Field HR Manager

Type of contract
Fixed term contract, 6 months – renewable. Availability from April 2026

Necessary requirements
Previous experience in HR Business Partner or HR Plant roles in structured and complex environments

The 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.
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.

The destination project will be assigned based on staff planning needs and taking into account any preferences of the candidates.

Main duties and responsibilities

HR Strategy

• Contribute to Workforce Planning activities in order to ensure the organization is staffed in line with short and medium term objectives (quantity, quality, skills, cost).
• Responsible 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
• Provide 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
• Facilitate constant and effective communication between various levels (project senior figures and FOD) functional to raising professional standards and human resources development.

Compensation, Benefits & Payroll Administration

• Responsible for activities related to payroll and personnel administration (prepares and manages employment-related documentation and makes any communications formally required by current regulations)
• Conduct periodic market analysis and surveys to assess Emergency’s positioning and competitiveness in the country, in terms of pay and benefits
• Process labor costs to contribute to the preparation of Budgets
• Suggest 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

Staffing & Recruiting

• On 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
• Ensure that new resource placements are supported by an adequate Onboarding process
• Act as local reference for the reception, insertion and Onboarding of International resources on mission at the Project.
• Activate 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

Referral Programme

As 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:

• Aware 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.
• Collect 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.
• Collaborate 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.

Learning & Development

• Provide 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.
• Promote 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.
• Coordinate and supervises the process of promotions ensuring the proper application of relevant policies and tools
• Contribute to replacement planning through Succession Planning activities that enhance the po