Director of personnel management/Human Resources Director in Chemonics International inc. / PFRU

General information:

The Partnership for a Strong Ukraine (PSU) is a multi-year, multi-stakeholder program managed by the UK Foreign, Commonwealth and Development Ministry with the support of governments Estonia, Canada, the Netherlands, the USA, Finland, Switzerland, Sweden in cooperation with the Government of Ukraine. 

The goal of the FPSU is to provide the Ukrainian state with better conditions for managing the inclusive recovery and revival of Ukraine in partnership with civil society and the private sector in the face of Russian aggression. This should contribute to the development of a more stable, socially cohesive, inclusive, democratic, sovereign and prosperous Ukraine. FSSU provides funding to Ukrainian and international implementing partners and implements projects based on research results and the evidence base. 

Kimonix Yu. Kay" was established in 2019 and quickly formed a strong, diverse portfolio of programs funded by the UK Aid mechanism. In cooperation with government structures and partners from the development sector, Kimonix Yu. Kay" implements programs on three continents in such sectors as the fight against climate change, education, public administration, peace-building, conflict stabilization, social cohesion, research. 

The main task of the HR director:

< p style="font-weight: normal; font-style: normal">The HR Director is responsible for managing, managing, delivering and improving HR services and ensuring they contribute to employee engagement and support of the program's strategic priorities. In close cooperation with the deputy head of the group for operational issues and the top management of the Foundation, the formation of a personnel management unit that will provide high-quality HR services. 

As a strategic HR business partner, the HR Director must be an effective leader, motivate and inspire employees, play an important role in promoting standards of personnel management, as well as constantly monitor the compliance of priorities in the field of personnel management with the strategic goals of the program. The HR Director must be an innovator with a strategic mindset and a drive to achieve results to ensure collective accountability for shaping HR practices, priorities and team culture. Together with colleagues, the director of personnel management will shape the direction of development of strategic requirements in the field of personnel management. 

Responsibilities:

 Strategic business - management partnerpersonnel management

• Providing professional support to senior management and transforming long-term program results into personnel plans and initiatives, aimed at increasing employee engagement and productivity, implementation of effective personnel management practices and organizational development, improvement of management potential. 

• Partnering with senior management to plan and implement complex employee-focused organizational change projects, strategies and initiatives . 

Management and management 

• Managing the development of the HR department as a critical program partner. 

and as an active participant in the process of improving the effectiveness of the program. 
Finding opportunities for improvement, solving all controversial issues. 

• Development of business management and measurement methods, such as dashboards, KPIs, risks, optimization of service provision with personnel management. 

• Effective management of any agreed budget within projected targets. 

working groups, at events with the participation of internal and external stakeholders. 

Organizational development

, personnel development, retention of key employees, development of organizational structure, change management. 

programs. 

annual staff survey. 

Collaboration with stakeholders

• Working closely with key stakeholders to ensure HR initiatives align with program needs.

• As a trusted advisor to senior management, providing expert advice on personnel management and organizational development.

• Building and maintaining strong and effective relationships across the entire program to facilitate the successful implementation of HR initiatives.

Relationship Management

• Formation and management of the HR department, acting as a strategic partner and advisor for all personnel.

• Acting as a coach and advisor to management throughout the program in matters of personnel management, tackling inefficiencies, creating opportunities and celebrating achievements. 

Learning and Development

• Analyze and support the work of the Senior Talent Management Specialist in HR development and other internal training programs. 

• Lead the implementation of the performance management system in coordination with the Senior Talent Management Specialist, including performance improvement plans and employee development and mentoring programs. 

Employee Relations

• Identifying and recommending employee relations management practices aimed at fostering positive employer-employee relations, such as policies and promoting high employee morale and motivation.

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Salary

• In coordination with senior management, control over the formation of the program staff salary structure, salary policies and variable salary systems within the program, including bonuses and allowances.

• Managing competitive market research to establish compensation practices and salary ranges that will help attract and retain program staff.

• Control over all practices and pay systems to ensure efficiency and cost optimization. 

• Managing participation in at least one salary survey every two years. 

Employee benefits

• With the support of the deputy head of the group for operational issues, the formation of cost-effective benefits for employees and the tracking of benefits available at the national level for implementation in the program.

• Recommendations for changes to the benefits system being offered, especially new benefits aimed at attracting, satisfying and retaining staff.

Human Resource Management Information Systems (HRIS)

• Managing the development of personnel management information systems in accordance with program requirements. 

• Managing the data requirements and development process to create dashboards, identify key performance indicators, risk, and create other HR and reporting tools for senior management.

Compliance Management

• Ensuring compliance/implementation of all existing state labor reporting requirements. 

• Managing the preparation of requested or necessary information for the purpose of compliance with labor legislation. 

Qualification: 

Critical Skills

•  Prior experience in a leadership role in HR and a successful track record.

• Proven experience in managing and developing HR units.

