is the focal point for operative HR questions, specifically recruitment and selection, contract issues and professional development measures
is responsible for implementing HR procedures as required, specifically operational and administrative tasks
implements national personnel policies in line with local conditions and in collaboration with the Head of Human Resources.
acts independently and integrates others who have been assigned HR tasks
advises employees from all projects on basic HR policy issues
assumes conceptual and coordination tasks in HR management on behalf of the country director
The HR Officer organises and directs the recruitment and hiring process in accordance with GIZ standards.
advises managers on drawing up requirement profiles and formulates appropriate job descriptions in consultation with them
grades positions together with the manager based on the profiles developed and sets benchmark values for appropriate remuneration levels in individual cases
searches for suitable staff in accordance with the requirements for the positions (identifies existing GIZ HR resources in the country and/or region, writes job advertisements and ensures publication in appropriate print and/or online media)
evaluates applications received and shortlists candidates on the basis of the requirements or hiring criteria, obtains references, and conducts preliminary discussions
organises personnel selection (e.g. applicant interviews) and advises if necessary on selection
notifies unsuccessful applicants, documents the selection process, archives the documentation and enters the data in existing HRM systems.
assigned by the Search Committee with the status and authority to ensure all aspects of the recruitment process are fair and unbiased and in compliance with Affirmative Action and Equal Opportunity laws
Preparing Offer Letters
Conditions of employment and HR support
The HR Officer ensures contract processing and assists staff on all HR matters. He/she
determines the appropriate contract based on national labour law and the material and formal conditions (limited/unlimited employment contract, distinction from appraiser contract, internship etc.)
deals with all other organisational and administrative stages in processing, e.g. weekly/monthly update of entries in SAP-HR for national personnel
maintains information on hiring conditions for national personnel (remuneration system, salary groups, model job descriptions, labour law etc.), updates this and informs managers
weekly/Monthly Update on National Personal Files in DMS
maintenance of Archiving for national personals personal files and personal documents.
The HR Officer
Concerning Nationally Employed Personnel
ensures that agreements the remuneration system are followed.
prepares standard employment contracts according to specifications in the service request.
ensures that the employee have a copy of the contract and that the original document is kept in the employee’s personnel file
manages personnel files
updates and gives information to the Management regarding all issues concerning national personnel (Remuneration system, wage groups, model job descriptions etc.)
SAP/HR Application for national personal
The HR Officer
provide reliable information on all personal and contract data
carry out detailed analyses of salary structures;
monitor contract terms.
insurance cover provided under GIZ’s group accident policy
provides access to GIZ mailbox, intranet and DMS (expires at contract end)
participation in the staff survey (MAB)
use of SAP (expires at contract end)
Other duties/additional tasks
The HR Officer
coordinating with RMO for registering the national personal in GIZ with Local authorities.
Provides competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain superior staff.
checks the names of national personnel against the sanction list (Black List)
fully maintenance of overtime claims, overtime request and final overtime calculation for final payment
performs other duties and tasks at the request of management
C. Required qualifications, competences and experience
BA/MSc in business administration, university degree in law/ politics, economics or sociology (if possible with a focus on HR management) or similar area
Other knowledge, additional competences
4+ years’ in Human Resources
good working knowledge of ITC technologies (related software, phone, fax, email, the internet) and computer applications (e.g. MS Office), HR-SAP is an asset
good knowledge of national labour and social law for Iraq including the Kurdistan Region
experience in advising on HR issues
impressive track record in a service provider and governance role
excellent English language skills
very good knowledge of the European language widely used in the country, ideally knowledge of German
awareness of how to handle HR issues appropriately (confidentiality, data protection)
willingness to upskill as required by the tasks to be performed – corresponding measures are agreed with management