PUBLISHED ON: 01/05/2024
CLOSING DATE: 30/05/2024
JOB CODE 20000135
INSTITUTION ECOWAS Commission
GRADE D1
AGENCY
ANNUAL SALARY UA81,435.54 USD128,488.99
STATUS Permanent
DEPARTMENT Internal Services
DIRECTORATE Human Resources
DIVISION
LINE SUPERVISOR Commissioner, Internal Services
SUPERVISING Principal Officer (PO), Strategy, Manpower Planning & Recruitment
PO, Career Management and Training
PO, Salary Policy & Pension Administration
PO, Staff Welfare & Employee Services
Office Manager
Office Aide
DUTY STATION Abuja, Nigeria
Applications should be sent to: b46drhumanresources@ecowas.int
ROLE OVERVIEW
1. Under the supervision of the Commissioner, Internal Services, the incumbent shall be responsible for directing all people functions of the organization in accordance with the policies and practices of ECOWAS Staff Regulations, code of ethics, and other relevant texts guiding the Community.
2. The incumbent is also responsible for the strategic human resource planning to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of policies, practices, and trends within the industry for the smooth and profitable operations of Human Resources Department in line with HR best practice.
3. She/he shall also supervise and provide consultation to management on strategic staffing plans, compensation, benefits, performance management, training and development, budget, employee relations, etc.
4. He/she also ensures roles and responsibilities are clearly defined for each staff function and manages their welfare in line with approved guidelines, processes, and procedures.
ROLE AND RESPONSIBILITIES
1. Plan, develop, organize, implement, direct, and evaluate the organization’s human resource function and performance.
2. Participate in the development of the organization’s plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
3. Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of the people resources of the organization.
4. Develop ECOWAS Compensation policy manual, gather and analyze market data to measure the competitiveness of the Management’s compensation and benefits package, and make recommendations as appropriate and assist with the annual salary review process, as and when required.
5. Manage the budget and other financial measures of the HR department.
6. Improve the programs, policies, practices, and processes associated with meeting the strategic and operational people issue of the organization.
7. Develop and implement an effective recruitment life span for the Commission and its institutions as required.
8. Develop, Design, implement and maintain a training policies process and procedure for the Commission and its institutions.
9. Development and maintain a Performance and Career Management Strategy for the Commission and its Institutions.
10. Develop a mechanism for the proper staffing of the departments of the Commission.
11. Provide advice and services on strategic HR issues to the Commission and its institutions in the areas of Recruitment & Manpower Planning, Training, Staff Development, Performance, Career Management, Staff Welfare, and Benefits.
12. Provide advisory services to the Commission and management in line with policies and best practices related to HR functions.
13. Recommend and implement approved HR strategies, plans, and budgets to support the attainment of corporate goals including the management of budgets and resources.
14. Drive the adoption of sound and best-fit HR practices; develop and implement supporting HR policies and procedures.
15. Facilitate culture definition, articulation, and communication; deploy appropriate practices and policies to ensure the appropriate culture is imbibed and entrenched within ECOWAS Institutions and Agencies.
16. Lead the design and implementation of the frameworks and programs for talent acquisition and management, organizational development, employee engagement, compensation and benefits, learning and development, performance management etc. towards optimizing workforce performance and strengthening employee value proposition.
17. Provide professional advice and insights to management and staff on people management practices and decisions.
18. Track and monitor HR performance in line with defined goals and metrics; deploy appropriate interventions where necessary.
19. Collaborate across functions for effective business partnering.
20. Any other functions assigned by the Commissioner for Internal Services
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ACADEMIC QUALIFICATIONS AND EXPERIENCE
1. Master’s in Human Resources management or a related field from a recognized University
2. 12 years of professional experience in human resources management including 6 years of relevant international work and 5 years at a supervisory level.
3. Expert knowledge of human resources management including principles and approaches in recruitment, selection, training, compensation and benefits, staff relations, HR information systems, strategic planning, workforce planning, talent management, salary/position administration, and organizational design.
4. Knowledge of ERP such as SAP will be an added advantage.
5. In-depth knowledge of relevant employment laws, rules, regulations, principles, practices, and policy development and formulation approaches as well as the basic concepts, principles, and theories unique to public sector management and international organizations.
6. Broad knowledge of change management and organizational development as applied to large diversified and geographically dispersed public-sector and/or international organizations.
7. Ability to extract and explain pertinent labor, demographic and social trends to assess, guide, and implement human resources programs and policies, provide expert strategic advice, and guide the development of new human resources initiatives.
8. Membership of professional bodies will be an advantage.
AGE LIMIT
Be below 50 years old. This provision does not apply to internal candidates.
ECOWAS KEY COMPETENCIES
1. Senior leadership experience in establishing strategic partnerships, working collaboratively, and building consensus with multiple internal and/or external stakeholders on complex issues in a multi-disciplinary governmental or international organization.
2. knowledge of the ECOWAS mandate, strategic plan/priorities as well as the economic, political, and social state/trends of Member States, as pertains to own scope of work.
