 million women and girls, giving them the power to take control of their futures. But we know that there is much more to do, today there are over 230 million women who want to use contraception but can&#39;t and that number continues to grow. &nbsp;

Marie Stopes International Ethiopia

JOB SUMMARYUnder administrative direction of the Director of&nbsp;People and Culture Development, The Talent Acquisition Manager is responsible for&nbsp;determining staffing needs, developing and implementing recruitment strategies, and leading employment branding initiatives; excel in full-cycle recruiting, possess strong sourcing skills, sourcing candidates for open positions, conducting recruitment processes, ensuring positive candidate experiences, and assisting in employee retention and development;&nbsp; the incumbent ensures the presence of effective human resource management database system and documentation;&nbsp; develops appropriate induction system;&nbsp; ensuring that all recruitment activities comply with legal and regulatory requirements which includes equal employment opportunity laws and data privacy regulations and maintaining documentation to demonstrate adherence to these standards and prepare regular reports on recruitment activities, including candidate pipelines, time-to-fill, and cost-per-hire to analyze performance and inform decision-making.DUTIES/TASKSRecruitment strategy development<ul><li>Develop and implement innovative and effective recruitment strategies to attract top talent.</li><li>Collaborate with department heads and hiring managers to understand staffing needs and devise tailored recruitment plans accordingly.</li><li>Stay updated on industry trends and best practices in talent acquisition to continuously improve recruitment processes.</li><li>Develop and implement innovative and effective recruitment strategies to attract top talent.</li><li>Collaborate with department heads and hiring managers to understand staffing needs and devise tailored recruitment plans accordingly.</li><li>Stay updated on industry trends and best practices in talent acquisition to continuously improve recruitment processes.</li><li>Regularly assesses HR related policy and procedure gaps and provides updated information for Country Management Team.</li></ul>Employer Branding and Talent Pipeline Development:Candidate Sourcing and Screening:<ul><li>Utilize various sourcing methods, including job boards, social media, networking, and employee referrals, to identify potential candidates.</li><li>Screen resumes and applications to assess candidate qualifications and fit for open positions.</li><li>Conduct preliminary interviews to evaluate candidate skills, experience, and cultural fit.</li></ul>Recruitment, promotion and Transfer<ul><li>Leads recruitment, promotion and transfer process of the organization;</li><li>Provides required support to Senior Managers and Centre Coordinators in the various areas of HR including labour law, employee relations, safety, and training and development;</li><li>Provides legal and administrative advise, guidance, support and coaching to directors, managers and supervisors to enable them lead, develop and manage effective teams and</li><li>Performs other duties as assigned by the immediate supervisor.</li><li>Build and maintain strong relationships with candidates throughout the recruitment process.</li><li>Provide timely and personalized communication to keep candidates informed about their application status and next steps.</li><li>Serve as the main point of contact for candidates, addressing inquiries and concerns promptly and professionally.</li></ul>Candidate Relationship Management:Interview Coordination and Selection<ul><li>Coordinate interview schedules and logistics, ensuring a smooth and efficient process for both candidates and interviewers.</li><li>Collaborate with hiring managers to evaluate candidate performance and make informed hiring decisions.</li><li>Conduct reference checks and background screenings as necessary.</li></ul>Networking<ul><li>Develop relationships with third-party recruitment agencies and staffing firms and manage the procurement and measurement process.</li><li>Attend events and represent MSIE at HR-related events. Networking is a key skill for this role.</li><li>Monitor market trends in hiring practices and ensure our strategy is in line with the market.</li><li>Ability to organize and run hiring drives at college campuses/corporate</li><li>Drafting offer letters and employment contracts for selected candidates, outlining terms and conditions of employment, compensation, benefits, and other pertinent information.</li><li>Documenting all communication with candidates, including emails, phone calls, and interviews, to maintain a clear record of interactions and ensure consistent messaging.</li><li>Ensuring that all recruitment activities comply with legal and regulatory requirements which includes equal employment opportunity laws and data privacy regulations and maintaining documentation to demonstrate adherence to these standards.</li><li>Prepare regular reports on recruitment activities, including candidate pipelines, time-to-fill, and cost-per-hire to analyze performance and inform decision-making.</li><li>Maintain a centralized database of candidate information, including resumes, applications, interview notes, and status updates.</li><li>Managing documentation related to background checks, reference verifications, and other pre-employment screening processes, including consent forms and results.</li><li>Collaborating with PCD Director, TA Officer to ensure that all necessary onboarding documentation is completed accurately and on time.</li></ul>Documentation and Reporting:<ul><li>Drafting offer letters and employment contracts for selected candidates, outlining terms and conditions of employment, compensation, benefits, and other pertinent information.</li><li>Documenting all communication with candidates, including emails, phone calls, and interviews, to maintain a clear record of interactions and ensure consistent messaging.</li><li>Ensuring that all recruitment activities comply with legal and regulatory requirements which includes equal employment opportunity laws and data privacy regulations and maintaining documentation to demonstrate adherence to these standards.</li><li>Prepare regular reports on recruitment activities, including candidate pipelines, time-to-fill, and cost-per-hire to analyze performance and inform decision-making.</li><li>Maintain a centralized database of candidate information, including resumes, applications, interview notes, and status updates.</li><li>Managing documentation related to background checks, reference verifications, and other pre-employment screening processes, including consent forms and results.</li><li>Collaborating with PCD Director, TA Officer to ensure that all necessary onboarding documentation is completed accurately and on time.</li></ul>

