Human Resource and Recruitment

Business and Administration

CARE Ethiopia
CARE started working in Ethiopia in 1984 in response to severe drought and famine that devastated the population and claimed the lives of nearly one million people. Since then, the organization&rsquo;s activities have expanded to address the root causes of poverty and vulnerability.
In 2008, CARE Ethiopia&rsquo;s office moved from a project-based approach to a more focused and strategic program-based approach. Over the eight years since that transition, CARE Ethiopia has implemented a series of programs with successful outcomes, while simultaneously impacting the policies and practices of government, serving as a thought leader amongst NGOs, and bringing transformative change to rural communities. These broader and deeper impacts go beyond the direct impacts of its programs and are a result of CARE Ethiopia&rsquo;s overall country strategy, which enables CARE to design for scale.
CARE Ethiopia works in various sectors but has particularly targeted the following:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Food Security and Resilience
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; WASH&nbsp; &nbsp; &nbsp; &nbsp; &nbsp;
&middot;&nbsp; &nbsp; &nbsp; &nbsp; &nbsp;Nutrition
&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Sexual and Reproductive Health and
&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Emergency Response as cross-cutting (focusing on the above sectors).

CARE Ethiopia

I.&nbsp;&nbsp;JOB SUMMARY:CARE Ethiopia views Human Resources Management (HRM) and program support/admin functions as an integral foundation of its programming; the Director for HRM and Administration is expected to contribute to strengthening the integration of all HRM &amp; Admin with program by working closely with the program team and fostering positive collaboration. The position will foster a values-based organizational culture, ensuring good internal controls and conscientious stewardship of organization resources. S/he will promote a performance-based culture ensuring performance management systems are in place, functional and effective.An HR Director, develops strategic HR plans, supports the human factor in the company, oversees HR initiatives, and ensures compliance with employment laws and regulations. Sharing CARE’s passion for attracting women to senior leadership positions and talent development, the HRM &amp; Admin Director will identify strategies to fulfill gender targets and create a comprehensive talent management program in Ethiopia. With a demonstrated competency, the position is required to manage wide-ranging schemes, which includes talent management, succession planning, building talent pipelines, creating career progression learning and development programs, retention strategies and all other aspects required to promote individual satisfaction, team harmony and exceptional overall performance.The HRM &amp; Admin Director is responsible for the efficient management of business support services that are very instrumental for the overall office functioning and sound program operations. These include ensuring that all resources/asset management, business travels and events, fleet/transport, and related administrative systems are functioning efficiently across CARE Ethiopia. The function also required to create conducive working platforms with government counterparts across all location CARE Ethiopia is operating for productive and smooth relationship and successful representation of CARE in various forums, networks, etc.The position is required to provide overall strategic and technical leadership, oversight and coordination of ICT for CARE Ethiopia.&nbsp; The post holder is also responsible for defining of strategic direction for the information system, ensuring the Country Office (CO) has reliable and consistent access to the most up-to-date systems and technology available within the operating context.&nbsp;II. RESPONSIBILTIES AND TASKS:Job Responsibility #1: Leadership on Human Resources Management (50%)<ul><li>As a part of the Country leadership team proactively participate in strategic discussions and planning relating to the direction and progress of the Ethiopia Program. Provide advice and counsel on all HR business processes and systems.</li><li>Develops organization strategies by identifying and researching country office multiyear master budget/plans, country context, new business developments, human resources issues, etc.</li><li>Oversight the implementation of human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, and compensation.</li><li>Manages human resources operations by recruiting, selecting, orienting, training, coaching, and counseling staff.</li><li>Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements.</li><li>Guides management and employee actions by researching, developing, writing, and updating policies.</li><li>Complies with federal, state, and local legal requirements by studying existing and new legislation.</li><li>Lead the periodic benchmark best practice exercises with other organizations and use the information to advise management to improve CARE’s approaches to people management.</li><li>Lead efforts to ensure staff wellness in the workplace.</li><li>Support leadership in managing investigation on Fraud and HR disciplinary process.