Field HR Manager

ppType of contractbr/Fixed term contract, 6 months – renewable. Availability from April 2026 /ppNecessary requirementsbr/Previous experience in HR Business Partner or HR Plant roles in structured and complex environments /ppThe HR Field Manager is responsible for the correct application of EMERGENCY’s HR policies and procedures relating to the management of local staff employed at its hospitals.br/Working closely with national HR Officers, he/she will work to ensure the achievement of the organisation’s annual and strategic objectives through the recruitment, management and development of local staff and by supporting expat staff working within the project in resource management, raising awareness of the importance of performance evaluation and feedback. /ppThe destination project will be assigned based on staff planning needs and taking into account any preferences of the candidates. /ph3Main duties and responsibilities /h3h3HR Strategy /h3ulliContribute to Workforce Planning activities in order to ensure the organization is staffed in line with short and medium term objectives (quantity, quality, skills, cost). /liliResponsible for the proper application of HR processes, policies and procedures in the field (hiring, compensation, management, and training and development plans) in line with the annual plan and strategic plan /liliProvide the HR FOD Department with any information that may require policy changes/exceptions in response to project-specific priorities/needs, discussed and agreed upon with local Management /liliFacilitate constant and effective communication between various levels (project senior figures and FOD) functional to raising professional standards and human resources development. /li /ulh3Compensation, Benefits Payroll Administration /h3ulliResponsible for activities related to payroll and personnel administration (prepares and manages employment-related documentation and makes any communications formally required by current regulations) /liliConduct periodic market analysis and surveys to assess Emergency’s positioning and competitiveness in the country, in terms of pay and benefits /liliProcess labor costs to contribute to the preparation of Budgets /liliSuggest corrective action to the salary policy a/o compensation package structure to ensure its proper positioning and level of competitiveness to attract and retain the talent and resources needed to achieve Project objectives /li /ulh3Staffing Recruiting /h3ulliOn the basis of the staffing needs defined in the Budget, take action to initiate all the processes necessary for the insertion of resources: search and selection activities, relations with the labor authorities for the stipulation of employment contracts in compliance with the national law and with the Salary Policy defined by EMERGENCY /liliEnsure that new resource placements are supported by an adequate Onboarding process /liliAct as local reference for the reception, insertion and Onboarding of International resources on mission at the Project. /liliActivate locally with Internationals near their end of mission to collect any names of potential candidates to be referred to the International Staff Management Department FOD /li /ulh3Referral Programme /h3pAs an HR representative in the field, the HR Field Manager plays an active role in supporting International Staff Management (HQ) in the search for new international profiles. In particular: /pulliAware of open positions in international staff planning, he/she promotes a proactive approach to international staff on mission, particularly in the medical and nursing fields, encouraging the referral of personal contacts who are considered qualified and interested in filling vacant positions. /liliCollect and forward the names suggested by international staff to the central HR team, facilitating initial contact and providing any contextual information useful for evaluating the profile. /liliCollaborate with the International Staff Management team to ensure that referrals are handled in a structured manner, consistent with selection policies and in line with project needs. /li /ulh3Learning Development /h3ulliProvide specialized, organizational and bureaucratic support to the Heads of individual departments, from the planning stage to the evaluation stage of training offerings, in order to ensure their effectiveness, quality and responsiveness to the needs identified. /liliPromote career paths and suggests resource development plans to Project Coordinators and individual Department Heads in order to enhance their potential and increase their motivation and sense of belonging to the Organization. /liliCoordinate and supervises the process of promotions ensuring the proper application of relevant policies and tools /liliContribute to replacement planning through Succession Planning activities that enhance the potential of local resources and promote their progressive professional growth /liliWork as a coach and advisor with Project Coordinators/Department Managers to support them in the execution of their resource management tasks, making them aware of the importance of performance evaluation and feedback. /li /ulh3Labor Law and Compliance /h3ulliResponsible for the day-to-day management of human resources on site, in accordance with legal requirements and the HR vision defined by EMERGENCY’s policies /liliManage the document archive related to employee history and is responsible for compiling, as required, reports and statistics pertaining to personnel. /liliResponsible for drafting and periodically updating the HR Handbook, in collaboration with the HR FOD Department /liliManage locally the Compliance Mechanism and any verification and investigation activities required by the procedure /li /ulh3Employee Wellness /h3ulliPromote initiatives aimed at fostering a welfare policy in the mission, greater awareness of the Organization’s culture, mission and values, contributing to making each and every employee feel part of the project. /liliPropose interventions that promote employee welfare, inclusion and diversity /liliPlay a Focal Point role in resolving any internal project conflicts, and is responsible for managing and resolving disputes with national staff /liliWorking with Management and staff works to foster positive relationships, maintain a good internal climate, create a sense of belonging, and reduce turnover. /li /ulh3Listening and support for international staff /h3pThe HR Field Manager is an accessible and trusted point of reference for international staff on mission, with the aim of: /pulliWelcoming and listening to any relationship issues, doubts about the role or difficulties in integrating into the working environment. /liliFostering a climate of trust and openness, promoting the psychological and relational well-being of international staff. /liliCollecting and reporting issues to the central HR team and/or project managers, ensuring adequate and timely follow-up, in compliance with confidentiality and organisational policies. /liliCollaborating with project coordinators to identify practical and sustainable solutions to critical issues that arise, contributing to the maintenance of a positive and collaborative working environment. /li /ulh3Specific Requirements /h3ulliExperience in Human Resources Management, Assessment and Development of at least 5 years gained in the role of HR Business Partner or HR Plant within structured and complex realities; /liliPrevious experience in managing the employment law area of the labor relationship: updating internal regulations and procedures in accordance with regulatory changes, managing employee communications, managing contractual issues, disciplinary proceedings and litigation management; /liliKnowledge of Reward and Compensation Benefits processes; /liliMotivation to work in the humanitarian field and share EMERGENCY’s values and mission; /liliExcellent communication and interpersonal skills. Ability to interact with the various levels of the Organization and listen to the needs of each in order to translate them into actions to support management and/or possible solutions to critical issues encountered. /liliAbility to lead and support key project roles in people management development; /liliAnalytical and organizational skills; /liliAbility to work under pressure, sustaining intense work pace; /liliFluent English knowledge (minimum level C1); /liliExcellent knowledge of Excel. /li /ulh3Availability required /h3p6 months abroad including a paid leave period to be taken at the end of the assignment in agreement with the Project Coordinator. /ph3Disclosure pursuant to EU Regulation 2016/679 (GDPR) /h3pEMERGENCY ONG ETS, with headquarters in Via Santa Croce 19, 20122 Milan (MI) – Italy, is Data Controller under EU Regulation 2016/679 (‘GDPR’). Personal data will be processed for the purposes of seeking, selecting and managing hired personnel only by authorised staff and possibly disclosed to third parties who may be appointed as Data Processors. Personal data will be stored for no longer than necessary for the aforementioned purposes without prejudice to any other rights under, obligations or protection means provided by Law. Data subjects can exercise their rights under Art. 15 et seq. of the GDPR mailing at . The Data Protection Officer appointed by the Controller is Mr. Nicola Tarantino, who can be mailed at . Please, bbrowse the complete Privacy Notice on this site /b. /p /p #J-18808-Ljbffr