RAFIULLAH DANISH

Responsibility # 1: Staff management and supervision of the Human Resources Department (15%of time).

• Supervises and engages the team in discussions of organizational business plan and program priorities and resources (budget and other) required achieving set priorities.
• Works with the team to set annual performance metrics – both individual and team – so that each staff is aware of the results s/he is to deliver and identify resources needed to deliver on the priorities.
• With team, identifies specific training needs linked to organizational priorities (e.g. managing for results, orientation & GED); outlines how these can be addressed and monitors the effectiveness of staff development activities.
• Monitors team implementation of HRM process – in particular recruitment
• Ensures that the HRMIS provides accessible and reliable HR-related information and that the data is being analyzed to inform policy and practice, staff development priorities etc.
• Engages individual HR staff and the HR Team in regular performance conversations, and identifies areas where coaching and/or close supervision is required.
• Identifies opportunities to develop team effectiveness and engages the team in discussions about HR best practice (orientation, recruitment, managing for results, skills development and learning).
• Ensures the HR team members are fully aware of changes in HR Policy & Procedures and able to clearly explain these to all staff.
• Solicits feedback from CARE staff (in 1-1 and team conversations and via online surveys) to evaluate HR team performance.
• Follows-up on any recommendations made by internal and external auditors.
• Support and guide HR team in carrying out their day-to-day activities in an effective manner.
• Assess the HR expertise and identify development needs and improve the three capabilities through trainings, coaching, mentoring and other sources.
• Delegate the roles, tasks and duties in order to achieve the objective of the HR department
• Manage staff by guiding, Coaching, Instructing and motivating.

Responsibility # 2: Smooth operation of human resource management, coordination of performance management system and professional development plans and talent management. (15%of time).

• Manage performance management processes.
• Provide professional guidance for performance monitoring, review and feedback to program/department/project/unit heads at CO and Regional/Field Offices.
• HR team provides opportunities (either internal or outsourced training sessions or workshops) that help mangers and staff to build skills and confidence to engage in performance dialogues.
• Provides coaching and mentoring for Managers when there is indication that performance appraisals are not being conducted on a regular basis or when complaints suggest performance processes are not implemented in a fair manner.
• With HR team, and in collaboration with the respective Team Leads, update and standardize all existing job descriptions to reflect a culture of managing for results.
• Periodically assess and review CARE’s staff development policy and ensure its relevance and continuity.
• Organize Talent review sessions and ensure regular updating of talent database to ensure best possible talent availability pipeline
• Manage annual leave system.
• Resolving conflicts of HR and other staff through positive and professional mediation.
• Oversight on programs for capacity strengthening of female staff to promote women in managerial positions and manage/implement other women-focused programs.
• Help the SMT secure effective communications throughout the organization on the staff's employment, benefits and welfare related issues.
• After completion of the annual performance review, prepare an organization training plan which includes organizational, departmental and individual needs.
• Maintains and reporting on workplace health and safety compliance.
• Handling workplace investigations and disciplinary and termination procedure.

Responsibility # 3: Ensure timely recruitment, selection, placement and staff orientation. (15%of time)

• Oversee an open, impartial and effective system for recruitment process—pilot improvements if appropriate.
• Ensure timely recruitment, selection and placement of staff for vacant positions under these units and for newly created positions ensuring a minimum gap between vacancy and replacement.
• Oversee the entire onboarding and off boarding process to uphold CARE’s stature as a preferred employer brand which consists of timely staff orientation for all new recruits in order to provide them with basic organizational information and primary acquaintance with organizational policy, procedures, and culture.
• Ensure the standardization of all job descriptions, the grading process, recruitment reporting, and of the Job Evaluation process.
• Ensure staff MIS are properly maintained such as leave, medical/maternity benefits, retrenchment, confirmation, transfer, etc. and ensure an efficient and secure management of all HR department records and personal files.
• Build relationships and maintain professional and constructive contact with programs/ projects/departments/units and Regional/ Field offices, and keep them informed on staff issues.
• Ensure timely submission of any local or international report submissions as and when required.
• Manage induction process for new starters, including briefings on safeguarding policy, GED, PSHEA, HR Policies, Code of Conduct, Fraud and Corruption and Safety and Security and recorded in the personnel files.
• Make sure that all staff received 5 mandatory training from CARE Academy.
• Prepare recruitment plans.
• Prepare recruitment tracking systems and make sure it is shared every week with senior management team.
• Create an emergency candidate Roster to support the program team in onboarding staff urgently.
• Work on different strategies as succession planning, promotions, internal arrangement, Transfers, head hunting or typical recruitment) to fill out the human resources urgent need.
• Provide Exit Interviews quarterly reporting to CD.
• Provide monthly HR reports and statistical reports Country management and regional office.
• Conduct HR policies session annually to all staff to increase staff awareness on the policies.