</li><li>Ensure awareness of CARE’s Safeguarding/PSHEA policy and procedures across the Country program. In collaboration with the Country PSHEA focal point and leadership team, work to shape the countries safeguarding strategy and subsequent effective role out.</li><li>Ensure that gender and diversity is mainstreamed through all CARE Ethiopia programing. Provide strategic oversight and guidance to CARE’s female internship program. Acts as the custodians of the gender and diversity action plan, taking forward actions to change CARE’s organizational culture, initiating practical steps to improve the recruitment, retention and transform the organizational attitude furthering women leadership within CARE Ethiopia.</li><li>Leads the country office overall governance structure development and change management projects/initiatives. These include organizational structure reviews; organizational sizing/re-sizing exercises; matrix management assessments/re-assessments; unit level change managements; cost benefit analysis on such initiatives/projects. &nbsp;</li></ul>Job Responsibility # 2: Partnership and Representation (10%)<ul><li>Develop and implement government relations strategies and initiatives. Accordingly, build and maintain relationships with government officials and regulatory bodies.</li><li>Monitor and analyze legislative and regulatory developments that may potentially affect business operations and program implementations.</li><li>Coordinate with internal departments to ensure compliance with relevant laws and regulations.</li><li>Provide strategic advice to senior management on government relations matters.</li><li>Participate in events, meetings, and conferences related to government relations.</li><li>Ensure timely and accurate communication with government officials and agencies. These includes, but not limited to, to ensure that periodic government reports are timely submitted (at federal and regional states).</li><li>Stay informed about political and legislative developments that may impact the organization. In collaboration with Safety and Security and Operations unit, provide appropriate and timely advisories on such developments.</li><li>Manages the required permits for international staff/expatriates, guests, and other visitors (work permits, residence permits, visas, import permits, etc.)</li></ul>Job Responsibility # 3: Management of CO Business Services/Administration (20%)<ul><li>Ensure that CARE Ethiopia is provided with the business services management, analysis and support necessary to accomplish its strategic objectives.</li><li>Lead the business services department in effective and efficient organization of and planning of business service resources.</li><li>Ensure proper staffing/recruitment to enable the business services team to manage CARE Ethiopia’s resources efficiently. Work with the program team to ensure timely and quality service provision in support of each project.</li><li>Manage the business services team towards high standards of performance through clear roles and responsibilities, on-going feedback and appraisals. Pro-actively address performance issues through timely constructive feedback and coaching.</li><li>Ensure that the Field Office staff are mentored and supported in all administrative, transport, logistics and IT related functions.</li><li>Lead business process improvement and re-engineering within the business service department for the continuous improvement of functions of the Country office to bring efficiency and effectiveness.</li><li>Ensure value for money and high-quality standards across all business services.</li></ul>Job Responsibility # 4: Information, Communication, Technology (ICT) Management (10%)<ul><li>Oversees the continuous strategic analysis of ICT capacity within the CO and advising management on investment priorities and systems management to ensure effective and reliable access to ICT services.</li><li>Provide leadership in implementation and follow-up of ICT policies including all guidelines and procedures for the security of the overall system.</li><li>Plans and direct all major ICT system projects within the organization.</li><li>Oversees plans for feasibility assessment, requirements specification, design, development and implementation of ICT. Ensures that such plans are rolled out.</li><li>Provide leadership on introducing technological changes.</li><li>Ensures CARE Ethiopia’s connectivity and interrelationship with CI members and for managing all ICT systems.</li><li>Ensures the proper stewardship of all Hardware and Software in the country office.</li></ul>Job Responsibility # 5: Team Management (10%)<ul><li>Provide proper supervision and management for all direct reports and lead the establishment and functioning of a strong, effective and coordinated team in HR and Program Supports/Administration.</li><li>Ensures the proper and timely implementation of CARE’s performance management systems for the unit including job description, regular feedback, midterm reviews and annual performance appraisals</li><li>Proactively address performance issues through regular, and constructive feedback and coaching; identify necessary staff development, and career development strategies for direct reports.</li><li>Ensures that the unit under leadership is organized in the best way possible for optimal staffing and effective work delivery.</li></ul>