Talent Acquisition Manager

Brothers Trading PLC

About Brothers Construction PLC: Brothers Construction, founded in 2015, is a leading Ethiopian firm specializing in historic sites, roads, and recreational projects. We specializing in executing national projects such as; Landscape&nbsp; architecture , road and building construction. Notable landscape &amp; greenery projects include Wenchi, Chaka, Gebeta Lehager, Bole to Mesqel Square, Megenagna to CMC and the Mexico to Sarbet, operating 24/7 with a dedicated workforce. It&nbsp;has recently secured large projects in Jimma, Agaro, and Beshasha.&nbsp;Job Overview: We are seeking an experienced HR manager to join our executive team.&nbsp;Key Responsibilities:<ul><li>Manage all core HR departmental areas, including payroll, employee relations, HR admin, learning and development, internal recruitment, employee engagement, and maintaining and improving HR systems.&nbsp;</li><li>Provide advice and direction where needed to the HR team on work priorities, budget and staff resources, strategic, policy, organization and staff management issues.</li><li>Current regulation compliance, including accepted professional standards, policies and procedures and legislation (including legislation on data protection, the Equality Act and health and safety).&nbsp;&nbsp;</li><li>Manage the implementation of employment policies.&nbsp;</li><li>Ensure employment law, HR policy, best practice and workforce development are applied.</li><li>Ensure the onboarding process is handled in a professional manner to expedite the settling in period.</li><li>Manage the execution of the HR Strategy to ensure achievement of the objectives.</li><li>Support HR staff to ensure that all relevant professional standards are met.&nbsp;</li><li>Continuously improve engagement and welfare activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability.&nbsp;&nbsp;Identify HR trends so that attention can be directed to key issues and resources.</li><li>Identify staffing needs and manage the creation of job descriptions and handbooks.</li><li>Develop and implement management talent planning.</li><li>Develop the organisational structure to support future growth, using best practice principles.&nbsp;</li><li>Manage the company’s employee programmes, staff benefits and packages.&nbsp;</li><li>Control the performance review programme to deliver continuous employee development.&nbsp;</li><li>Ensure employee training requirements are well managed and monitored.&nbsp;</li><li>Manage the training and development plans and ensure they are of a high standard.&nbsp;</li><li>Conduct annual remuneration and benefit surveys and reviews.&nbsp;</li><li>Determine relevant Key Performance Indicators (KPIs) for incentive schemes.</li><li>Manage the diversity, equality, and inclusion values and practices within the company.</li><li>Enabled all team members to access appropriate guidance and information to manage their workload.</li></ul>

