Latest Jobs at Centre for Communication and Social Impact

• The Director, Human Resources is a strategic mission-driven leader responsible for developing and executing human resources strategy in support of the overall mission and strategic direction of the organization.
• This includes overseeing talent acquisition, employee relations, performance management, organizational development, total rewards, and compliance.
• Reporting to the Executive Director and part of the Senior Management Team, the Director, HR will hold a critical role in a multicultural and dynamic organization, drafting and implementing Human Resources policies and guidelines based on DEI approaches to foster a positive, inclusive, and high-performance culture that aligns with the organization’s values and goals.

Responsibilities 

Strategic Human Resources Leadership:

• Develop and implement a comprehensive HR strategy that aligns with the organization’s mission, vision, and strategic objectives.
• Advise the Senior Management Team on HR matters, providing insights and recommendations on organizational design, talent management, and culture.
• Lead organizational change initiatives, ensuring that HR practices support and drive change effectively.
• Designing and implementing strategies for organizational effectiveness and design, diversity and inclusion, workforce planning and analytics, and employee engagement and retention.

Talent Acquisition and Management:

• Oversee the development and execution of recruitment strategies to attract, develop, and retain top talent across all levels of the organization.
• Work closely with Departmental Heads to ensure the organization’s workforce planning aligns with its strategic objectives and that there are robust succession plans for key roles.
• Oversee CCSI’s overarching recruitment, developing and implementing policies for sourcing, selection, and hiring, with an emphasis on consistently strengthening CCSI’s commitment to diversity

Performance Management and Development:

• Design and implement a performance management system that fosters a culture of continuous improvement and accountability aligned with both individual and organizational goals.
• Oversee employee development programs, including training, mentoring, and leadership development, to ensure the continuous growth of staff.
• Ensure that employee performance reviews are conducted regularly and that they are aligned with the organization’s goals and values.
• Support and advise managers and leadership team members in their efforts to build thriving teams and development plans.

Compensation and Benefits:

• Develop and lead the implementation of a competitive compensation and benefits strategy that attracts and retains talent while aligning with the organization’s budget and values.
• Lead the design and implementation of a structured grading system that aligns job levels with compensation, ensuring both internal equity and external competitiveness
• Address existing pay inequities by realigning salaries according to the newly developed grading structure and ensuring ongoing salary equity across all roles.
• Conduct regular market analysis and benchmarking to ensure that salaries and benefits are competitive within the sector, aligned with industry standards, and meet employee needs.
• Ensure the organization’s compensation practices are equitable and comply with local, national, and international laws.

Employee Relations and Organizational Culture:

• Foster a positive, inclusive organizational culture that supports employee engagement, productivity, and alignment with the organization’s mission.
• Lead efforts to manage and resolve complex employee relations issues, ensuring fairness and consistency in the application of HR policies.
• Serve as a trusted advisor to employees and management on matters of organizational development, culture, and employee engagement.
• Build open and welcoming internal communication channels, where information could be shared and understood by all staff members.
• Lead efforts to create a diverse and inclusive work environment, ensuring that diversity equity and inclusion in are key considerations in all HR processes.

Compliance and Risk Management:

• Ensure that all HR practices comply with applicable local, national, and international labor laws and regulations.
• Oversee the development and maintenance of HR policies and procedures that mitigate risk and promote compliance across the organization.
• Lead the organization’s response to audits and other compliance-related inquiries, ensuring all HR practices meet required standards.
• Work closely with Compliance unit head to ensure overall organizational compliance

Leadership and Team Management:

• Provide leadership, direction, and mentorship to the HR team, fostering a collaborative and high-performing HR function.
• Develop and manage the HR department budget, ensuring efficient use of resources in support of the organization’s goals.
• Cultivate a culture of continuous learning and professional development within the HR team.

Qualification

Essential Skills, Knowledge, and Experience:

• Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Minimum of 12 years of experience in HR leadership roles, preferably within the international non-profit, and aid sector.
• Proven track record of aligning strategic initiatives with business plans, delivering results with integrity, and building relationships of trust with senior leaders and stakeholders.
• Strong knowledge of international labour laws and regulations, as well as experience managing HR in multiple countries.
• Experience working with donor-funded organizations and understanding the complexities of donor compliance requirements.
• Experience in coaching and developing high-performing teams, facilitating change and innovation, and ensuring compliance with HR principles and practices.
• Exceptional leadership skills with the ability to influence and engage others at all levels of the organization.
• Excellent interpersonal, communication, and negotiation skills, with a strong ability to build relationships and work collaboratively across cultures.
• Demonstrated commitment to diversity, equity, and inclusion in the workplace.
• Experience in managing administrative functions, including facilities management and office operations.