HUMAN RESOURCE MANAGEMENT (HRM) AND ADMIN DIRECTOR

REPI SOAP &amp; DETERGENT PLC formerly known as REPI Soap factory was established 1974 by the name Bianil Ethiopia Share Company by foreign investors of Swiss &amp; Greek origin aiming to produce and distributed powdered detergent to East Africa market which was dominantly by Uniliver brand OMO. &nbsp;Less&nbsp; than&nbsp; a&nbsp; year &nbsp;after &nbsp;its&nbsp; formation,&nbsp; it &nbsp;was&nbsp; owned&nbsp; by&nbsp; the&nbsp; Ethiopian government &amp; was managed under the direct supervision of the National Chemical Corporation and was re-established as a public enterprise in 1992 &nbsp;by the council of Ministers and was recapitalized by Birr 1,525,000.00.
&nbsp;
At that time, the company main vision was&nbsp;&nbsp; to compete&nbsp; &nbsp;against&nbsp; &nbsp;local &amp; imported powder detergent &nbsp;through its famous &nbsp;brand &ldquo;ROL&rdquo; , due to the machinery age &nbsp;and technological issues there was &nbsp;an issue &nbsp;of &nbsp;wastage &nbsp;which nearly bankrupted the company &nbsp;but thanks &nbsp;to a pioneering idea &nbsp;of creating detergent bar (cake) in 1979, Repi gave birth &nbsp;to a new line of product &nbsp;and a new brand&nbsp; &nbsp;&ldquo;Ajax&rdquo;. Again in 1994 production of a liquid detergent was introduced under the brand name &lsquo;LARGO&rdquo;
Following the earmarking &nbsp;of REPI Soap factory by the government &nbsp;for joint venture &nbsp;partnership , LINA PLC &nbsp;having registered &nbsp;its interest &nbsp;in the joint venture Commissioned Vision Consultancy PVT LTD CO &nbsp;to undertake &nbsp;a series &nbsp;of studies &nbsp;on the factory with &nbsp;the aim of concluding a joint venture agreement with the factory management and the E.F.D.R Privatization &amp; Public Enterprise Supervising Authority.
&nbsp;
A joint venture partnership between &ldquo;LENA PLC&rdquo; and E.F.D.R Privatization &amp; Public Enterprise Supervising Authority (PESSA) was then established&nbsp;&nbsp; during the fiscal&nbsp; &nbsp;period 2007/2008 after intensive negotiation was carried out between both parties involved which there after paved the way for the establishment of REPI SOAP &amp; DETERGENT SHARE COMPANY.
&nbsp;
LINA PLC is a share company&nbsp; &nbsp;mainly involved&nbsp; &nbsp;in trading ,real estate&nbsp; &nbsp;and small scale manufacturing &nbsp;of corrugated &nbsp;steel &amp; tea and added REPI SOAP &amp; DETERGENT PLC to its portfolio &nbsp;of investment &nbsp;by acquiring 51% of share &nbsp;amounting &nbsp;to Birr 9,360,000.00 of the &nbsp;total share &nbsp;amounting &nbsp;to 18,360 ,000 while the remaining &nbsp;49% amounting to birr 9,000,000 was raised by PESSA in the form of assets&nbsp; based on business evaluation&nbsp; of the factory.
The joint venture arrangement lasted one year followed by a full takeover of the share company by
LENA PLC after settling of the remaining 49% share previously held by the Ethiopian government.
&nbsp;
&nbsp; In response to the growing demands of the soap &amp; detergent, today our company is a leading player &nbsp;&nbsp;and well respected organization in the country detergent industry. The current market demand &nbsp;for our product &nbsp;and the fact that the current factory &nbsp;could not provide us the product volume due to imperfect &nbsp;condition &nbsp;and age of machinery &nbsp;and equipment&rsquo;s &nbsp;therefore not supplying the capacity required ,we are committed to exciting expansion project&nbsp;&nbsp; which is in a final phase ,would be beneficial for the shareholder ,employees &nbsp;local &nbsp;businesses and overall the company. In this sector REPI has positioned itself at the fore-front of the market.
In July,2014&nbsp; Repi Soap and Detergent S. Co. (Repi) and Wilmar International Limited (Wilmar) have signed a joint investment agreement for the upgrading of an existing manufacturing facility in Sebeta Road, Kolfe Karenio Sub City and building of a new integrated manufacturing complex in Dima, Sebeta Town, Oromia Region in Ethiopia that will house an edible oil refinery and packing plant, production plants for specialty fats, soft oils, soaps and detergents, as well as a facility for sesame seed processing. Repi and Wilmar will each have a 50%participation in the joint investment.
Repi is a sister company of AL-SAM Private Limited Company, incorporated and existing under the laws of the Democratic Republic of Ethiopia. It engages in the manufacturing of soap and detergent products. Headquartered in Singapore, Wilmar is Asia&rsquo;s leading agribusiness group engaging in oil palm cultivation, oilseed crushing, edible oils refining, sugar milling and refining, specialty fats, oleo-chemical, biodiesel and fertilizer manufacturing, and grain processing. It has a presence in 14 countries across Africa. This joint investment marks Wilmar&rsquo;s first operations in Ethiopia.
Combining the expertise of both parties, the joint investment will have a positive impact on the development of the manufacturing and export sector, as well as create employment opportunities in Ethiopia.
About Wilmar
Wilmar International Limited, founded in 1991 and headquartered in Singapore, is today Asia&rsquo;s leading agribusiness group. Wilmar is ranked amongst the largest listed companies by market capitalisation on the Singapore Exchange.Wilmar&rsquo;s business activities include oil palm cultivation, oilseed crushing, edible oilsrefining, sugar milling and refining, specialty fats, oleochemical, biodiesel and fertiliser manufacturing, and grain processing.
At the core of Wilmar&rsquo;s strategy is a resilient integrated agribusiness model that encompasses the entire value chain of the agricultural commodity processing business, from origination and processing to branding, merchandising and distribution of a wide range of agricultural products. It has over 450 manufacturing plants and an extensive distribution network covering China, India, Indonesia and some 50 other countries. The Group is backed by a multinational workforce of about 90,000 people. Wilmar&rsquo;s portfolio of high quality processed agricultural products is the preferred choice of the food manufacturing industry, as well as the industrial and consumer food businesses. Its consumer-packed products occupy a leading share in its targeted markets. Through scale, integration and the logistical advantages of its business model, Wilmar is able to extract margins at every step of the value chain, thereby reaping operational synergies and cost efficiencies.
Wilmar remains a firm advocate of sustainable growth and is committed to its role as a responsible corporate citizen.
&nbsp;
<div>&nbsp;&nbsp;&nbsp;</div>