HR Manager

About Brothers Construction PLC: Brothers Construction, founded in 2015, is a leading Ethiopian firm specializing in historic sites, roads, and recreational projects. We specializing in executing national projects such as; Landscape&nbsp; architecture , road and building construction. Notable landscape &amp; greenery projects include Wenchi, Chaka, Gebeta Lehager, Bole to Mesqel Square, Megenagna to CMC and the Mexico to Sarbet, operating 24/7 with a dedicated workforce. It&nbsp;has recently secured large projects in Jimma, Agaro, and Beshasha.&nbsp;Job Overview: We are seeking an experienced HR assistant to join our HR team.&nbsp;Key Responsibilities:<ul><li>Assist on &nbsp;vacancy announcement and collect CVs from applicants.</li><li>Assisting on Shortlisting and facilitate interview and exam.</li><li>Manage offer letters and employment contract agreements for signature by hiring Manager. Candidate and others as appropriate.</li><li>Check the fulfillment of all mandatory documents and information to the concerned HR officer/Manager on time.</li><li>Arrange assessments (date of assessments, calling shortlisted candidates, scheduling with panelist) and administer tests and ensure all pre-employment documentation is in place accordingly.</li><li>Assist on onboarding employees by scheduling and ensuring all relevant departments are involved.</li><li>Maintain proper staff’s personal file and ensure that files have up-to-date information on time.</li><li>Verify for reference check of the selected candidates.</li><li>Facilitate trainings according to the Training Plan.</li><li>Tracking and make sure all performance management of employees are submitted according to the scheduled time from each department.</li><li>Follow up and make sure all employees are filling their attendance accordingly. Summarize attendances and submit to the HR Manager for approval.</li><li>Follow up on canteen attendance.&nbsp;</li><li>Perform other tasks and support the team as required.</li></ul>

HR assistant-Re-advert

<h3>About the company</h3>As the largest producer and exporter of coffee in Ethiopia, Kerchanshe Trading has a proud history of providing quality coffees to the local and international markets. Founded on the principles of bringing fairness and transparency to the coffee value chain while satisfying customer demand, Kerchanshe is also a company with heart and vision.
Kerchanshe specializes in coffees sourced from Yirgacheffe, Lekempti, Gimbi, Djimma, and Sidamo, names that epitomise fine Arabica coffee. Since its inception 15 years ago, Kerchanshe has established a track record of fair trading and excellent customer service, and now employs over 1,250 permanent staff and 10,000 seasonal staff. Directly and indirectly, it impacts the livelihoods of over 1 million coffee growers throughout the southern and south-western coffee-cultivating regions of Ethiopia.
The passion for fine coffee is coupled with consistent reinvestment not only in improved infrastructure, technology and processes, but Kerchanshe also invests 10% of its annual profits into social responsibility programs such as building schools and providing clean water to the communities it serves
OUR VISION
To be the leader in innovation and quality among coffee producers and exporters while caring for the environment.
OUR MISSION
We are committed to providing the finest high-quality coffee beans to our customers worldwide while forging mutually beneficial relationships with the community and the environment that we live in.
QUALITY POLICY
At Kerchanshe we are highly conscious of the fact that the quality of our beans is what sets us apart.
&nbsp;<h3>Our Mission</h3>&quot;We are driven to deliver unparalleled quality coffee beans to discerning customers worldwide, fostering enduring relationships with both our communities and the natural world.&quot;<h3>Our Vision</h3>&quot;To pioneer innovation and excellence within the global coffee industry while nurturing a profound respect for environmental preservation.&quot;<h3>Our Values</h3>Ethical Integrity: We steadfastly adhere to the highest ethical standards in all our dealings, prioritizing integrity and accountability. Sustainable Practices: We embrace sustainable methodologies that seamlessly integrate with the environment, ensuring responsible stewardship of our resources. Customer-Centric Excellence: Our unwavering commitment to consistency, integrity, and excellence ensures unparalleled service and satisfaction for our customers. Empowered Workforce: We empower and champion our diverse workforce, fostering a culture of collaboration, innovation, and continuous growth. Community Enrichment: We are deeply committed to giving back to our communities through meaningful engagement and impactful initiatives, embodying our ethos of corporate citizenship.<h3>Why work for us</h3>Embark on a fulfilling journey with Kerchanshe Group, where you&#39;ll discover more than just a job. Join us for stimulating career opportunities, personalized work schedules that accommodate your lifestyle, a vibrant and inclusive culture that promotes collaboration and innovation, and comprehensive compensation and benefits packages designed to enhance your overall satisfaction and well-being. In addition to these offerings, you&#39;ll have access to ongoing professional development and training programs to further hone your skills and expand your expertise. Furthermore, at Kerchanshe, we prioritize work-life balance, providing resources and support to help you thrive both personally and professionally. Join our community at Kerchanshe Group, where your individuality is celebrated, your growth is nurtured, and your contributions make a meaningful impact. Together, let&#39;s build a brighter future for ourselves and our communities.<h3>Team Benefits</h3>At Kerchanshe Group, we prioritize the welfare and satisfaction of our employees by providing a suite of professional benefits tailored to enhance their work experience. Our comprehensive offerings include:<ul><li>Subsidized canteen services at both headquarters and coffee washing stations/farms</li><li>Dedicated employee transportation services</li><li>Annual employee recognition program, celebrating outstanding contributions</li><li>Provision of vehicles with fuel for executive management</li><li>These benefits underscore our commitment to cultivating a supportive and rewarding environment, where employee well-being and professional growth are paramount.</li></ul>

