DESCRIPTION
The position of Human Resources Manager in the HQ Office is designed to serve as an organization-wide point of reference on all HR functions to strategically stabilize and strengthen the organization. Using expertise in a variety of HR areas; such as recruitment, employee relations, development and training, etc. He/she strategically partners with management and other HR professionals across Coptic Orphans to provide talent management and retention solutions. The HR Manager is to help develop and execute integrated HR programs and initiatives that support Coptic Orphans’ mission and objectives, and drive employee engagement across the organization. With expertise on talent acquisition, management, and retention, along with the necessary supporting functions, the incumbent leads the efforts on: recruitment processes, position analysis and talent matching, salary and benefit analysis and market research, employee relations and incentives, and, workforce development. Through objective intervention, he/she advises management on best practices on HR issues impacting the organization, such as performance management, training and development, and retention tools and systems.

Essential Functions and Responsibilities
I. Talent Recruitment and Acquisition
Understand the organizational culture and identify areas of strength and needs to ensure the needed talent is sought and acquired.
Identify new/additional and effective economic channels for job advertising and promoting in each of the countries where Coptic Orphans operates to cost-effectively attract the best candidates; monitor results keeping records for future reference, and communicate them to management and hiring supervisors.
Objectively and skillfully review each application to identify the best match between applicants’ talents, profiles and qualifications, and the needs of the position, department, and the organization; keeping in mind the match of the culture and fit for the organization and its mission.
Conduct candidate screening and interviews to identify the top candidates for additional interviews, ensuring potential mismatches are eliminated based on qualifications, professionalism and culture fit; and understanding as well as communicating information on how to bring in the best talent.
Follow through and see the selection and hiring process to completion; acquiring professional references, communicating with candidates, offer negotiating, etc.
Recommend ongoing improvements for effective employee-manager relations and employee satisfaction to achieve a more productive, effective, efficient and committed workforce.
II. Talent Management and Retention
Lead the Talent Management efforts to support a culture of excellence and service; promote and develop a culture of high engagement and high performance, and build relationships for longevity.
Work with management and staff to create an environment that fosters positive and productive interactions and effective communications, as well as safe and productive methods of working through conflict and issues of concerns. Assess and recommend needed improvements for effective employee relations and employee satisfaction to boost productivity, effectiveness, efficiency and commitment of the workforce.
Perform periodical position analysis for existing positions, and develop new position descriptions, based on talent and needs, assessing current staffing needs and envisioning future growth needs, both in talent and function.
Conduct market research on pay and benefits compensation, employment and industry market trends for each country office; assist in creating and maintaining a position-grade system and aligning pay-range for each position in each country. Establish an ongoing system of evaluating and recommending pay and benefit vs. market, ensuring equity and consistency.
Recommend and develop efficient incentive programs and systems for talent retention. This includes making recommendations on improvements in the work environment; strengthening employee morale, loyalty, longevity and workforce stability.
Manage and advise administration on employee relations, conflict resolution, training and development needs, and fostering trust across the organization.
Lead performance management efforts across the organization, following through on annual, semiannual and probation performance reviews, feedback systems and tools, management responsibility for developing employees, employee accountability, etc. Communicate effective ways of managing performance to managers and facilitate employee-supervisor dialogues.
Assist management with coaching and counseling employees on proper professional conduct, clear expectation, development and growth potential.
III. Processes Management and Compliance:
Develop, maintain and communicate data analytics to evaluate processes and recommend improvements.
Working with management and other countries HR personnel, ensure compliance with all legal, governmental, and organizational regulations and policies; such as Equal Opportunity Employment compliance; pay and compensation regulations, OSHA, various countries labor laws, etc., in addition to organizational policies.
Establish, maintain and update Human Resources policies, process and procedures as well as the recruitment processes to be followed consistently. Maintain and update employee handbook, HR manual, and other policies pertaining to HR.
Required Education, Experience, Knowledge and Skills
BA or MA in human resources management, organizational psychology, business administration, or related field. MA substitutes for 2-3 years of experience.
A minimum of 10 years of professional experience, with 7 years of progressive experience as a Human Resource Management professional. Nonprofit exposure is a plus.
Proven track record of successful HR Management with strategic approaches. Experience with the Coptic Community and understanding its culture is a great plus and will be highly regarded.
Outstanding soft skills to include; people skills, conflict management, negotiation, mediation, facilitation and problem solving skills.
Excellent ability to ‘naturally’ preserve strict confidentiality and exhibit good discretion.
Exceptionally effective communication skills with excellent command of English. Arabic reading is a plus.
A strong analytical and problem-solving skill is a must.
Candidate must be an energetic and positive, results oriented professional; with outstanding organizational skills, good judgment with ability to coordinate multiple responsibilities efficiently.
Experience in an international setting is highly regarded and preferred.
BENEFITS

In addition to a base salary, employee benefits include medical, dental and vision coverage; life insurance; 403(b) retirement plan; short & long-term disability insurance; and a Health Savings Option.

LEVEL OF LANGUAGE PROFICIENCY
Spoken Arabic a plus

PROFESSIONAL LEVEL
Managerial

MINIMUM EDUCATION REQUIRED
4-year degree

HOW TO APPLY
info@copticorphans.org