Repi Soap & Detergent PLC

<figure class="table"><table><tbody><tr><td>&nbsp;Purpose&nbsp;statement</td><td>Under the general supervision of Head- C&amp;B, counsels and provides information to employees on all matters relating to leave, insurance, termination payment, medical claim and other related areas.Specific duties and responsibilities of the&nbsp;Compensation&nbsp; &amp; Benefit Administrator Officer&nbsp;includes tracking employee work hours, updating records when an employee's status changes, Benefit questions,&nbsp;</td></tr></tbody></table></figure>

Compensation & Benefit Administrator Officer

Business Development

Tibeb Design & build PLC

Safety Standard Staff members are required to strictly follow the safety regulations policy. Personal Protective Equipment (PPE) must be worn at all times when working in hazardous areas. Any potential hazards should be reported immediately to supervisors or safety officers to prevent accidents. A collaborative approach is essential in maintaining a hazard-free worksite by ensuring the area remains organized, and equipment and materials are stored safely&nbsp; Role Purpose: &nbsp;&nbsp;<ul><li>The HR Intern for Documentation &amp; Archive will support the HR department by managing and organizing employee records, ensuring accurate and secure filing of sensitive documents, and maintaining the company’s HR archive system. This role will assist in digitizing records, updating HR databases, and ensuring compliance with data privacy regulations. The intern will also collaborate with the HR team on various administrative tasks related to record-keeping, retrieval, and data management, contributing to the overall efficiency of HR operations. &nbsp;</li></ul>Scope of Role:Reports to: HR Specialist – Benefit &amp; Employee relation Staff directly reporting to this post: None Budget approval Limit: NoneKey Areas of Responsibility<ul><li>Assists in organizing and maintaining physical and digital employee records,&nbsp;</li><li>Assists in ensuring all daily attendances/timesheets are col</li><li>Assists in scanning, digitizing, and uploading documents into the HRIS&nbsp;</li><li>Assists in securely storing records in accordance with data protection and confidentiality standards.</li><li>Assists in ensuring that HR documentation complies with legal and company-specific regulations&nbsp;</li><li>Facilitate different events in the HR department.&nbsp;</li><li>Facilitate the issuance of ID Cards</li></ul>Communication and Networking<ul><li>Regularly communicate with the HR team on various administrative tasks&nbsp;</li><li>Ensure daily communication with the field team for the collection of timesheets&nbsp;</li></ul> Reporting&nbsp;<ul><li>Assists in preparing the daily timesheet data collection&nbsp;</li><li>Assists in preparing reports related to HR documentation &nbsp;</li></ul>Organizational values&nbsp;<ul><li>Safety First: We are committed to maintaining a safe work environment and ensuring every project is completed without compromising the well-being of our people.</li><li>Integrity and Accountability: We conduct our business with integrity, always taking responsibility for our work and our promises.</li></ul>Teamwork and Collaboration:&nbsp;<ul><li>We believe in the power of teamwork and work closely with all stakeholders to achieve the best results.</li></ul> Innovation and Efficiency:&nbsp;<ul><li>We constantly seek innovative solutions to enhance the quality, speed, and cost-effectiveness of our projects.</li></ul>&nbsp;Team/ Department: HR&nbsp;&nbsp;&nbsp;&nbsp;Location/ Site: Addis Ababa Grade: &nbsp;&nbsp;&nbsp;&nbsp;Nature of the role: Support Staff &nbsp;