Kerchanshe Trading Company

Job Purpose<ul><li>To support the successful implementation of companywide strategy by acquiring and making on board talented workforce through streamlined HR planning, recruitment, on boarding, and promotion services.&nbsp;&nbsp;</li></ul>Main Duties and Responsibilities<ul><li>Identifies manpower needs of functions in collaboration with line managers.</li><li>Oversees the overall recruitment process and screen applicants for basic compliance with position qualifications; and summarize resume for easier evaluation during follow-on steps.</li><li>Schedules paper examinations and interviews&nbsp;in consultation with&nbsp;HR operation manager and&nbsp;relevant functions.</li><li>Conducts background and reference checks on shortlisted candidates to ensure authenticity of information provided during candidates’ interview sessions.</li><li>Communicates&nbsp;recruitment committee decision to applicants.</li><li>Ensures completion of required pre-employment formalities such as medical check, criminal background certificate, registration with the social security fund, due completion of&nbsp;all staff forms for record purposes.</li><li>Coordinates with Learning and Development unit to conduct induction and on-boarding of new employees.</li><li>Maintains good relationships with appropriate employment sources such as Universities, Colleges, Employment Agencies, etc.&nbsp;</li><li>Maintains record of all recruitment and selection activities into the Human Resources Information System (HRIS).</li><li>Leads HR operational activities, in consultation with HR operation manager, to ensure timely provision of HR solutions, prioritizing according to the needs and risks.</li><li>Provides input to HR policy formulation, implements, and interprets HR policy and procedures and ensure effective and proactive communication across assigned departments on policies, procedures, and services.</li><li>Provides overall expertise in HRIS, Payroll Processing, records management and separation and be the reference point to the HR team by working closely with the HR operation manager.&nbsp;</li><li>Manages and supports operational issues related to expatriate employees, including allowances, health and welfare and retirement plans, and others as identified.</li><li>Assists&nbsp;the manager in implementing disciplinary procedures in accordance with the firm’s policies.</li><li>Conducts exit interviews, identifying trends and recommending actions to address concerns.</li><li>Performs other duties assigned by the immediate supervisor.</li></ul>

Head, HR Planning and Recruitment

Ethiopian Construction Design and Supervision Works Corporation (ECDSWCo.) is transforming and diversifying from the current consultancy business operations. Taking advantage of the existing ECDSWCo.’s strength and maximizing on the newly emerging external opportunities that are being prevalent with the shifts in Ethiopian Economic Policy – the Corporation is aiming to play a significant role to the success of the Ethiopian Construction Industry -by creating a vibrant business institution that will not only fill the gap that is in the current construction industry, but also replace the need for having international construction companies that are dominating the government mega scale projects.EEC-Construction&nbsp;business unit key activities are high-end complex construction projects, predominately high-rise commercial and residential buildings, real-estate; infrastructure (roads, railways and airports) &amp; water and energy sector construction. EEC-Construction alone would grow into a conglomerate of several business units including Piling, underground and foundation Works, Fit-Out, Energy (Solar Solutions), Electro- Mechanical Solution, Facility Management, Landscape and Construction Materials Production.EEC-Construction is launched with the vision of being the best construction company in Ethiopia with a strategy of Timeously executing high-end complex projects, by utilizing proactive management skills as a Design and Build Contractor in order to achieve an optimum return and aspiring to be a competitive and preferred choice that can replace the current dependence on international contractors and deliver excellence. EEC Construction will uphold Courage, Integrity, Reliability, Value for its People and Innovation as its core values.