Desirable Skills, Knowledge, and Experience:

• Professional certification in HR (e.g., SPHR, SHRM-CP/SCP, GPHR, CIPD, CIPMN,) is highly desirable.
• Experience in leading HR initiatives in rapidly changing and complex environments.
• Strong project management skills, with the ability to manage multiple priorities and deadlines effectively.
• Experience with HR information systems (HRIS) and data analytics to inform decision-making.

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• The Gender Specialist will play a key role in ensuring that gender considerations are effectively integrated into CCSI’s programs, policies, and operations.
• The role involves providing technical expertise, developing strategies, and implementing initiatives to promote gender equality and empowerment within the communities CCSI serves.
• The Gender Specialist will report to the Director of Programs and will work closely with program teams, partners, and stakeholders to ensure that all aspects of CCSI’s work are gender-sensitive and contribute to the advancement of gender equity. 
• This position is central to CCSI’s commitment to promoting gender equality and ensuring that all programs are inclusive and responsive to the needs of all genders. The Gender Specialist will play a critical role in advancing CCSI’s mission. 

Responsibilities 

Gender Integration and Strategy Development:

• Develop and implement a comprehensive gender strategy that aligns with CCSI’s mission and goals.
• Ensure that gender perspectives are integrated into all program designs, implementation plans, and monitoring and evaluation processes.
• Provide technical guidance and support to program teams to ensure gender-sensitive approaches are consistently applied.

Capacity Building and Training:

• Design and deliver training sessions and capacity-building activities on gender issues for staff, partners, and stakeholders.
• Build the capacity of program teams to effectively analyze and address gender-related challenges within their specific contexts.
• Develop training materials and resources that support the integration of gender equality principles into CCSI’s work.

Program Monitoring and Evaluation:

• Work with the M&E team to develop gender-sensitive indicators and tools for monitoring and evaluating program impacts on gender equity.
• Conduct gender audits and assessments to evaluate the effectiveness of gender integration in programs and provide recommendations for improvement.
• Ensure that data collection and analysis processes incorporate gender-disaggregated data to accurately measure program outcomes for different genders.

Advocacy and Partnership Development:

• Advocate for gender equality within CCSI and with external stakeholders, including government agencies, NGOs, and community groups.
• Build and maintain partnerships with organizations and networks that focus on gender issues to enhance collaboration and resource-sharing.
• Represent CCSI in gender-related forums, working groups, and conferences to promote the organization’s gender equity efforts

Business Development:

• Support the business development efforts in its bid to write award-winning and compelling proposals
• Lead on developing components that demonstrate an understanding of Gender constructs and framing, positioned with a diversity, equity, and inclusion agenda.

Policy Development and Implementation:

• Support the development and implementation of organizational policies that promote gender equality and prevent gender-based violence and discrimination.
• Ensure that all CCSI policies and practices are aligned with national and international gender equality standards and frameworks.
• Guide gender-related legal and regulatory requirements to ensure organizational compliance. 

Reporting and Documentation:

• Prepare reports, case studies, and success stories that highlight CCSI’s gender integration efforts and impacts.
• Document lessons learned and best practices in gender integration to inform future programming and policy development.
• Contribute to donor reports by providing detailed information on gender-specific outcomes and achievements.

Qualification 

Essential Skills, Knowledge, and Experience:

• Bachelor’s degree in Gender Studies, Social Sciences, International Development, or a related field (Master’s degree preferred).
• A minimum of 5 years of experience in gender programming, gender mainstreaming, on gender mainstreaming preferably within the international development or non-profit sector.
• Strong understanding of gender equality principles, frameworks, and tools, including familiarity with national and international gender policies.
• Proven experience in designing and implementing gender-sensitive programs and interventions.
• Excellent facilitation and training skills, with the ability to build capacity and raise awareness on gender issues.
• Strong analytical skills with the ability to assess and address gender disparities and barriers.
• Exceptional communication and interpersonal skills, with the ability to work effectively with diverse teams and stakeholders.
• Experience in advocacy and partnership development, with a track record of successfully engaging with external partners on gender issues.

 Desirable Skills, Knowledge, and Experience:

• Experience working in a multicultural environment, with an understanding of gender dynamics in different cultural contexts.
• Knowledge of monitoring and evaluation methodologies, particularly in the context of gender-sensitive indicators and data collection.
• Familiarity with gender-focused funding mechanisms and experience in writing proposals for gender-related projects.
• Proficiency in relevant software and tools for data analysis and reporting.