Job Description

A job description is a written statement that describes the employee’s role and responsibilities. The role and responsibilities shall be executed within the NRC framework. The job description facilitates the recruitment process by stating the necessary competencies. It is mandatory for all positions.

Position:                                          HR Admin Officer (Staff Learning and Developmen

Reports to:                                     HR Manager

Supervision of:                               N/A

Duty station:                                  Juba (Supporting Country Offic             

All NRC employees are expected to work following the organization’s core values: dedication, innovation, inclusivity, and accountability. These attitudes and beliefs shall guide our actions and relationships.

1. Role and responsibilities

The officer’s purpose is to implement the support functions’ responsibilities day to day work. Ensure, the implementation of human resource management of learning and development to enhance staff capacity in performing their construal work.

Generic responsibilities (max 10)

These responsibilities shall be the same for all positions with the same title. The responsibilities shall be short and essential. Details belong in the Work and Development plan.

1. Ensure adherence to NRC policies, tools, handbooks, and guidelines
2. Implement delegated support function portfolio according to plan of action
3. Prepare and develop status reports as required by management
4. Ensure proper filing of documents
5. Promote and share ideas for improvement of the support function

Specific responsibilities 

These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus, and type of program intervention. This section shall be revised whenever a new employee is hired or the context changes significantly.

• Responsible for the NRC mandatory refreshment training on CoC, PSEA, and anticorruption to all staff
• Responsible for Overall Staff learning and development administration Country level, supporting all the areas and field offices
• Focal person for the NRC Mandatory training in the KAYA platform, following up with the staff, tracking completion
• Managing staff performance, tracking all the staff learning and development needs, from the learning objective set, coordinating with area offices
• The NRC Ways Induction, Facilitate and coordinate within CO TOT at different area and field offices
• Maintain the Training Calendar, update and monitor staff capacity building.
• Report and provide updated reports Monthly.
• Perform any other duties as may be delegated from time to time by the Line Manager, or Country Management

Critical interfaces

By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:

• HR Country level and all field office
• All Employees of NRC South Sudan
• Support and Program team

Scale and scope of position

1. Competencies  

Competencies are important for the employee and the organization to deliver desired results. They are relevant for all staff and are divided into the following two categories:

Professional competencies 

These are skills, knowledge, and experience that are important for effective performance.

Generic professional competencies: 

•             Experience working in a human resource position in a similar position

Experience in staffing learning induction, orientation and training development

•             Previous experience working in complex and volatile contexts

•             Documented results related to the position’s responsibilities

•             Some knowledge of English

Context/ Specific skills, knowledge, and experience: 

•             Diploma/Degree in HR/Admin

•             Strong interpersonal skills

•             Resultorientated approach

Behavioural competencies (max 6)

These are personal qualities that influence how successful people are in their jobs. NRC’s Competency Framework states 12 behavioral competencies, and the following are essential for this position:

• Planning and delivering results
• Empowering and building trust
• Communicating with impact and respect

At NORCAP, we work to better protect and empower people affected by crises and climate change. With expertise in the humanitarian, development and peacebuilding sectors, we collaborate with local, national and international partners on finding solutions to meet the needs of people at risk. NORCAP is part of the Norwegian Refugee Council.