Ethiopian Engineering Corporation

Position Overview/Scope of role:The recruiter assist the Resourcing and Recruitment team with the processing of new hires and&nbsp;assist with all recruiting-related duties for EEC-Construction. They are responsible for posting job applications on different platforms, reviewing CVs, screening candidates,&nbsp; setting up interviews and participating in lower grade interviews. and assist site hires by residing to sites for days. The job holder will also be responsible to set up Induction training for new joiners as per the business guideline.&nbsp;&nbsp;Top Roles and Responsibilities but not limited to:<ul><li>Assisting the hiring manager or resourcing and recruitment team with recruitment duties.</li><li>Reviewing available positions and candidate requirements.</li><li>Communicating with the HR team.</li><li>Posting job vacancies on social media, job sites and use printed version for specific skilled, semi skilled and DL roles.</li><li>Tracking open positions using recruiting software (where applicable) or using internal trackers.</li><li>Assisting the hiring team in screening candidate CVs.</li><li>Contacting candidate references and verifying education requirements and work experiences.</li><li>Conducting initial pre screenings through phone call, email or in person.</li><li>Communicating with candidates, resourcing team and hiring managers and setting up interviews.</li><li>Managing the CV database.</li><li>Come up with recommendations for employee engagement and retention initiatives</li><li>Work effectively and efficiently with the rest of the HR team for an effective life cycle of an employee experience.</li><li>Set up Induction training for new joiners as per the business guideline.</li></ul>Perform other duties as required by the Resourcing and Recruitment Manager/Coordinator, senior HR team and or HR Director

Recruiter (Vacancy Code - HR 008/2024)

Scope of the roleRole holder will be responsible to plan and coordinate the end to end EEC Constructions site related HR activities.Roles and Responsibilities<ul><li>The role holder interacts with many different people within the project site, including site crew members, supervisors and accounting/finance representative.</li><li>Role holder reports directly to head office HR Admin and Advisor with a dotted line to the site project manager.</li><li>The role holder collects and enters numerous sets of data, including new joiners end to end information regularly and submits for head office HR</li><li>The role holder plays a key role in the implementation of new employee induction/orientation programs. When the company hires new site staff / laborers, for instance, the site HR Administrator will organize a session to induct new joiners about the company, its vision and values, roles and responsibilities, on the project’s regulations and working conditions etc.</li><li>Responsible for informing employees about different policies and procedures</li><li>Maintaining employee records and facilitate new hiring processes and make sure every formality and document is present on time in full without error.</li><li>Managing on site grievances</li><li>At a minimum this person provides information on timekeeping on the minimum number of labor hours per day, reporting and breaking times and provisions for overtime, if any. In general, the role holder is also responsible for but not limited to;<ul><li>Maintaining time and / attendance sheets</li><li>Verifying accurate hours worked including overtime hours and ensuring to submit time sheets for Finance department for payroll purpose</li><li>Reporting absent employees</li><li>Keeping track of all types of leaves</li><li>Calculate wages and deductions</li><li>Monitor reports for discrepancies</li></ul></li><li>Manage site employees related cost management, Per Diem management etc.</li></ul>

Site HR & Admin (Vacancy Code - HR 007/2024)

