Field HR Manager

ppType of contractbr/Fixed term contract, 6 months – renewable. Availability from April 2026 /ppNecessary requirementsbr/Previous experience in HR Business Partner or HR Plant roles in structured and complex environments /ppThe HR Field Manager is responsible for the correct application of EMERGENCY’s HR policies and procedures relating to the management of local staff employed at its hospitals.br/Working closely with national HR Officers, he/she will work to ensure the achievement of the organisation’s annual and strategic objectives through the recruitment, management and development of local staff and by supporting expat staff working within the project in resource management, raising awareness of the importance of performance evaluation and feedback. /ppThe destination project will be assigned based on staff planning needs and taking into account any preferences of the candidates. /ph3Main duties and responsibilities /h3h3HR Strategy /h3ulliContribute to Workforce Planning activities in order to ensure the organization is staffed in line with short and medium term objectives (quantity, quality, skills, cost). /liliResponsible for the proper application of HR processes, policies and procedures in the field (hiring, compensation, management, and training and development plans) in line with the annual plan and strategic plan /liliProvide the HR FOD Department with any information that may require policy changes/exceptions in response to project-specific priorities/needs, discussed and agreed upon with local Management /liliFacilitate constant and effective communication between various levels (project senior figures and FOD) functional to raising professional standards and human resources development. /li /ulh3Compensation, Benefits Payroll Administration /h3ulliResponsible for activities related to payroll and personnel administration (prepares and manages employment-related documentation and makes any communications formally required by current regulations) /liliConduct periodic market analysis and surveys to assess Emergency’s positioning and competitiveness in the country, in terms of pay and benefits /liliProcess labor costs to contribute to the preparation of Budgets /liliSuggest corrective action to the salary policy a/o compensation package structure to ensure its proper positioning and level of competitiveness to attract and retain the talent and resources needed to achieve Project objectives /li /ulh3Staffing Recruiting /h3ulliOn the basis of the staffing needs defined in the Budget, take action to initiate all the processes necessary for the insertion of resources: search and selection activities, relations with the labor authorities for the stipulation of employment contracts in compliance with the national law and with the Salary Policy defined by EMERGENCY /liliEnsure that new resource placements are supported by an adequate Onboarding process /liliAct as local reference for the reception, insertion and Onboarding of International resources on mission at the Project. /liliActivate locally with Internationals near their end of mission to collect any names of potential candidates to be referred to the International Staff Management Department FOD /li /ulh3Referral Programme /h3pAs an HR representative in the field, the HR Field Manager plays an active role in supporting International Staff Management (HQ) in the search for new international profiles. In particular: /pulliAware of open positions in international staff planning, he/she promotes a proactive approach to international staff on mission, particularly in the medical and nursing fields, encouraging the referral of personal contacts who are considered qualified and interested in filling vacant positions. /liliCollect and forward the names suggested by international staff to the central HR team, facilitating initial contact and providing any contextual information useful for evaluating the profile. /liliCollaborate with the International Staff Management team to ensure that referrals are handled in a structured manner, consistent with selection policies and in line with project needs. /li /ulh3Learning Development /h3ulliProvide specialized, organizational and bureaucratic support to the Heads of individual departments, from the planning stage to the evaluation stage of training offerings, in order to ensure their effectiveness, quality and responsiveness to the needs identified. /liliPromote career paths and suggests resource development plans to Project Coordinators and individual Department Heads in order to enhance their potential and increase their motivation and sense of belonging to the Organization. /liliCoordinate and supervises the process of promotions ensuring the proper application of relevant policies and tools /liliContribute to replacement planning through Succession Planning activities that enhance the potential of local resources and promote their progressive professional growth /liliWork as a coach and advisor with Proj