HR Intern - Documentation & Archive

Admin, Secretarial, and Clerical

Natural Sciences

Social Sciences and Community Service

Safety StandardStaff members are required to strictly follow the safety regulations policy. Personal Protective Equipment (PPE) must be worn at all times when working in hazardous areas. Any potential hazards should be reported immediately to supervisors or safety officers to prevent accidents.A collaborative approach is essential in maintaining a hazard-free worksite by ensuring the area remains organized, and equipment and materials are stored safely&nbsp;Role&nbsp;Purpose:The Assistant HR Officer for Recruitment &amp; System Support will assist in the recruitment process by coordinating job postings, screening candidates, scheduling interviews, and maintaining accurate recruitment records. This role will also support HR systems by updating employee data &amp; the organizational social media platform and ensuring data accuracy. The position will collaborate closely with the HR team to ensure efficient hiring processes and optimize the use of HR technologies to improve overall department operations.Scope of Role:Reports to: HR Manager – Talent Acquisition&nbsp;Staff directly reporting to this post: None&nbsp;Budget approval Limit: None<figure class="table"><table><tbody><tr><td>Key Areas of Responsibility<ul><li>Supports in drafting and posting job advertisements on various job boards, company websites, and social media platforms.</li><li>Supports in reviewing and screening resumes to identify potential candidates based on job requirements.</li><li>Supports in organizing and scheduling different assessments</li><li>Helps in preparing offer letters, contracts, and other new hire documentation.</li><li>Supports the onboarding process and ensures new employees complete all necessary paperwork and are set up in HR systems.&nbsp;</li><li>Updates HR databases with new employee records, and modifies different employment status</li><li>Updates the organization's social media with the latest information and studies feedback&nbsp;</li><li>Supports with data analysis to track the effectiveness of recruitment strategies</li></ul>Communication and Networking<ul><li>Serve as a point of contact for candidates, answering any inquiries related to their application &amp; the recruitment process.&nbsp;</li><li>Provide support and training to employees and new hires on how to use HR systems</li><li>Regularly communicate &nbsp;with the HR team on various administrative tasks&nbsp;</li></ul>Reporting&nbsp;<ul><li>Supports in preparing reports related to new hires, &amp; each recruitment status &nbsp;</li><li>Assist in preparing reports to ensure recruitment activities comply with labor laws and organizational policies, highlighting any potential risks.</li></ul></td></tr></tbody></table></figure>Organizational values&nbsp;<ul><li>Safety First: We are committed to maintaining a safe work environment and ensuring every project is completed without compromising the well-being of our people.</li><li>Integrity and Accountability: We conduct our business with integrity, always taking responsibility for our work and our promises.</li><li>Teamwork and Collaboration: We believe in the power of teamwork and work closely with all stakeholders to achieve the best results.</li><li>Innovation and Efficiency: We constantly seek innovative solutions to enhance the quality, speed, and cost-effectiveness of our projects.</li></ul>Team/ Department: HRLocation/ Site: Addis AbabaNature of the role: Support Staff