• Experience in managing change and implementing organizational transformation. 

• Knowledge of specialized HR processes and strategies required to manage the evaluation, performance measurement and continuous improvement of the HR function.

• Strategic thinking and skills in developing HR strategies aimed at achieving program outcomes. 

• Proven ability to act judiciously, make consultative decisions, apply creative problem solving and innovative approachesto personnel management, including personnel welfare and workplace fairness. 

• Strong team player who knows how to build effective working relationships with colleagues, subordinates and senior management. 

• Strong interpersonal skills, ability to interact well with employees from different cultures and with different experience. 

• Ability to coordinate and prioritize multiple tasks, anticipate needs and see things through. 

• Ability to research, analyze and interpret data. 

• Ability to keep information confidential and work appropriately with restricted information.  

Knowledge < /span>

• In-depth practical knowledge of at least one discipline in the field of personnel management, including: employee relations , compensation and benefits, performance management, training and development, organizational development, etc. 

• Significant practical knowledge and understanding of the principles of equality, diversity and inclusion. 

• Knowledge of MS Office programs and personnel management information systems. 

Critically important education / professional skills

• Higher education or its equivalent, preferably in the field of personnel management or business. 

• Understanding Ukrainian labor legislation and general best practices in personnel management. 

• Certificate of specialist in personnel management 

Preferred

• Master's degree in human resource management will be an advantage. 

• Fluency in English is a must. 

personnel management, including candidate tracking, performance management, CRM tools. 

• Experience in operational management and leadership, including financial, procurement, budget management. 

• Willingness to flexibly adapt to changesetc. in the requirements of customers / program / context. 

Subordination

Deputy head of the group for operational issues

Workplace: 
Kyiv, Ukraine

Instructions for submitting a resume:

Apply using this link by January 6, 2025. For positions where the English language is mandatory, it is preferable (but not mandatory) to send a resume in English.  We encourage people with disabilities to apply. Applications will be considered on a rolling basis. No questions on the phone, please. Kimonix will contact the finalists.

https://app.smartsheet.com/b/form/a44f8791237c4df2a2c0d3d2ad86b2ca

"Kimonix" is an employer that provides equal opportunities to all candidates and employees, and which does not have in the selection and employment personnel discrimination on the basis of race, color, religion, sex, nationality, political beliefs, sexual orientation, gender identity, marital status, disability, genetic information, age, union membership or other factors unrelated to the performance of professional duties ties 

Summary:

The Partnership Fund for a Resilient Ukraine (PFRU) is a multi-year, multi-donor funded program managed by the UK's Foreign, Commonwealth and Development Office (FCDO) and supported by the governments of Canada, Estonia, Finland, the Netherlands, Sweden, Switzerland and the USA in collaboration with the Government of Ukraine

 The PFRU's aim is to set improved conditions for the Ukrainian state, in partnership with civil society and the private sector, to lead on inclusive national recovery and revitalization in the context of Russia's aggression. This outcome is designed to facilitate the rebuilding of a more resilient, socially cohesive, inclusive, democratic, and prosperous Ukraine. The PFRU provides funds to Ukrainian and international delivery partners and implements projects basedon research and evidence. 

Chemonics UK was established in 2019 and has quickly developed a strong and diverse portfolio of UK Aid-funded programmes. Chemonics UK works with government and development sector counterparts across three continents to deliver programmes in sectors including climate action, education, governance, peacebuilding, stabilisation, social cohesion, and research. 

Main Purpose of the Role: 

The role holder will be responsible for leading, managing, delivering and improving HR services and ensuring that these promote employee engagement and support the strategic priorities of the programme.  Working closely with the Deputy Team Leader, Operations and the Senior Management Team they will contribute to the development of a HR function that delivers outstanding HR services.  

As our Strategic HR Business Partner, you will be an effective leader, motivate and inspire, play a significant role in driving HR practice standards and focus on the continual improvement of aligning the HR service priorities with the strategic aims of the programme.   You will be innovative with a strategic mind-set and can-do attitude enabling the collective ownership of the HR practices, priorities and team culture. You will work collaboratively to shape the direction of the strategic HR requirements. 

Responsibilities:   

Strategic HR Business Partnering 

• Provide professional support to the senior management team and translate long term programme outcomes into HR workforce plans and initiatives that increase engagement and performance, embed good people & organisational development (OD) practice and improve manager capability.  

• Partner senior managers to plan and implement complex people-centred, change projects, strategies and initiatives. 

Leadership and Management  

• Lead the development of the HR department as a value-added partner to the programme. 

• Motivate, develop, and empower individual members of the HR team to realise their potential at both a personal level and as a key contributor to programme performance.  

• Manage the implementation of HR services, monitor administration to establish standards and procedures. Identify opportunities for improvement and resolves any discrepancies. 

• Develop business management and measurement techniques such as Dashboards, KPIs and Risk ensuring HR service delivery is optimal. 