3. Consistency in actions, values, methods, confidentiality, ethics, measures, principles, expectations, and outcomes which connote a deep commitment to doing the right thing for the right reason, regardless of the circumstances.
4. Ability to establish and maintain effective working relationships with Heads of Institutions, elected officials, and statutory employees to facilitate compliance, build engagement, resolve conflicts, and obtain support for change.
5. Ability to respect the chain of command in an appropriate manner.
6. Ability to promote a culture where people hold themselves personally accountable for results.
7. Ability to provide leadership, management, and technical oversight for all project activities and program deliverables in Accordance with ECOWAS legal and administrative practices and standards.
8. Ability to conduct periodic reviews of staff performance in keeping with the ECOWAS performance management system and to mentor staff to ensure high levels of motivation, commitment, capacity, and teamwork.
9. Ability to oversee project management, internal controls, and stewardship of financial resources and to address issues in a confident and capable manner whilst making decisions that exemplify impartial and non-partisan decision-making.
10. Ability to exercise the initiative and resourcefulness necessary for simultaneously addressing a variety of stakeholder needs, pursuing multiple tasks, and achieving positive outcomes.
11. Ability to create synergies with client groups and others to achieve objectives in setting and monitoring service standards and indicators.
12. Ability to motivate and engage others in promoting or adopting best practices in client services.
13. Ability to identify and improve services and client interactions through appropriate networks and to create innovative ways of addressing these in an accountable and transparent manner.
14. knowledge of anti-discriminatory/human rights regulatory environment and ability to advance strategies to foster an inclusive working environment and healthy organization respectful of cultural diversity and gender equality and free from harassment and discrimination.
15. Understanding of diverse cultural views especially within West Africa, being sensitive to group differences, gender issues, and ability to contribute to, advocate for, and/or develop policies that are gender-sensitive and responsive to various cultures.
16. Ability to foster a diverse and inclusive interactive work environment that can effectively bring together a wide spectrum of ideas and experiences to solve problems, develop projects/programs and improve results.
17. Ability and responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
18. Ability to remain objective in managing conflict regardless of cultural differences /positions, and gender differences, and encourage other staff to overcome cultural and gender bias and differences.
19. Understanding of the ECOWAS organizational structure, workplace culture, and dynamics.
20. Ability to apply knowledge of ECOWAS legal framework, strategic priorities, and operational standards to develop/modernize policies and programs and/or implement policies and programs in a sustainable and effective manner.
21. Well-developed business, social and political acumen, demonstrating a strong commitment to the vision and mandate of ECOWAS coupled with a broad knowledge of the economic, political, and social situations and trends in the Member States.
22. Sound judgment and decision-making skills on matters relating to policy and strategy development are important to the realization of the ECOWAS mandate and the improvement of outcomes for the Member States.
23. Ability to analyze reports as well as socio-economic and institutional dynamics and recognize areas of potential obstacles or challenges and develop innovative solutions or alternatives to address barriers and achieve strategic/operational priorities.
24. Ability to anticipate and interpret the effects of environmental changes (social, economic, and political), and their impact and make recommendations.
25. Ability to identify/address strengths and weaknesses, stimulate creativity, reduce resistance to change, and improve the achievement of strategic objectives.
26. Ability to make prudent decisions relating to the management of human, financial, and material resources.
27. Ability to actively listen and understand the perspectives of others to make informed assertions, decisions, or recommendations.
28. Ability to build multiple external collaborative relationships to support strategic and operational objectives; identify the key issues and accommodate the key players with well-thought-out communication and stakeholder management plans.
29. Ability to communicate with clarity and conviction, make compelling presentations that promote new insights, ideas, and perspectives and a better understanding of issues and challenges.
30. Exhibit active listening skills to encourage stronger communication amongst team members, show care and make them feel valued, and drive employee engagement in all institutions and agencies.
31. Excellent negotiation and conflict management skills focusing on building and nurturing effective and collaborative relationships.
32. Proficiency in information communication technologies (ICT).
33. Fluency in oral and written expressions in one of the ECOWAS official languages of the Community (English, French & Portuguese). Knowledge of an additional one will be an added advantage.
34. Ability to prepare plans set clear objectives in a consistent manner and have effective oversight of performance management practices to ensure that goals and standards are met.
35. Ability to set effective goals/results and manage change in a manner that demonstrates resilience, composure, and a positive outlook in an environment of uncertainty and ambiguity.
36. Ability to enable the development of organizational and individual talent throughout the implementation of strategic, operational, programme, project, and individual plans.
37. Ability to implement plans, mobilize/engage people, identify critical success factors, mitigate risks, monitor indicators and feedback, initiate corrective measures, and build capacities for sustainability.
38. Ability to institute rigorous monitoring, and evaluation practices and to learn from setbacks and mistakes to ensure continuous improvement.
ASSESSMENT METHOD: Assessment of qualified candidates may include a written exercise and a competency-based interview.
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