Responsibility # 4: Salary & Benefits Management, Staff Discipline, Transition and employee welfare and wellbeing (15%of time).

• Provide a sound program of salary and benefits administration for the Country Office.
• Advise the SMT in maintaining a compensation policy able to attract and retain talent for the organization at different levels.
• Arrange to conduct periodical salary survey in the local employment market that includes other similar organizations in order to remain competitive and be an employer of choice.
• Provide accurate monthly pay roll information, annual increment and other salary change related information to the Finance Department.
• Ensure that pay levels are proportionate with market rates and recommend adjustments as appropriate.
• Ensure good employee morale and professional relations as far as practicable.
• Lead in all legal matters, staff discipline, staff grievances and handling investigations with confidentiality and initiate appropriate actions.
• Provide professional guidance in all cases of staff transition including staff separations.
• Supervises the work of the HR Officer managing Staff Life/Accident insurance coverage.
• In collaboration with other involved parties, address staff grievances, ensuring the staff person gets a fair hearing.
• Engages in periodic reviews of the external employment market to compare CARE salaries and benefits with those of sister NGOs and discuss findings with supervisor.
• Collaborates with CARMU to ensure measures are in place, so that CARE office premises (Kabul and provincial/district) and women and men staff are safe and secure; raise any concerns voiced by staff with CARMU.
• Makes counselling available (face-to-face or remotely in response to a particular critical event to address stress management and/or trauma.
• Make sure staff feel engaged through regular employee engagement survey, conduct wellbeing programs, communicate regularly new changes and decisions of CLT, award and recognition, promoting taking breaks, equal opportunities and fair treatment, regular staff meetings, regular visits specially to provincial offices. Meeting them in group and individually.
• After the annual surveys completed by HQ. based on the result prepare an action plan to improve the lowest rated areas and also to maintain one of the highest rated area.

Responsibility # 5: Handle strategic HR issues, HR policy development and enforcement (20%of time).

• Assist and advise the Country Director on all matters of HR strategic issues and to align CARE’s HR policies in order to achieve the strategic goals of the Country Office.
• Formulate organization HR policy Country Office; in line with employment law and best practices.
• Inform all staff and conduct awareness session if required for any policy and practice change.
• With HR Team, monitors the implementation of mission HR Policies/Procedures and responds to any instances where policies are not being implemented as expected; in particular, identifies and addresses conflict of interest issues.
• Provide leadership and direction for the implementation of remuneration programs and policies, provide oversight for analysis and recommendations for benefits and compensation related budget initiatives
• Support the senior management team with complex HR issues.

Responsibility # 6: Handling Legal matters, Financial management and other general responsibilities. (10%of time).

• Oversee HR-related administrative duties and ensure compliance and all legal obligations are fulfilled.
• Handle the legal matters of the Country Office including court cases in cooperation with the lawyers on retainer and keep the Country Director updated on all important issues.
• Handle all legal notices issued on CARE, organize timely response to those by obtaining information/support from respective projects/units /point persons; share with the CO lawyer, and follow up to ensure timely responses are given to all such legal instruments and proper actions taken.
• Remain updated on changes in the employment laws of the country, share new legislations with CD and SMT and ensure compliance with the latest country laws.
• Remain updated on GOB policy changes on issues affecting CARE and NGOs, and arrange prompt adjustments in policies and procedures to ensure the CO’s compliance with national law
• Provide legal issue related information and updates to CARE-USA as and when required.
• As a member of the SMT to contribute to CO visioning, program strategy development, and wider policy requirements.

