CO-GIZ 2020/038 

A.      Responsibilities

The Junior HR officer (in consultation with the Head of Section HR) provides support in 

• Dealing with all questions arising in this area 
• Identifying relevant problems and issues and assisting in formulating implementation-oriented solutions
• Supporting the identification of training and development needs and opportunities for all national staff as well as assisting in arranging suitable measures within/outside the country
• Further developing instruments and assisting in introducing innovation and change 
• Managing knowledge by disseminating and documenting know-how, experience and information 

 The Junior HR Officer performs the following tasks: 

 B.      Tasks 

 1.       Personnel recruitment 

The Junior HR officer (in consultation with the Head of Section HR) 

• Searches for suitable staff in accordance with the requirements for the positions (through identified existing GIZ HR resources in the country/region, assists with announcement of positions through appropriate print/electronic media) 
• Ensures relevant information is available/shared/uploaded in a timely manner for all interested candidates against announced positions 
• Supports recruitment process by preparing/compiling the applications received against announced positions for project/programme 
• Assists with personnel selection by evaluating applications, shortlisting candidates on the basis of the requirements or hiring criteria, obtaining references, organizing interviews, sending regret emails, etc. 
• Assists in personnel selection (e.g. written test, interviews, etc.) 
• Documents the selection process, archives the documentation and enters the data in existing HRM systems   

2.       Conditions of employment and HR support 

The Junior HR officer (in consultation with the Head of Section HR) 

• Draws up the appropriate contract based on national labour law and the material and formal conditions (limited/unlimited employment contract, distinction from appraiser contract, internship etc.) 
• Draws up the employment contract on the basis of the standard GIZ contract, local hiring conditions and the contents of the advertisement 
• Draws up internship agreement for GIZ office and projects/programmes and maintaining their respective files
• Shares relevant and accurate information with other sections to ensure correct processing of payroll, final settlement, etc. 
• Assists with all other organisational and administrative processing stages, e.g. monthly/yearly update of entries in SAP HR application for national personnel 
• Assists in maintaining information on hiring conditions for national personnel (compensation system, salary groups, model job descriptions, labour law, etc.) 
• Prepares and issues necessary letters on request of national staff e.g. experience, employment confirmation, bank account opening, visa, etc. 
• Draws up training agreement for national staff and ensure their filing in respective personnel file, where applicable 
• Processes quarterly overtime payments for all GIZ Pakistan eligible band 1 national staff 
• Processes end of contract/final settlements for national staff leaving GIZ and updates the health insurance company for their exclusion and updates other relevant systems accordingly 
• Processes salary advances of the national staff and ensuring the relevant documentation is complete 

3.       HR instruments and procedures 

The Junior HR officer (in consultation with the Head of Section HR) 

• Supports in implementing policies for national personnel 
• Contributes to the employment manual with relevant documents on current hiring conditions. In this context, he/she consults a lawyer specialising in labour law when requested 
• Assists in developing information material for new staff 
• Supports in implementation and compliance with GIZ’s national personnel policies and puts in place the corresponding HR instruments and procedures

4.     Training & development 

The Junior HR officer (in consultation with the Head of Section HR) 

• Supports in reviewing annual staff assessment and development talk forms for all national staff on yearly basis for identifying training & development needs of the country 
• Assists with preparing and updating an overview of training requirements for all national staff  
• Supports in identifying appropriate cost-effective training & development measures within/outside country in line with the overall requirements/needs for the national staff 
• Provides assistance in planning and organising training measures, including induction event for new staff 
• Ensures onboarding of new staff in line with standard procedure defined for the country 
• Supports with setting-up and regular updating of a database for documenting and monitoring trainings attended by national staff  

5.       Other duties/additional tasks 

The Junior HR officer (in consultation with the Head of Section HR) 

• Organizes/arranges/conducts meetings, trainings, events, interviews, etc. when required 
• Organizes/arranges materials for meetings, trainings, events, interviews, etc. when required 
• Prepares participation list for meetings, trainings, workshops, etc. when requested 
• Prepares cost distribution as per participation during trainings/workshops/events, etc. when required 
• Labels files in accordance with GIZ filing rules and ensures files are kept up-to-date 
• Files and updates documents in files when needed and assisting with filing documents in reference files or DMS in line with GIZ’s filing rules 
• Carries out the digitalization of personnel files 
• Supports the project/programme with regards to for NMA health insurance related matters and liaising with health insurance company 
• Provides technical-backstopping to the project/programme with regards to the electronic leave management system related issues/questions 
• Performs other additional tasks as assigned by the superior/management  

C.      Required qualifications, competences and experience 

 Qualifications 

• Bachelors’ degree in human resource management or business administration (with a focus on HRM) or comparable degree  

Professional experience 

• At least 2 years’ professional experience in a comparable position 
• At least 1 years’ experience related to planning and organizing training & development activities/measures for personnel  

Other knowledge, additional competences 

• Good working knowledge of ITC technologies (related software, phone, fax, email, the internet) and computer applications (e.g. MS Office)
• Basic knowledge of national labour and social law 
• Basic knowledge of HR management and good understanding of staff training and development, initial work experience desirable 
• Good knowledge of the English language, whereas knowledge of German language would be an asset 
• Strictly confidential handling of all HR issues 
• Willingness to upskill as required by the tasks to be performed – corresponding measures are agreed with management