Field HR Manager
Pubblicato il 09-08-2026 - Emergency Ong Ets in Italia
ppEMERGENCY is looking for a Field HR Manager for a new project in Chad, with a bexcellent knowledge of French /b—an essential requirement for operating in the local context—and an availability bof at least 6 months starting from August 2026. /b /p pThe Field HR Manager is responsible for implementing and developing the HR function within the new intervention context, ensuring the correct application of EMERGENCY’s policies and procedures while contributing to their adaptability and structuring based on the local context. /p pDuring the project’s startup phase, the selected candidate will work in close collaboration with the Program Coordinator to define and build the country’s HR Office. He/She will handle all aspects related to the establishment and management of local personnel: from defining contracts and salary frameworks to staff selection and onboarding processes, up to registrations with competent authorities and the implementation of required administrative and legal fulfillments. Furthermore, they will actively contribute to the recruitment, management, and development of local staff, supporting expatriate personnel in human resources management and promoting a culture focused on performance evaluation and feedback. /p pThe Field HR Manager will report to the Programme Coordinator and to the HR Desk of the Field Operations Department (HQ). /p h3Main Duties and Responsibilities /h3 ul liContribute to Workforce Planning activities to ensure the organization has a workforce aligned with short- and medium-term objectives (quantity, quality, skills, cost). /li liManage the proper local application of HR processes, policies, and procedures (recruitment, compensation, management, and training/development plans) in line with the annual and strategic plan. /li liProvide the FOD HR Department with all information that may require modifications/exceptions to policies in response to specific project priorities/needs, discussed and agreed upon with local Management. /li liFacilitate constant and effective communication across various levels (project leadership figures and FOD) to raise professional standards and develop human resources. /li /ul h3Compensation, Benefits Payroll Administration /h3 ul liWork on activities related to payroll and personnel administration (prepares and manages documentation related to the employment relationship and handles any formal communications required by current legislation). /li liConduct periodic market analyses and surveys to evaluate Emergency’s positioning and competitiveness in the country regarding salaries and benefits. /li liCalculate labor costs to contribute to Budget preparation. /li liSuggest corrective actions for the salary policy and/or the structure of compensation packages to ensure proper positioning and competitiveness, enabling the attraction and retention of the talent and resources necessary to achieve Project objectives. /li liBased on the personnel needs defined in the Budget, initiate all processes necessary for onboarding resources: search and selection activities,
relations with labor authorities for employment contract drafting in compliance with national law and the Salary Policy defined by EMERGENCY. /li liEnsure that the integration of new resources is supported by an adequate Onboarding process. /li liAct as the local reference point for welcoming, integrating, and onboarding International resources on mission at the Project. /li liActively engage locally with International staff nearing the end of their mission to gather potential candidate names to report to the FOD International Staff Management Department. /li /ul h3Referral Program /h3 pAs the HR figure on the ground, the HR Field Manager plays an active role in supporting International Staff Management (HQ) in searching for new international profiles. /p ul liAware of open positions within international staff planning, take a proactive approach with international personnel on mission—especially medical and nursing staff—encouraging the referral of personal contacts deemed qualified and interested in filling vacant positions. /li liCollect and forwards names suggested by international staff to the central HR team, facilitating initial contact and providing relevant contextual information useful for profile evaluation. /li liCollaborate with the International Staff Management team to ensure referrals are managed in a structured manner, consistent with selection policies and aligned with project needs. /li /ul h3Learning Development /h3 ul liProvide specialized, organizational, and bureaucratic support to Department Heads, from the design phase to the evaluation of training offers, to ensure effectiveness, quality, and responsiveness to identified needs. /li liPromote career paths and suggests resource development plans to Project Coordinators and Department Heads to enhance potential, boost motivation, and increase a sense of belonging to the Organization. /li liCoordinate and supervises the promotion process, ensuring the correct application of related policies and tools. /li liContribute to replacement planning through Succession Planning activities that value the potential of local resources and promote their progressive professional growth. /li liAct as a coach and consultant for Project Coordinators/Department Heads to support them in executing their resource management tasks, raising awareness about the importance of performance evaluation and providing feedback. /li /ul h3Labor Law and Compliance /h3 ul liPlay a central role in the day‑to‑day management of local human resources, in compliance with legal requirements and the HR vision defined by EMERGENCY’s policies. /li liManage the documentary archive relating to employee history and is responsible for drafting personnel reports and statistics based on requests. /li liHandle the drafting and periodic updating of the HR Handbook,
in collaboration with the FOD HR Department. /li liLocally manage the Compliance Mechanism and any verification and investigation activities required by the procedure. /li /ul h3Employee Wellness /h3 ul liPromote initiatives aimed at fostering a welfare policy within the mission, increasing awareness of the Organization’s culture, mission, and core values, helping every single collaborator feel part of the project. /li liPropose interventions that promote employee well‑being, inclusion, and diversity. /li liAct as the Focal Point for resolving any internal conflicts within the project and is responsible for managing and resolving disputes with national staff. /li liWork with Management and staff to foster positive relationships, maintain a good internal climate, build a sense of belonging, and reduce turnover. /li /ul h3Listening and Support for International Personnel /h3 pThe HR Field Manager represents an accessible and trusted reference point for international personnel on mission, with the aim of: /p ul liWelcoming and listening firsthand to any relational issues, doubts about roles, or difficulties integrating into the operational context. /li liFostering a climate of trust and openness, promoting the psychological and relational well‑being of international staff. /li liCollecting and reporting issues to the central HR team and/or project reference points, ensuring appropriate and timely follow‑up in compliance with confidentiality and organizational policies. /li liCollaborating with Project Coordinators to identify practical and sustainable solutions to the critical issues raised, contributing to the maintenance of a positive and collaborative work environment. /li /ul h3Specific Requirements /h3 ul liAt least 3 years of experience in Human Resources Management, Evaluation, and Development, gained in the role of HR Business Partner or HR Manager within structured and complex organizations; /li liPrevious experience in managing the labor law aspect of employment relationships: managing communications to employees, handling contractual matters, disciplinary proceedings, and litigation management; /li liKnowledge of Reward and Compensation Vantaggi processes; /li liMotivation to work in the humanitarian field and sharing of EMERGENCY’s values and mission; /li liExcellent communication and interpersonal skills. Ability to interact with various levels of the Organization and listen to everyone’s needs to translate them into management support actions and/or potential solutions to identified critical issues; /li liAbility to guide and support key project roles in people management development; /li liAnalytical and organizational skills; /li liAbility to work under pressure, sustaining intense work paces; /li liFluent knowledge of French (essential for working in the local context) as well as intermediate knowledge of English or Italian; /li liExcellent knowledge of Excel. /li /ul h3Required Availability /h3 p6 months of stay abroad, including a period of paid leave to be taken at the end of the mission in agreement with the Programme Coordinator. /p /p #J-18808-Ljbffr