HR Learning and Development & Safeguarding Focal Point – Tunisia and Lybia Full Time

Descrizione azienda

Work Context

CESVI has been operating in Libya since 2011 as the first Italian NGO to take action, in the aftermath of the Arab Spring, through humanitarian projects in Cyrenaica and Tripolitania. Nowadays CESVI is one of best positioned NGOs in Libya, active in the coordination of various sector working groups – in particular protection – with a diverse donors’ portfolio, serving all vulnerable target populations.

In detail, CESVI has been implementing programs supporting migrants, IDPs and vulnerable host communities through service provision and support to CSO. This includes center-based and outreach protection activities (including child protection and GBV), warehouse management, non-food distributions, awareness-raising activities, mental health and psychosocial support, referrals to external services, cash assistance and non-formal education, community development and social inclusion at local level.

The HR Learning and Development & Safeguarding Focal Point reports directly to the Head of Mission Libya and is an integral member of the Senior Management Team, working alongside the Head of Programme, Finance Manager, National Representative, and Regional Operations Manager.

Posizione

JOB DESCRIPTION

Duty station: Tunis (50%) – Lybia (50%)

HR Learning and Development (50%)

Libya

• Develop and implement comprehensive learning strategies: Identify and assess the learning needs across all levels of staff. Design, deliver, and evaluate training programs aimed at enhancing staff skills, performance, and career development.
• Facilitate core HR training sessions: Lead sessions on key topics such as the Code of Conduct, Performance Management, and Protection from Sexual Exploitation and Abuse (PSEA). Also, provide mandatory trainings on Internal Regulations and CESVI SOPs to ensure staff compliance and awareness.
• Update and maintain HR policies and documentation: Collaborate with the HoM and HR Manager to revise and disseminate annual HR guidance and other essential mission documents, ensuring they align with organizational policies and local regulations.
• Support succession planning and talent management: Work with senior leadership to identify and develop internal candidates for key roles, creating a pipeline of talent to support the organization’s long-term objectives.

Tunisia

• Oversee HR management for Tunisian and expatriate staff: Act as the primary HR point of contact, providing guidance on employment policies, staff relations, and contract management for six Tunisian staff and 15 expatriates.
• Support staff well-being: Provide tailored support to Tunis-based staff, addressing issues such as stress, fatigue, and personal concerns. Facilitate access to specialized services and interventions as needed.
• Induction and onboarding: Coordinate comprehensive induction and onboarding programs for new staff, ensuring a smooth transition and integration into the organization’s culture and operations.
• HR compliance and monitoring: Ensure adherence to local labor laws and CESVI’s internal policies, conducting regular reviews and audits of HR practices to mitigate risks.
• Develop HR tools and resources: Create and update HR resources, such as welcome packs, staff handbooks, and training materials, to ensure they reflect current policies and best practices.

Safeguarding and PSEA Focal Point (50%)

Libya

• Strengthen safeguarding systems: Lead, in consultation with all levels of the organisations, the development and implementation of Safeguarding and PSEA policies and practices, ensuring alignment with CESVI’s global standards and local legal requirements.
• Integrate safeguarding into recruitment and induction: Ensure that Safeguarding and PSEA principles are embedded in recruitment processes and new staff inductions, including tailored reference check questions.
• Monitor and report safeguarding activities: Develop and implement mechanisms, including integrating current methods, to monitor safeguarding practices, document incidents, and report findings to senior management and HQ.
• Coordinate safeguarding awareness: Work with Field Coordinators and Supervisors to raise awareness among communities and beneficiaries through targeted campaigns and training sessions.
• Develop and maintain safeguarding documentation: Create and update resources, including training materials, incident reports, and policy documents, ensuring all are accessible and up-to-date.
• Conduct safeguarding risk assessments: Evaluate the safeguarding risks of new projects and partnerships, recommending and implementing mitigation strategies.

Technical Support and Capacity Building

• Build safeguarding capacity: Organize and deliver regular training sessions for staff, partners, and volunteers on safeguarding and PSEA, using case studies, quizzes, and discussion groups to reinforce learning.
• Provide technical support during investigations: Offer expertise and logistical support during safeguarding investigations, ensuring adherence to CESVI’s protocols and legal requirements.
• Resource management: Maintain an up-to-date repository of safeguarding tools and resources, ensuring they are translated and accessible for all staff and stakeholders.
• Participate in technical discussions: Contribute to CESVI’s Technical Unit, ensuring that safeguarding and PSEA considerations are integrated into all programmatic activities.

Requisiti

REQUIREMENTS

Education

• Required: BA/BS in Human Resources, Social Sciences, Psychology, Law, Gender Studies, or related fields. Advanced degree preferred.
• Desirable: Certifications in HR Management, Learning and Development, or Safeguarding.

Experience

• HR Learning and Development: 3-5 years in HR, with expertise in learning and development, training, and managing both national and expatriate staff.
• Safeguarding and PSEA: 3-5 years in Safeguarding and PSEA, with experience in policy integration, risk assessment, capacity building, and investigations.

Skills and Competencies

• Leadership: Strong leadership and decision-making abilities.
• Language Proficiency: Fluency in English is mandatory; proficiency in French is preferred. Arabic is an advantage.
• Analytical: Ability to assess needs, develop strategies, and manage sensitive information.
• Training: Experience in designing and delivering effective training programs.
• Technical Knowledge: Familiarity with Child Protection, HR best practices, and PSEA protocols.
• Adaptability: Ability to work in a complex working environment, with flexibility and multitasking skills. Excellent self-motivation skills, and the ability to work independently. Willingness and ability to travel and provide mobile support.

SAFEGUARDING

Cesvi has a zero-tolerance approach to any harm to, or exploitation of, a child or a vulnerable adult by any of our staff, related persons or partners.

Cesvi commitment to being a safe organization begins with the staff recruitment process which includes meticulous checks, such as criminal records checks or check disclosure of previous convictions, to ensure children and vulnerable people are safeguarded and abuse is prevented. Safeguarding checks are part of the selection process performance.

HEALTH SAFEGUARDING

Cesvi pays particular attention to safeguarding the health of all the human resources of the Organisation. Therefore, in order to protect its staff, an assessment of their suitability for the position in each mission is carried out before departure. Such assessment is done by the Occupational Doctor of the Organisation, who will also examine the vaccination coverage.

Altre informazioni

SALARY PACKAGE

3.000/3.200 € gross/monthly

1 flight a/r

Insurance

550 € House Allowance

Tagged as: CESVI - Cooperazione e Sviluppo Onlus, Libya, Tunisia