Assistant HR Officer - Recruitment & System Support

Management

Chemonics International Inc.-Urban WASH Project

HR Assistant&nbsp;USAID Urban Water, Sanitation, and Hygiene Activity (Urban WASH)&nbsp;&nbsp;Chemonics International, Inc., is a U.S.-based international development consulting company, operating in over 95 countries, that is implementing the USAID funded Urban Water, Sanitation, and Hygiene Activity (Urban WASH) in Ethiopia.  &nbsp;Chemonics seeks an HR Assistant for Urban WASH. The purpose of this Activity will be to support accelerated access to safe, adequate, inclusive, and resilient WASH services targeting urban and peri-urban areas. The Activity will work to achieve this through four complementary objectives: 1) Enable and professionalize WASH service providers; 2) Foster markets for pro-poor and inclusive WASH services; 3) Strengthen WASH planning, budgeting, and service delivery oversight; and 4) Strengthen accountability among urban WASH sector actors.   &nbsp;The HR Assistant will assist the HR and Admin Manager in various HR management tasks, implementing general HR practices in accordance with Chemonics' HR policies. This role reports directly to the HR and Admin Manager and will be located in Addis Ababa, Ethiopia.&nbsp;Responsibilities include:&nbsp;<ul><li>Coordinate between Chemonics employees and the Insurance company personnel regarding claims and following up on other queries. He/she will be required to maintain the existing tracker and regularly update it.&nbsp;&nbsp;</li><li>Assist in the recruitment of short-term consultants, long term employees, and interns through tasks such as posting job openings, scheduling interviews, short-listing of candidates, checking references, supporting interviews, and coordinating with the finalized candidates about the completion of essential documents.&nbsp;&nbsp;</li><li>Coordinate the new staff hiring and orientation schedule with the respective departments.&nbsp;</li><li>Ensure accurate and timely timesheet submissions.&nbsp;</li><li>Compile and follow up as required on paperwork in relation to the probationary and annual assessments.&nbsp;</li><li>Help maintain and update personnel files and other confidential HR documents.&nbsp;</li><li>Maintenance and updating of leave trackers, recruitment trackers, training trackers and other sections of the HR shared drive.&nbsp;&nbsp;</li><li>Helps prepare employee amendments, revised biodatas, or salary justification memos.&nbsp;</li><li>Process emails and PINs with the home office Smartsheet link.&nbsp;</li><li>Help set up and over the Urban WASH internship program including setting up the stipends,&nbsp;</li><li>Support the HR and Manager in preparing HR training for the Urban WASH team.&nbsp;</li><li>Help ensure compliance with Ethiopian labor laws and company policies.</li><li>Perform any other duties as assigned by the HR Manager</li></ul>EEO Statement  &nbsp;Chemonics is an equal opportunity employer and does not discriminate in its selection and employment practices on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability, genetic information, age, membership in an employee organization, or other non-merit factors.  &nbsp;

