Human Resources Manager

Strategic HR Leadership

• Leads the development and implementation of HR strategies that directly support country strategy and organizational effectiveness
• Actively contributes to country strategy formulation as a CMT member.
• Translates global HR strategies into country specific HR plans and actions.
• Provides forward looking HR advice to the Country Director ELT and senior managers.
• Anticipates workforce risks and opportunities and proposes evidence-based solutions.
• Leads and supports organisational change restructuring and growth initiatives

HR Advisory & Organisational Design

• Acts as a trusted HR advisor strengthening leadership decision making and ensuring effective organisational structures.
• Advises managers on complex employee relations and performance matters.
• Ensures consistent and fair application of HR policies and procedures.
• Partners with managers to design and optimize organisational structures and job frameworks.
• Builds strong working relationships with external HR service providers.
• Demonstrates sound judgment in handling sensitive HR issues.

Compliance Risk & Governance

• Ensures full compliance with internal policies donor requirements and national labour legislation while managing HR risk.
• Applies strong knowledge of labour law and donor compliance requirements.
• Manages disciplinary cases grievances and conflict resolution professionally and confidentially.
• Maintains high standards of confidentiality and ethical conduct.
• Identifies HR risks and implements mitigation measures.
• Contributes to audits and ensures audit ready HR systems and documentation.

HR Operations & Systems Management

• Ensures efficient accurate and compliant execution of HR operations and systems.
• Oversees recruitment onboarding contracts personnel files payroll coordination and benefits administration.
• Ensures reliability and accuracy of HR data records and reporting.
• Establishes efficient HR processes aligned with global and country standards.
• Uses HR data and analytics to inform decision making.
• Monitors performance of HR service providers against agreed standards and budgets.

People Management & Leadership

• Leads develops and motivates the HR team to deliver high quality HR services and continuous improvement.
• Provides clear direction objectives and performance expectations.
• Conducts regular coaching feedback and performance reviews.
• Supports professional development and career growth of HR team members.
• Encourages collaboration accountability and inclusion.
• Works effectively with Regional Office Managers/Representatives.
• Supports the onboarding of Country Council members.

Talent Recruitment & Performance Management

• Ensures SNV attracts develops and retains high quality talent to deliver sustainable impact.
• Leads workforce planning based on project and organisational needs.
• Oversees fair transparent and inclusive recruitment processes.
• Ensures effective onboarding and induction of new staff.
• Coordinates performance management cycles and supports managers with performance improvement.
• Identifies talent development and succession needs in collaboration with leadership (Country Director ELT Senior Managers and CMT).

Learning Development & Staff Wellbeing

• Promotes continuous learning staff wellbeing and a safe respectful working environment.
• Develops and implements learning and development plans aligned with SNV priorities.
• Promotes staff wellbeing safeguarding and duty of care.
• Supports staff engagement and motivation initiatives.
• Works closely with administration team on health safety and wellbeing matters.
• Responds proactively to employee feedback and engagement data

Compensation & Benefits Management

• Ensures competitive compliant and equitable reward systems.
• Develops and maintains national staff personnel policies aligned to global frameworks.
• Implements international staff terms and conditions in line with global policies.
• Ensures compensation and benefits are competitive within the local labour market.
• Applies sound financial judgment in compensation decisions.

Qualifications :

Education

• Masters degree in human resource management Organisational Development Business Administration or related field.

Work Experience

• 810 years of progressive HR experience preferably in an international NGO or development organisation.
• Minimum of five years experience in a managerial or senior-level HR leadership position.
• Proven experience managing HR teams.
• Experience working in multicultural environments.
• Strong knowledge of labour law and HR best practices

Skill and Competencies

• Strong analytical and HR reporting skills
• Excellent people management and coaching abilities
• Strong communication and stakeholder management skills
• Financial insight and budgeting understanding
• High integrity confidentiality and ethical standards
• Strategic thinking and leadership
• Strong planning and organisational ability.

Core Values & Behavioral Expectations

• Respects and promotes diversity equity and inclusion
• Demonstrates collaboration and teamwork
• Maintains a strong service orientation
• Shows commitment to SNVs mission and development impact

Additional Information :

Additional Information

Contract Type: National

Expected start date: May 01 2026

Duty Station: Addis Ababa Ethiopia

Contract Duration: One year with the possibility of extension based on performance and budget availability.

How to Apply
If you believe that your credentials meet the outlined profile we invite you to apply by uploading your CV and a letter of motivation before/on the 4th of March 2026. Please submit your application only via Smart Recruiters. All information will be kept in the strictest confidentiality. 
If we see that your experience and skills match the requirements of the position we will contact you to advise on the next steps in the recruitment process.

Working at SNV  
SNV offers a challenging work environment opportunities to lead and innovate and a commitment to growing your skills in a fulfilling and diverse working environment. Our staff benefit form and contribute to an internal and global network of experts.

At SNV inclusivity is at the heart of our ethos. We celebrate the diversity of our workforce and uphold a policy of non-discrimination based on factors such as disability status religion ethnic origin gender sexual orientation and more.

Vetting
SNV carries out rigorous background and reference checks concerning possible safeguarding incidents for all candidates applying for both national and International determined positions. As SNV participates in the Inter-Agency Misconduct Disclosure Scheme all reference checks include a request to past employers to fill in a questionnaire regarding Misconduct (sexual exploitation sexual abuse or sexual harassment) the Statement of Conduct. This Statement of Conduct adopts the definitions used in the Scheme. 

SNV is an equal opportunities employer and female candidates are encouraged to apply.

We do not appreciate third-party mediation based on this advertisement.

Remote Work :

No

Employment Type :

Full-time