Responsibility # 7: Champions Gender Equality and Diversity (10%of time).

• CARE’s staff profile is reflective of the communities that CARE serves; and women have voice and agency in the workplace.
• Develop and monitor Equal Opportunities & Diversity
• Takes specific actions so that HRM processes support the recruitment and retention of women in the workplace.
• Promote Gender equity promotion strategy and make sure staff adhere to.
• Assigns HR staff to work with the Program Gender Advisor to deliver on organizational priorities identified in the annual gender plan.

Human resources administration & policy

• Advise on, monitor, and present HR policies across the Afghanistan country program
• Update organizational HR policies and procedures in line with employment law and best practice
• Provide leadership and direction for the implementation of remuneration programs and policies, provide oversight for analysis and recommendations for benefits and compensation related budget initiatives
• Develop and monitor Equal Opportunities & Diversity
• Provide strategic advice on HR and facility management matters to the Country Director
• Ensure that the National Staff HRM policies are in place and adhered to
• Ensure proper HR administration with policies and practices in line with local legislation
• Support the senior management team with complex HR issues
• Provide training, capacity building and guidance to human resources staff
• Ensures consistent application and execution of War Child's policies in hiring, termination, Disciplinary & Grievance
• Advise on terms and conditions of employment.

Staff management

• Manage, develop and support HR staff through a performance-based line-management system, dealing effectively with any performance issues.
• Delegation of roles, tasks and duties in order to achieve the objectives of the HR department
• Manage staff by guiding, coaching, instructing and motivating
• Develop staff within and outside the HR team
• Advise on visas and travel arrangement bookings for UK and international staff.
• Book and arrange inductions, travel for any newly recruited international staff

Processes & reporting

• Manage induction process for new starters, including briefings on Child safeguarding policy
• Create and maintain staff folders and HR Database, ensuring compliance with data protection
• Manage annual leave system and other staff leave
• Manage performance management processes
• Advise on disciplinary and grievance matters where required.
• Any other relevant tasks as assigned by the country director.

• Ensure HR policies and procedure are implemented by all staff
• Provide General HR rules and procedures guidance to all staff
• Prepare the recruitment Plan
• Provide Effective input on the development of proper selection tool to improve the ability to get qualified candidate to fill in the post
• Develop and recommend improvements for transparent recruitment process
• Develop and Maintain HR Information system for recruitment & Selection
• Oversee recruitment processes and procedures, and monitor overall recruitment functions
• Review job descriptions and ensure that classification of post is consistent with organization policies
• provide Weekly and quarterly report to senior management.
• Make recommendations to senior management on ways to improve recruitment procedures
• Update and Maintain the Master List of Akturk all staff.
• Update and Maintain the Leave Management System (Leave Tracker)
• Ensure to provide monthly action report to Finance for payroll regarding staff changes
• Handle Probationary and Performance Management System
• Handle the timely training of staff such as new hire orientation, code of business conduct, workplace harassment, Gender Equity
• Respond to all personnel and performance issues in an effective and professional manner.
• Provide any other related support needed by Senior HRManager.
• Completed termination paperwork and exit interviews.
• Documented and maintained digital files of employees to standardise process.
• Oversaw job fairs to bring in local talent for long-term and seasonal positions.
• Analysed market data to create competitive compensation and benefits packages.
• Used staff survey findings to implement enhanced working conditions and practices.
• Created succession plans and promotion paths for staff.
• Developed bonus and incentive programmes to drive employee performance.
• Educated line managers on policy and process changes for implementation.
• Held company-wide town hall meetings to convey updates.
• Advised line managers on correct disciplinary procedures for compliant issue resolution.
• Facilitated new hire on-boarding programme by scheduling training initiatives, resolving issues and processing paperwork.
• Reduced staff turnover through improved performance development programmes.
• Conducted workforce planning and benchmarking to meet company needs.
• Provided strategic direction for human resources management team.
• Any other relevant tasks assigned by the company CEO.