HR Assistant

Logistics, Transport and Supply Chain

KAKI PLC

KAKI PLC is an official dealer and assembler of ISUZU vehicle in Ethiopia. It is also engaged in different business lines including import, export, metal fabrication, after sales services, and cargo freight transport operations. The company wishes to employ a qualified professional for the&nbsp;Deputy General Manager (DGM), Support position.General Duties and Responsibilities:The DGM, Support is determined to lead the human resource, supply chain and legal service functions with passion and commitment to achieve the support function goals and objectives in line with the company vision and mission. He/she is responsible to plan, organize, direct, and control the overall operation of the Human Resource, Supply Chain, and Legal Services; and assume full responsibility for business continuity and profitability while ensuring compliance with laws and bi-laws. He/she is responsible for realizing improved productivity, skill, work culture, employee retention and standardized business processes of the company while meeting safety, health and environment standards.&nbsp;Specific Duties and Responsibilities:<h2>1. General</h2><ul><li>Actively involve and contribute towards the development and implementation of company’s strategic plan.</li><li>Plan, organize, direct, and control all Human Resource, Supply Chain and Legal Service functions.&nbsp;</li><li>Ensure that customer issues are resolved on time to sustain and enhance their satisfaction, while ensuring profitability.</li><li>Manage budget and resources of Support Functions to achieve the planned goals and objectives.</li><li>Establish support functions objectives and KPI’s; review and measure performance based on those objectives and KPI’s to ensure that company goals and objectives are achieved.</li><li>Collaborate with the company management to share ideas, improve operations and recommend continuous improvement activities to maximize results.</li><li>Ensure that company policies, and procedures are well communicated and implemented within Support Functions.</li><li>Provide strategic leadership, which involves making strategic decisions, develop and ensure implementation of operational plan for the Support Functions.</li><li>Oversee process workflow and resource management, and ensure the implementation of best industry practices and standards.</li><li>Ensure compliance to all legal requirements including commercial laws and procedures, and duties, licenses and restrictions.</li></ul><h2>2. Human Resource &amp; Property Administration</h2><ul><li>Oversee the practices and programs to identify, source, assess and hire the best talent to meet changing and evolving business needs.</li><li>Oversee talent management strategies to ensure effective staffing alignment with the Human resource needs of the company.</li><li>Ensure employee engagement are in place where developing effective internal communications strategies and promote morale and productivity.</li><li>Oversee talent management programs including performance management, training and development, reward and compensation management etc.</li><li>Review talent attraction and retention strategies including identifying core competencies, regular feedback and coaching, career path, succession planning, promoting a coherent organizational culture that positions KAKI as an employer of choice.</li><li>Provide advice on a wide range of human resource functions including organizational design, HR policies, and best practices.</li><li>Lead the development and execution of Human Resources strategic and annual plans in alignment with the organizational goals, and mission.</li><li>Ensure compliance of HR practices with federal, state, and local laws</li><li>Educate and advise managers and senior leaders on HR related issues.</li><li>Oversee all matters relating to property administration, and insurance and general service administration activities.</li><li>Conduct training need assessment and fill the gap through appropriate training and evaluate the impact of the training to ensure its effectiveness.</li><li>Ensure the organizational structure, job description and salary scale are updated so that it serves to meet the HR needs of the company.</li></ul><h2>3. Supply Chain Management</h2><ul><li>Oversee strategies for supply chain management, including sourcing, purchasing, warehousing, distribution and inventory management functions; and develop budgets, policies, and procedures to support those functional activities.</li><li>Review strategies for Demand Planning, Purchasing and Inventory Control to ensure that effective Supply Chain Management Program is executed to support the company growth strategies, which is adaptable to changing market conditions, new business opportunities, or cost reduction strategies.</li><li>Review, develop and monitor the company’s procurement, inventory planning and control, and warehouse management policy and procedure.</li><li>Conduct performance review based on KPI’s set for the supply chain function.</li><li>Oversee reduction of overall supply chain risk through development of supply chain contingencies and proactive resolutions for demand and supply imbalances and disruption.</li><li>Direct strategic or tactical purchasing, material requirements planning, inventory control, warehousing, or receiving.</li><li>Oversee logistics process for the development of new products, inventory maintenance, manufacturing, shipment and delivery, etc.</li><li>Ensure improvements at all aspects of the supply chain system by reviewing current methodology and processes.</li><li>Oversee the development of the most cost-efficient in-bound and out bound logistics procedures and methods.</li><li>Oversee inventory status by ensuring a detailed database of available inventory and expected usage per project or business unit.</li><li>Develop and implement inventory management policy.</li></ul><h2>4. Legal Service</h2><ul><li>Ensure legal assistance is provided to all business units and departments while dealing with some particular legal tasks, litigations, contracts, dispute resolution, etc before taking a decision.</li><li>Provide possible legal recommendations after the legal problems is analyzed by the Legal Service Head and/or Lawyer.</li><li>Ensure that all the proceedings of the company comply with the requirements of the relevant laws.</li><li>Oversee the implication of laws, legislation, etc., that may affect the operation of the company.</li><li>Monitor the implementation of the legal clauses, and advise the company so that there is minimum legal risk and liability.</li><li>Oversee legal documents of lawsuits, appeals, contracts etc.</li><li>Assist management in understanding legal risk mitigating mechanisms, interpretation and execution of the law.</li><li>Oversee contract documentation, including tender documentation and ensuring it is qualified to the best interests of the company.</li><li>Ensure the investigation of theft, forgeries and misappropriations of the company resources or funds and take appropriate legal action to rectify those misconducts.</li><li>Update the company management with latest developments concerning relevant laws and regulations.</li><li>Ensure compliance with health, safety and environmental policies and procedures to ensure safety and wellbeing of staff and visitors.</li></ul>

Deputy General Manager (DGM), Support

Hagbes PLC was founded in 1957 as an importing &amp; trading company for small agricultural machinery and building materials, becoming the pioneer to introduce stone grinding mills in Ethiopia. By 1974 the company was the proud owner of feed mills, pasta factories, as well as a flour milling complex, making it the largest establishments of its kind in Eastern Africa at the time.
The year 1991 brought a more liberalised economic foundation, and Hagbes started expansion once again. Today the company employs a workforce of roughly 640 people, spread across a dozen locations around Ethiopia. During this time, the company has created over 25 different business segments, all leaders in their field. Fuelled by this desire for success, Hagbes today is regarded as one of the largest private organisations in the country.
Hagbes is proudly privately owned, and a strong emphasis on customer satisfaction is part of the ideology here. We believe that in our line of business, our customers are the most valuable assets we have.

