The SOS Children’s Villages Programme Director (CVPD) leads under the monitoring and guidance of National Office function staff the overall development and implementation of an SOS Children’s Villages Programme (CVP) in response to needs in one or several locations and in line with the vision, mission, values of the organisation. She/he represents the organisation towards governmental and non-governmental stakeholders in the location.   

The Human Resources (HR) Manager provides services, advice, controlling and maintenance to the National Director, Programme Heads and national key functions regarding HR in line with "Who we are” within the “HR Manual”, SOS Care Promise, “Code of Conduct”, “PSHEA”, “Gender policy”, “Child Protection Policy”, Strategy 2030 and the national Annual Plan. As a member of the National Management Team the HR Manager is actively participating in developing and implementing the national Annual Plan. S/he ensures the implementation of the Human Resources department plan, the SOS CV policies and guidelines. The HR Manager sees his/her supreme task in driving the further development of the organisation, also in terms of performance through ensuring qualified processes. The HR Manager ensures that all administrative issues are carried out in strict compliance with the national legislation and Labour Law as well as with SOS internal guidelines. S/he ensures cooperation and knowledge sharing with the HROD team. S/he is a member of the regional HR network of national Human Resources co-workers in the region.

Your tasks and responsibilities:

• Responsible for the development, coordination, control and evaluation of HR work within the Member Association. 
• Ensures the implementation of the HR Manual standards in the Member Association and is responsible in close cooperation with the line management for the development, implementation and evaluation of concepts according to the organisation’s HR Manual, global and regional standards, guidelines and local requirements.
• Ensures the implementation, review, adaptation, follow-up and further development of all standards, guidelines, systems and processes related to HR areas based on the HR cycle: Personnel Planning & Job Design, Recruitment & Selection, Onboarding, Learning, Development & Career Development, Performance Management, Compensation/Benefits Management, Phase-out/Retirement.
• Ensures that all HR standards, process related to Child and Youth Care practitioners in the Member Association are implemented and cooperates closely on this with the National Programme Development Director in implementation of SOS HR cycle.
• Leads the national Job Family development. S/he is established as owner and driver of the compensation process ensures the implementation of the system and yearly review including adaptation the national Job Family levels and salary bands, preparing the Manager Worksheet, organising and facilitating the performance conferences, requesting salary increase budget, including the salary data in the budgeting process.
• Has knowledge about the national salary market and salary trends as well as the general economic situation. 
• In addition to compensation, HR Manager is responsible for developing the entire benefits system of the National Association.
• Ensures all HR related documentation is up to date and in accordance with the local legislation. 

HR Digital Transformation Supervision 

• Keeps oversight of D365 and Connect SOS implementation and developments as well as collaborate accordingly with all parties involved.
• Responsible for driving digital transformation such as data collection, integration, migration and trainings as well as the flexibility to adopt all SOS digital technologies of choice. 

HR Training Market

• The HR Manager has to have an overview of the HR training market and trends. S/he is contact person for giving information concerning local and SOS trainings for all fields of personnel in the organisation; in the field of SOS Parents, Aunts/Family Assistants and Youth Care co-workers. The National Programme Development Director is content responsible person in this respect and the HR Manager is in very close cooperation with her/him. 
• Ensures the organisation and evaluation of supporting activities like supervision, coaching team development as well as engagement and satisfaction researches based on needs.
• Cooperates with outside training partners and ensures the co-workers are trained in accordance with the national legal requirements. 

Value Based Conduct

• Responsible for implementing and monitoring of Value Based Conduct policies and tools. S/he works closely with other functions in NA to build their capacity in implementing HROD strategic objectives and global policies, processes and projects of the Safeguarding principles and approved PSHEA regulation as well as Code of Conduct and gender policy. 

PSHEA

• Implements PSHEA regulation in the NA.
• Monitors the progress of the safe recruitment procedures in NA.
• Supports the capacity building on PSHEA regulation in NA towards co-workers. 
• Acts as Focal Person for PSHEA (prevention, reporting and responding part) in NA. 

Code of Conduct

• Implements, monitors and aligns with local legislation (if needed) processes of Code of Conduct policy. 

Child Safeguarding (CS)

• Carries out recruitment processes with a strong focus on preventing potential CS risks, including mandatory police and background checks. 
• Ensures that CS responsibilities are included in the job descriptions of all co-workers. 
• Ensures onboarding on CS reporting during onboarding programme of new co-workers.
• Responsible to raise awareness of the SOS Child Protection Policy principles and to prevent and protect children from all forms of abuse, abandonment, exploitation, violence and discrimination.
• Carries out CS risk assessment within his/her area of work and ensures that relevant actions are put in place to mitigate existing and possible CS risks.
• Responsible to report any CS suspicion, concern, allegation or incident immediately, following Child Safeguarding reporting procedures. CS reports should be made to the national CS focal person or any other member of the national CS team and/or to respective line manager.    

Your profile:

• Higher degree in relevant field;
• Minimum 3 years (preferably 5 years) of human resource management experience;
• Good skills in management, training, organization and evaluation, performance management;
• Good knowledge in Labor Code and Civil Code of Republic of Azerbaijan and able to work on EMAS;
• Strong negotiation, communication and networking skills;
• Leadership skills: able to organize trainings, events and team buildings.
• Good command of English 
• Hands-on computer software skills (MS Word, MS Excel, MS Power Point etc.) 
• Readiness to travel nationally and internationally as required 

Working conditions:

• Full time employment contract - 5 days working week, from 09:00 till 18:00;
• City: Baku, Str. Nizami 137;
• Gross monthly salary 1500 AZN;
• Registration of employees according to the labor legislation of the Republic of Azerbaijan.

Our offer:

Challenging assignment in an international NGO working environment where professional and human competence is in the foreground.

Interested? To apply please send your application (letter of motivation and CV) by June 20, 2024 at the latest to with the subject line “HR Manager”

Please, note that only shortlisted candidates will be contacted!

Please, also note that job announcements of SOS CV Azerbaijan are apublished only on jobsearch.az and www.azerweb.az sites!