• Effectively manage any agreed budget within projected targets. 

• Deputise for the Deputy Team Leader, Operations in meetings, at working groups, at events during leave etc. with both internal and external stakeholders and as and when required. 

Organisation Development 

• Design, direct and manage a programme-wide process of organisation development that addresses issues such as succession planning, workforce development, key employee retention, organisation design, and change management. 

• Direct a process of organisational planning that evaluates programme structure, job design, and forecasting throughout the lifetime of the programme.   

• Identify and monitor the programme culture so that it supports the attainment of programme goals and promotes employee satisfaction evidenced through the annual staff survey. 

Stakeholder Collaboration 

• Work closely with key stakeholders to ensure HR initiatives are aligned with programme needs. 

• Act as a trusted advisor to the senior management team, providing expert advice on specialist HR and OD matters. 

• Build and maintain strong and effective relationships across the programme to support the successful implementation of HR initiatives. 

 Relationship Management 

• Build and manage the HR team and serve as strategic partners and advisors to all staff.  

• Serve as a coach, and advisor for the leadership throughout the programme regarding management, performance issues, opportunities, and recognition.  

Learning and Development 

• Review and support the work of the senior talent management officer in HR talent development and other internal training programmes. 

• Lead the implementation of the performance management system in coordination with the senior talent management officer including performance improvement plans and employee development and mentoring programmes. 

Employee Relations 

• Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship e.g. policies and promote a high level of employee morale and motivation. 

 Compensation 

• Oversee, in coordination with the Senior Management Team, the programme salary structure, pay policies, and the variable pay systems within the programme including any bonuses and increments. 

• Lead competitive market research to establish pay practices and pay bands that help to attract and retain programme staff. 

• Monitor all pay practices and systems for effectiveness and cost containment. 

• Lead participation in at least one salary survey every two years. 

 Employee Benefits 

• With the assistance of the Deputy Team Leader, Operations, obtain cost effective, employee serving benefits and monitor the national benefits environment for programme options. 

• Recommend changes in benefits offered, especially new benefits aimed at employee attraction, satisfaction and retention. 

Human Resources Information Systems (HRIS) 

• Manage the development of HR information systems to meet programme requirements. 

• Drive data requirements and developments to inform Dashboard, KPIs, Risk and other HR and wider management and reporting tools for the Senior Management Team. 

 Compliance Management 

• Ensure compliance/engagement with all existing governmental labour reporting requirements. 

• Direct the preparation of information requested or required for compliance with employment laws.   

Qualifications:  

Essential Skills 

• Previous experience in a senior HRrole, with a track record of success. 

• Proven experience in leading and developing HR teams. 

• Experience in managing change and driving organisational transformation. 

• Knowledge of specialised HR processes and strategies needed to lead the evaluation, measurement, and continuous improvement of the HR function. 

• Strategic thinker able to develop human resource strategies to achieve programme outputs and outcomes. 

• Demonstrated ability to exercise discerning judgment, consultative decision-making, creative problem solving and innovative approaches to managing people matters including staff wellbeing and equity within the workplace. 

• Strong team player with the ability to establish effective working relationships with peers, subordinates and senior leaders. 

• Strong interpersonal skills with the ability to relate well to staff from many different cultures and backgrounds. 

• Ability to coordinate and prioritise multiple tasks, anticipate needs and follow through. 

• Ability to research, analyse, and interpret data. 

• The ability to maintain confidentiality and work appropriately with highly sensitive information.  

 Knowledge 

• Strong working knowledge of at least one human resources discipline including:  employee relations, compensation and benefits, performance management, learning and development, organisational development, etc. 

• Considerable working knowledge and understanding of Equality, Diversity, and Inclusiveness. 

• Strong knowledge of MS Office applications and HR information systems. 

Essential Education / Professional Skills 

• Degree educated or equivalent, preferably in HR or business.  

• An understanding of employment law in Ukraine and wider HR best practices. 

• A Human Resources certification 

 Desirable 

• Master’s degree in HR is a plus. 

• Fluency in English is required. 

• Experience with HR technology, design, and functionality and or other human resources computer applications and systems including applicant tracking, performance management and CRM tools.  

• Experience with operational management and leadership, including finance, procurement, and funds management. 

• Willingness to work flexibly in response to changing client / programme / contextual requirements. 

Reporting   

Deputy Team Leader – Operations 

Location of Assignment:  
Kyiv, Ukraine 

Application Details

Apply using the following link by January 6th. For roles requiring English language skills, English language CVs are preferred (but not required). We encourage to apply people with disabilities. Applications will be considered on a rolling basis. No telephone inquiries, please. Chemonics will contact finalists.

 https://app.smartsheet.com/b/form/a44f8791237c4df2a2c0d3d2ad86b2ca

Chemonics is an equal opportunity employer and does not discriminate in its selection and employment practices on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability, genetic information, age, membership in an employee organization, or other non-merit factors.