Hagbes Private Limited Company

• Participate in the recruitment and on-boarding of new employees, including posting job openings, conducting interviews, and preparing employment contracts. • Maintain and update employee records, ensuring accuracy and compliance with regulations. • Administer employee benefits programs and assist with payroll processing. • Provide guidance to employees on HR policies, procedures, and benefits. • Assist in the development and implementation of HR policies and initiatives. • Handle employee relations issues, conduct investigations, and recommend resolutions. • Coordinate training and development programs for staff to enhance skills and knowledge. • Assist in performance management and employee appraisal processes. • Stay updated on labor laws and regulations to ensure compliance. • Support HR projects and initiatives as assigned by HR management.

Senior Human Resource Officer

<h3>About the company</h3>Metropolitan is an established property development company focused on creating homes packed with functionality, convenience, and comfort for today's modern lifestyle seeker and savvy investor.The innovation-led, future-focused Metropolitan Real Estate established in 1995, the company is responsible for more than 450 large-scale projects worldwide.Metropolitan Real Estate has been operating in Ethiopia since 2016 G.C, we have completed multiple projects and delivered our projects on time. In doing so, we strive to fulfill the needs of luxury living in Ethiopia and provide long-term profitable investment opportunities in the real estate industry.<h3>Our Mission</h3>To become an innovative company providing customer-focused, secure, and quality services with our experienced human resources.<h3>Our Vision</h3>To gain permanent habitat to urban life by designing secure, high-quality, and cost effective construction projects together with our customers, employees and partners.<h3>Our Values</h3><ul><li>Integrity</li><li>Excellence</li><li>Reliability</li><li>Speed</li><li>Quality</li><li>Transparency</li></ul><h3>Why work for us</h3>We are a leading residential &amp; commercial apartment developer in Ethiopia. We always act with the belief of Growing our people. Our people will always be our competitive advantage. Become part of a large community where employees get a chance to work with talented and experienced people. We get excited about creating places where people work, live, enjoy, and entertain. We at Metropolitan Real Estate try to build a company culture that puts our employees first<h3>Team Benefits</h3>Compensation &amp; Benefits We believe in the pay-for-performance concept, which encourages our employees to strive for excellence in their jobs while increasing company output. In addition, we provide food accommodations and meals for lunchtime, at no cost to all employees.<ul><li>Inspiring colleagues</li><li>Making an impact</li><li>Competitive salary</li><li>Fun events &amp; Culture of learning</li></ul>

Metropolitan Real Estate PLC

We are currently seeking a highly driven HR &amp; ADMIN SUPERVISOR who is self-initiative, highly motivated, goal-oriented, persistent, a fast learner, a team player, emphatic, confident, possesses good interpersonal skills, maintains strict confidentiality, can deal with different types of personalities, and can multitask.&nbsp;Job Summary:The job of Human Resources &amp; Administration Supervisor is specifically responsible for providing information to the entire workforce regarding policies and regulations; addressing a variety of issues and/or providing general support; overseeing the maintenance of records, files, and databases of personnel actions, evaluations, and tenure; assisting the HR Manager in ensuring that company’s human resources activities and functions are legally sound and effective human resource practices with our lawyer; and oversee/supervise administrative functions and processes to ensure efficient operations for the organization.&nbsp;&nbsp;Duties and Responsibilities:<ul><li>Contribute to the planning and development of company policies and procedures, ensuring proper dissemination, implementation, and compliance.</li><li>Coordinate the recruitment process, including job postings, candidate screening, interviews, and onboarding.</li><li>Conduct initial orientation to new hires.</li><li>Assist in handling employee/labor relation matters e.g. grievance, investigation, documentation, and imposing disciplinary actions.</li><li>Maintain an efficient employee records and filing system and ensure that all confidential matters about HR administration are kept confidential.</li><li>Implement the General Staff Handbook &amp; Manager’s Manual as the overall guidelines for Human Resource Management.</li><li>Ensure compliance with federal, state, and local employment laws and regulations.</li><li>Facilitate contracts and activities about personnel movement, promotions, transfers, terminations, and resignations.</li><li>Implement and manage performance</li><li>Conduct exit interviews of resigned employees.</li><li>Contribute to the planning and coordination of administrative procedures and systems and devise ways to streamline processes.</li><li>Ensure documentation of HR &amp; admin-related files in both electronic and hard copy format through a clear and concise reference system.</li><li>Generate reports on key HR metrics for management review.</li><li>Perform other HR &amp; Admin-related duties as assigned.&nbsp;</li></ul>

HR and Admin Supervisor

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Human Resource and Recruitment Jobs and Vacancies in Addis Ababa, Ethiopia

Human Resource and Recruitment Jobs and Vacancies in Addis Ababa, Ethiopia