Background:
In response to the earthquake of January 12th, the CRS/Haiti Program’s staffing situation has increased significantly from approximately 300 to over 800 at present. Consequent to this dramatic growth, the demands on the Human Resources Department of CRS has also increased necessitating the need for a Deputy HR Manager to provide the administrative, technical, and continuous operational support required by a staff force working out of 3 large offices in the country (2 in Port au Prince and 1 in Les Cayes) and 4 smaller offices: Port au Paix, Gonaives, Jeremie, Miragoine

Primary Responsibilities:
The Deputy Human Resource Manager (DHR) will directly coordinate following Human Resource functions (Staff Care, Human Resource Development and Employee Relations) for CRS/Haiti.

Job Responsibilities:

Staff Care:
1. Oversee and coordinate psychosocial activities. This will include the following activities -
a. Assess and determine staff psychosocial needs, obstacles to serving these needs, and strategies for overcoming these obstacles
b. Provide direct services to staff: identify staff in stress, assess and offer support to staff, debrief with staff following critical incidents, refer staff to available resources as appropriate.
c. Identify and maintain a resource/referral list to address staff psycho-social needs. Determine the profile of such referrals considering the needs of a diverse staff (language, gender, and expertise/specialty). Contribute to identifying, assessing, and interviewing such referrals.
d. Advice and guide psychosocial referrals/resources on strategies and practices.
e. Collect and disseminate appropriate psychosocial materials and best practices provided by psychosocial and NGO networks and attend psychosocial meetings arranged by these networks in Port au Prince.
2. Coordinate and actualize the Staff Self-Care & Wellbeing Team Initiatives to ensure all activities are being rolled out swiftly and efficiently across all departments
3. Develop and plan leisure and down time activities for staff that will contribute to self-care and team building goals.
4. Develop and facilitate a self-care/stress management orientation for current and new staff.
5. Coordinate with Managers and relevant staff to ensure that Supervisors are properly trained on stress management for themselves and for the staff they supervise.

Staff Development:
1. Ensure full implementation of CRS’ performance management system (performance planning, two coaching sessions, performance appraisals), duly respecting deadlines.
2. Developing, implement, evaluate talent management programs that include assessing talent, developing talent, and placing high-potential employees.
3. Develop, implement, and evaluate succession planning tools and process.
4. Conduct a needs assessment to identify and establish priorities regarding human resource development activities
5. Select and implement employee training programs from CRSLearns to increase individual and organizational effectiveness.
6. Take primary responsibility for staff induction and orientation.
7. Actively promote the use of CRS Learns and other on-line learning opportunities offered by CRS.
8. Train managers and heads of departments on CRS’ performance management system to ensure it is effectively used.
9. Analyze training needs in conjunction with managers and heads of departments.
10. Develop an annual staff development strategy that is submitted and approved by the Deputy Country Representative/Operations, and shared with staff.
11. Submit year end reports of CRS/Haiti’s staff development strategy to the Deputy Country Representative/Operations.

Employee Relations:
1. Ensure that employee and labor relations activities are compliant with Haitian labor laws and regulations.
2. Resolve employee complaints involving employment practices, utilizing professional resources for example legal counsel, mediation/arbitration and investigators from the CRS accountability team.
3. Develop employee relations programs (for example, awards, recognition, discount, special events) that promote a positive organizational culture.
4. Implement employee relations programs that promote a positive organizational culture.
5. Assess organizational climate by obtaining employee input (for example, focus groups, employee surveys, staff meetings or the CRS Management Assessment Tool (MQAT))
6. Evaluate effectiveness of employee relations programs through the use of metrics (for example, exit interviews, employees surveys).
7. Administer, and evaluate grievance/dispute resolution and performance improvement policies and procedures

Emergency Competencies:
Each CRS staff member working in emergencies is expected to use the following competencies to fulfill his or her responsibilities and to achieve the desired results.
1. Communicates strategically under pressure
2. Manages stress and complexity
3. Actively promotes safety and security
4. Manages and implements high-quality emergency programs

Key Working Relationships:
Internal: Head of Human Resources Department, all Head of departments and staff, Benefits and Compensation Officer, Recruitment Officer, HR Officer Les Cayes

External: HQ Workforce Development Unit, Robin Contino ,HR Cluster, INGOs, Appropriate Government Authorities including labor office, CRS’ Legal Counsel.

Qualifications:
1. Bachelor’s Degree required, Master’s degree preferred (Human Resource Management, Psychology, Health, Social Work Education, Sociology, or related field) or equivalent experience.
2. At least 5-8 years experience in Human Resource Management, health or psychology. Experience with psychosocial practices strongly preferred.
3. Knowledge of psychosocial and staff care issues.
4. At least 3 years experience in instructional Design/Training/Knowledge Management.
5. Supervision experience
6. Demonstrated ability to establish trust with and relate to a diverse staff
7. Proficiency in English, French and Creole language both in verbal and written communication
8. Very strong interpersonal and communication skills
9. Strong organizational skills and attention to detail
10. Creative