1. Role and responsibilities

Generic responsibilities 

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. Manage recruitment and selection
2. Ensure adoption of NRC’s systems and procedures
3. Ensure adherence to NRC policies, national labor law handbooks, guidelines, and donor requirements.
4. Prepare and submit reports and analysis.
5. Manage Performance & Development process
6. Manage Compensation and Benefit Schemes and legal issues

Function specific responsibilities, please adapt and select the relevant:

1. Advise on personnel conflicts/processes where relevant
2. Coordinate staff recruitment and exits, introductions, trainings, staff benefits schemes etc.
3. Ensure accuracy of staff salaries

Ensure that staff records in all offices in the area are up to date and filed appropriately, in compliance with NRC’s data protection obligations.

Specific responsibilities 

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

1. Assist HR Manager on End-to-End recruitment of national positions and induction of new and replacement staff as the organisation scales up and prepares to introduce additional core competencies/programmes or as staff turnover.
2. Work with relevant technical staff to edit job descriptions when needed.
3. Support HR department with the roll-out of NRC’s Induction package and NRC Way, for all staff.
4. Ensure all relevant national staff understand processes and procedures to ensure Duty of Care for all staff.
5. Ensure all International staff visas and, where relevant, FD9s are valid, recorded and monitored.
6. Support the HR Manager in rolling out additional measures for the Prevention of Sexual
7. Work to promote gender equality in the organisation, including through careful research of obstacles to female staff recruitment, retention, and promotion, in the Mozambique context.
8. Track, file and review all Statutory documentation for auditing purposes.
9. Develop, implement, and maintain HR policies and procedures that are aligned with organizational priorities and demands as well as country law. In line with this, develop HR tools that are supportive of the policies within the organization.
10. Participate in procurement and management of all administrative contracts that relate to service providers such as medical health, office leases, and staff members are accurate and renewed in good time.
11. In close collaboration with line managers, take lead in the development and implementation L&D plans for the field office.

1. Competencies 

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

1. Professional competencies 

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

Generic professional competencies: 

• At least 5 years of experience from working as a HR Coordinator in a humanitarian context
• Excellent English language skills, both written and verbal
• Excellent Portuguese language skills, both written and verbal
• Good knowledge of governance and administrative structures in Mozambique
• Good knowledge of Mozambique labor legislation and policies related to NGO work in the country
• Strong interpersonal skills, working well both in teams and independently.
• Excellent time management skills.
• Able to work under pressure and good at timely decision making.
• Excellent computer proficiency (HRIS).

Context/ Specific skills, knowledge, and experience: 

•              Knowledge of Pemba displacement context is an asset

•              Experience of start-up context.

2. Behavioural competencies 

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

• Planning and delivering results.
• Working with people
• Communicating with impact and respect
• Coping with change

Level of Education: Bachelor Degree

Work Hours: 8

Experience in Months: No requirements