• Supervision, oversight, mentoring and coaching of the HR Officers in Kabul who are responsible for the daily operations of Human Resources, including Recruitment and Selection, Pay & benefit, HRIS and Data Management, Performance Management, Training and Development
• Provide support to supervisors and staff to develop the skills and capabilities of staff
• Monitor staff performance and attendance activities
• Coordinate Staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff
• Provide information and assistance to staff, supervisors and council on human resource and work related issues
• Prepare monthly payroll for all provincial office and main office
• Ensure that the Induction system is followed and provided by the relevant managers to the new employees within one week of commencement of the contract
• To ensure that recruitment, hiring, documentation and HR data base is up to date, with personal involvement in salary negotiations for new jointers Ensure that all global and local procedure all followed in recruitments (Reference Check, Criminal Record)
• Performance management is conducted within defined principles of fairness & objectivity & that performance gaps and training and development plans are managed appropriately
• Works with internal audit and line managers to investigate cases of fraud and non-compliance
• Assist the line managers in following up with the performance management, and preparation and monitoring of performance improvement plans
• Coordinate with Country Office and Provincial HR Officers and provide guidance on policies and procedures
• Monitor HR activities in sub-offices for consistency with policies and HR best practices, providing support, mentoring & coaching as necessary
• Prepare certificate, appreciation letter and visa letter on regular basis as requested
• To process an accurate and complete payroll, ensuring that employee salary and remuneration is processed in a timely manner, including processing of all changes to payroll
• Verification of merit increases, promotions, transfers, etc., processing changes through payroll and notification to staff of changes in salary
• Supervise the processing of timesheets, and effortreporting
• Ensure that approved overtime is calculated and paid in a timely manner, while providing an overview of overtime worked to ensure compliance with country labor law
• Maintain accurate records of all payroll transactions
• To prepare accurate quarterly effort report of all Kabul staff to finance on due date
• Administer employee benefit plans, ensuring that employees receive their benefit entitlements within a timely manner
• Handle the National and International Leave trackingsystem
• Arrange the Medical committee and process the documents from all provincial offices
• Super user for HRIS (Human Resource Information System)
• Provide monthly statistical report to HRD
• Tracking the leaves of National and Internationalstaff
• Perform other related duties as required.

• Keep national staff files and HR database up-to-date and handle Kabul national staff administrative management
• Under the supervision of Deputy HR Director & Capital HR manager and with the support of the HR assistant
• Handle Kabul national staff administrative management:
• Prepare the monthly payroll for Kabul staff
• Participate to national staff recruitment
• Assist in expatriate staff administrative management
• Participate in the activities of HR department
• Report to the HR Manager all requests from the staff
• Assist the HR Manager in the internal communication of HR issues
• Contribute to the organization of general meetings with the staff and write the minutes
• Participate to HR meetings and contribute to improvement of HR policies and procedures

• Communicated and enforced HR policies to team members, cultivating compliant and satisfied workforce.
• Oversaw recruitment process and onboarded new staff.
• Oversaw exit interviews and off-boarding process for resigned and terminated employees.
• Organised company-wide team-building events to boost employee morale.
• Addressed employee conflicts, following corporate procedures for timely resolution.
• Controlled design and distribution of employee satisfaction and exit surveys, extracting and addressing key findings.
• Negotiated employment contracts and agreements to attract and secure best industry talent.
• Advised senior management on employee corrective actions.
• Advised on contract and salary obligations to meet business and employee requirements.
• Analysed team performance and productivity data to identify vocational training requirements.
• Implemented improved staff development initiatives for maximised employee retention.
• Reduced staff turnover through improved training and incentive schemes.
• Investigated and documented workplace grievances to eliminate future incidents.
• Coordinated staff performance and productivity assessments.
• Coordinated reference and background checks for compliance with right-to-work guidelines.
• Digitalised specialist learning resources and activities to increase accessibility.
• Coached and mentored colleagues to deliver high quality learning sessions, identifying areas for improvement and providing detailed feedback in 1:1 meetings.
• Tailored training around work-related goals to achieve job progression and satisfaction.
• Increased employment development prospects through targeted training schemes.
• Responsible for managing the employee personnel files.
• Keep and update the HRIS.
• Any other relevant task assigned by line manager.