Business Development

Sales and Marketing

Management

Engineering

IT, Computer Science and Software Engineering

Social Sciences and Community Service

Natural Sciences

Edomias International PLC

Edomias International Plc. is the Premier Human Resource solutions provider in Ethiopia serving clients for nearly 20 years.&nbsp;We invite qualified applicants for the position of&nbsp;Somali Speaker -Operations Officer at one of our clients&nbsp;VFS Global Services Pvt. Ltd.Purpose of the role<ul><li>To manage end to end operations of the VAC whilst ensuring quality and cost saving, ensure compliance to the set processes, and manage people to bring the best efficiency out of them</li><li>To ensure implementation of new process roll outs or changes.</li></ul>The&nbsp;-Operations&nbsp;Officer is Responsible for:-&nbsp;<ol><li>Document scrutiny and collection of application for visa processing&nbsp;</li><li>Handel customer/applicant queries personally or via email, telephone&nbsp;</li><li>Handel cash and bank related transactions if assigned and ensure 100% accuracy</li><li>Record &amp; maintain all application data. Ensure accurate &amp; timely data entry into the system with zero errors&nbsp;</li><li>Ensure all administration and logistics of passport delivery to consulate/applicant/logistic Company etc.</li><li>Maintain compliance to the standard operating procedures, manuals etc. without deviation in process</li><li>Inform the applicants about the available added services and ensure delivery of value Added service options to applicants/customers.</li><li>Encourage applicant to provide feedback on service provided and their overall experience overall experience at applicant center.</li><li>Ensure that the entire process is completed within the mandate turnaround time</li><li>Assist deputy manager/operation manager&nbsp; in execution of WB project</li><li>Ensure judicious use of natural resources&nbsp;</li><li>Adhere to the environment health and safety policy /objective and guidelines of the organization&nbsp;&nbsp; &nbsp; &nbsp;</li></ol>Indicative KRA’s/Budgetary and Revenue Responsibilities<ul><li>Productivity - Targets met as prescribed in Team Objective Tracker.&nbsp;</li><li>Customer satisfaction (Applicants) - Complaints - Targets met as prescribed in Team Objective Tracker.&nbsp;</li><li>Timely &amp; Accurate Data entry - Targets met as prescribed in Team Objective Tracker.&nbsp;</li><li>Late reporting /unauthorized absenteeism&nbsp; &nbsp; &nbsp;</li><li>Adherence to TAT - Targets met as prescribed in Team Objective Tracker.&nbsp;</li><li>Completion of WB&nbsp; Projects Completion&nbsp;</li><li>Attending training programmes. Ensure all trainings&nbsp; &nbsp; &nbsp; scheduled by HR are attended&nbsp; &nbsp; &nbsp;</li><li>Training: Internal Process Certifications (OCL’s) – Scores well on all OCL’s completed for self&nbsp;</li><li>Error Monitoring – To reduce the number of errors on a daily basis, maintains Error Log, as applicable.&nbsp;</li><li>Updates Productivity &amp; VAS Conversion Grid – to track performance on a daily basis.&nbsp;</li><li>VOC - Targets met as prescribed in Team Objective Tracker.&nbsp;</li><li>Ensures adequate Surveys are completed ( minimum 5% of application counts) &amp; Target VOC Target achieved, as per Team Objective Tracker&nbsp;</li></ul>Salary: 20,275.00 ETBRequired: -&nbsp;02 (Two)Place of Work: -&nbsp;Addis Ababa&nbsp;

Operations Officer - Somali Speaker

<div>As an international cooperation enterprise for sustainable development with worldwide operations, the federally owned Deutsche Gesellschaft f&uuml;r Internationale Zusammenarbeit (GIZ) GmbH supports the German Government in achieving its development-policy objectives. GIZ promotes complex reforms and change processes.</div>&nbsp; In Ethiopia, GIZ has been working for more than 40 years in bilateral cooperation on behalf of the German Federal Ministry for Economic Cooperation and Development (BMZ) and on commission of the Ethiopian government and international donors.

Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH

Head of Human Resources &nbsp;GIZ Country Office, Ethiopia and DjiboutiWe are seeking a strategic, visionary, and experienced Head of Human Resources to lead and manage our national and regional HR function. This senior leadership role will oversee all aspects of HR strategy, operations, and programs, ensuring the alignment of HR practices with the organization’s strategic goals. The ideal candidate will bring a sound national and regional perspective, possess a deep understanding of human resource management, and have a passion for cultivating a diverse and inclusive organizational culture.The Head of HR will be responsible for managing and overseeing all Human Resources functions in GIZ Ethiopia and Djibouti. The role requires strategic leadership, operational excellence, and a deep understanding of local labor laws and regulations. The successful candidate will lead and develop the HR team.The Head of HR will report directly to the Country Director.Below is summary of the core responsibilities:Core responsibilities<ul><li>Advises the Country Director on HR policies and procedures and assumes conceptual and coordination tasks on behalf of the Country Director</li><li>Lead and manage the HR team to ensure efficient and effective delivery of HR services – change processes of the unit structure will be one part&nbsp;</li><li>Ensure adherence to national laws and GIZ Process and Rules (P+R)</li><li>Review compensation and benefit policies to establish competitive systems and ensures compliance with GIZ principles and market standards</li><li>Continuously update employment manual and ensure standardization with HQ and national laws</li><li>Provide orientation and guidance to staff and managers on staff talk processes (performance management)</li><li>Oversee evaluation and classification of job positions</li><li>Manage HR audits processes, including planning, execution, reply to inquiries, mitigation of risks and implement recommendations to improve HR processes and controls</li><li>Maintain records and compile statistical reports concerning personnel related data such as hires, transfers, and performance appraisals ….etc</li><li>Develop and manage different national, regional and international contracts with various consultants, service providers, legal advisors etc</li><li>Liaises with internal and external stakeholders on various HR topics&nbsp;</li></ul>Major Tasks:Strategic HR Leadership:<ul><li>Develop and implement strategic HR plan</li><li>Provide strategic HR advice to the Country Director and senior management</li><li>Lead the HR team to ensure efficient and effective operations</li><li>Actively contributing to management team meetings</li><li>Proactively exchanging with cluster coordinators</li><li>Proactively ensuring business continuity</li><li>Overseeing Knowledge Management (updating forms, formats, templates and regulations and communicate changes</li></ul>HR Operations and Compliance:&nbsp;<ul><li>Ensure compliance with GIZ Process and Rules (P+R) and national legislations</li><li>Ensure proper data management and accurate records documentation, including data quality</li><li>Set standard procedure to ensure completeness of digitalized and hardcopy personnel files</li><li>Ad hoc risk and legal reporting to the country director</li><li>Manage and follow payroll software customization</li><li>Initiate annual tax and social audit&nbsp;</li><li>Steering / overseeing the audit process including clearing of audit findings</li><li>Monitoring P+R updates, impacts and necessary modifications</li><li>Implementing and monitoring of data protection compliance</li><li>Advising on project restructuring</li><li>Intervening in difficult HR single cases</li><li>Handling legal HR related issues</li><li>Regularly collaborate with legal advisors on various HR topics and ensure documentation of legal advisors’ attestation of various formats, guidelines and forms</li><li>Initiating various consulting contracts related to HR aspects as deemed necessary</li><li>Handling insurance &amp; Consumer Loan topics</li></ul>Leading and managing the HR team:&nbsp;<ul><li>Recruiting and onboarding&nbsp;</li><li>Developing capacities of staff</li><li>Ensuring team development and good atmosphere</li><li>Ensuring regular high quality team meetings and following up agreements</li><li>Implementing jour fixe with HR colleagues</li><li>Ensuring professional office environment</li></ul>Recruitment and selection:&nbsp;<ul><li>Oversee the entire recruitment process, the end-to-end process.</li><li>Lead and manage critical positions recruitment.</li><li>Implement effective talent management strategies, including staff talk (performance management), PPDP, and career development.</li></ul>Compensation and Benefits:&nbsp;<ul><li>Manage compensation and benefits, ensuring competitiveness and compliance.</li><li>Conduct annual market salary survey (participating in Birches Benchmark Djibouti /Ethiopia)</li><li>Cooperate with other international organizations in Ethiopia and Djibouti to assess labour market best practices on various benefit and remuneration topics</li><li>Oversee payroll processing, benefits administration and termination related payments and ensure compliance (salaries, taxes, social security, cost sharing, KOMP etc)</li></ul>Employee Relations and Engagement:&nbsp;<ul><li>Coordinating with the NSRC (National Staff Representative Committee)</li><li>Foster a positive and inclusive work environment</li><li>Address employee concerns and resolve conflicts promptly</li><li>Implement employee engagement initiatives on HR related topics</li></ul>HR metrics (measure and report), data and contract management<ul><li>Track key HR metrics, such as employee turnover, contract end dates …. etc. to ensure evidence-based decision making</li></ul>Annual Staff talk processes (Performance management)<ul><li>Steer annual staff talk process&nbsp;</li><li>Provide training to managers and staff on the annual staff talk process and yearly management theme</li><li>Analyze staff talk results for performance related remuneration decisions</li></ul>Stakeholder Management:&nbsp;<ul><li>Build strong relationships with internal and external stakeholders, including line managers, employees, partner organizations/ministry offices and external vendors.</li><li>Collaborate with GIZ HQ, HR Hubs and other country offices to share best practices and ensure consistency.</li></ul>Training and development:<ul><li>Oversee training and development processes&nbsp;</li><li>Prepare training initiatives and&nbsp;communicate to staff and managers&nbsp;helping employees adapt to new technologies, processes, structures etc.</li></ul>

Head of Human Resources

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