Human Resources Coordinator – CAMEROON 

ALIMA PRESENTATION

**THE ALIMA SPIRIT:** ALIMA’s purpose is to save lives and care for the most vulnerable populations, without any discrimination based on identity, religion or politics, through actions based on proximity, innovation and the alliance of organizations and individuals. We act with humanism, impartiality and respect for universal medical ethics . To access patients, we are committed to intervening in a neutral and independent manner.

THE VALUES and PRINCIPLES of our action, enshrined in our CHARTER:

1. The patient first

2. Revolutionize humanitarian medicine

3. Responsibility and freedom

4. Improve the quality of our actions

5. Trust

 

 

 

6. L’intelligence collective

7. Environmental responsibility

ALIMA promotes and defends the principles of fundamental human rights. ALIMA has a zero tolerance approach towards people guilty of acts of gender-based and sexual violence as well as towards inaction in the face of alleged or proven acts of violence. The protection of those benefiting and impacted by our intervention is our top priority in everything we do. Anyone collaborating with ALIMA undertakes to:

• respect the charter, the code of conduct, institutional policies including the policy for protection against abuse of power and gender-based and sexual violence, the policy for the prevention of corruption and fraud;
• report any violation of policies, framework documents and procedures to a superior, a supervisor, a referent.

 

 

CARE – INNOVATE – TOGETHER:

Since its creation in 2009, ALIMA has treated more than 10 million patients, and today deploys its operations in 12 African countries. In 2021, we developed more than 60 humanitarian medical response projects to meet the needs of populations affected by conflicts, epidemics and extreme poverty. All of these projects support national health authorities through nearly 357 health structures (including 45 hospitals and 312 health centers). We work in partnership, particularly with local NGOs, whenever possible to ensure that our patients benefit from expertise where it is located, whether in their country or the rest of the world. Furthermore, to improve the humanitarian response, we carry out operational and clinical research projects,

THE ALIMA TEAM: More than 2000 people currently work for ALIMA. The field teams, closest to the patients, receive their support from the coordination teams generally based in the capital of the countries of intervention. They receive support from the 4 desk teams and the emergency and openings service team based at the operational headquarters in Dakar, Senegal. The Paris and New York teams are actively working on fundraising and representing ALIMA. The rest of the ALIMA Galaxy includes individuals and partner teams who work on behalf of other organizations such as the medical NGOs BEFEN, ALERTE Santé, SOS Médecins / KEOOGO, AMCP, the research organizations PACCI, INSERM, the Universities of Bordeaux or Copenhagen, the NGO Solidarités International and many others.

OUR COUNTRIES OF INTERVENTION : Mali, Burkina Faso, Central African Republic, Nigeria, Niger, Chad, Democratic Republic of Congo, Cameroon, Guinea, Sudan, Mauritania, Ethiopia, Ukraine

OUR PROJECT THEMES : Malnutrition, Maternal Health, Primary Health, Pediatrics, Malaria, Epidemics (Ebola, Cholera, Measles, Dengue), Hospitalization, Emergencies, Gender-Based Violence, Transversal Protection, mental health, …

ALIMA in CAMEROON

CONTEXT

The history of ALIMA programs in Cameroon

Present and active in Cameroon since 2016, ALIMA provides technical and material support to MinSANTE via support to health structures in responding to acute health and nutritional emergencies and epidemics. Since its implementation, ALIMA has significantly developed its interventions in response to the multiple crises that have destabilized the country, namely the Lake Chad Basin crisis and the Anglophone crisis. The organization now operates in 03 regions, namely the Far North, the North-West then the South-West with national coordination based in Yaoundé.

From Mokolo, where ALIMA carried out its first intervention in the country, the response gradually extended to other health districts for the implementation of emergency programs for populations victims of conflicts. Health, nutrition and response to epidemics are the sectors in which ALIMA has strong expertise in Cameroon; which has resulted in the implementation of around thirty projects in the departments of Logone-et-Chari and Mayo-Tsanaga in the Far North since 2016 and in the departments of Mezam and Momo in the North -West since 2020. Since August 2022, ALIMA has been operating in the Lebialem department of the South-West through the implementation of a project to provide medical and nutritional care to vulnerable populations victims of the crisis in the English-speaking area.

 

 

 

Thus, ALIMA provides a targeted medical and nutritional response adapted to the specific needs of populations affected by crises by allowing them to benefit from free, quality access to health care. To do this, ALIMA provides technical, material and HR support to health structures (CSI, CMA and HD) supported for the benefit of the most vulnerable populations. ALIMA also responds to emergencies (natural disasters, epidemics, etc.) as was the case during the cholera epidemic in 2022 in the far north.

In 2022, ALIMA implemented 5 projects in Cameroon, including 4 medical-nutritional projects and 1 epidemiological response project (Vaccination) via 11 donor financing contracts. In addition to the free and quality care provided to patients, the capacity building of health workers and supported health structures, ALIMA has been able to develop a real community anchor in its areas of intervention and a good knowledge of the specificities and security issues in these geographic areas which remain very volatile since the start of the crisis in 2014.

ALIMA will therefore take advantage of these experiences and the lessons learned, but also the relationships established with the community, community leaders and religious people and then the administrative authorities during the evaluation to carry out this project.

LOCATION OF MISSION: YAOUNDE CAMEROON with travel to projects

PROTECTION OF BENEFICIARIES AND COMMUNITY MEMBERS

Level 3: The position holder is responsible for implementing the recruitment process and may be required to make field visits. He·She may therefore be in contact with children and/or vulnerable adults. Therefore, a criminal record check or presentation of a certificate of good conduct will be necessary. In situations where it is impossible to provide a criminal record or a certificate of good conduct, a sworn declaration will be requested.

FUNCTIONAL AND HIERARCHICAL LINKS

Line manager: Head of Mission

Technical referent: HR Desk referent

Staff under his/her hierarchical responsibility: HR Manager/Admin in coordination, the HR Assistant and the house staff. He/She is functionally responsible for the HR aspects of Administrative Project Managers (RAP)

Collaborates with project coordinators (capital and field)

MISSION AND MAIN ACTIVITIES

Major Responsibilities

• Guarantee the proper management of the mission’s human resources in compliance with ALIMA’s administrative management framework and local legislation. To this end, be the ALIMA representative to the administrative authorities (Labor Inspectorate, Lawyer, Social Security, Taxes, etc.)
• Define, adapt, plan and supervise the implementation of the mission’s human resources policies, ensuring that they are consistent with the context, local legislation and operational issues.
• Contribute to the definition and implementation of the mission’s objectives, particularly concerning aspects related to the sizing of teams, the profile and the required HR capacity, the strengthening of staff skills in order to effectively achieve the objectives of the assignment.
• Be the focal point and advisor on HR issues to mission managers

Main tasks and responsibilities

1. Administrative management of the mission, legal monitoring

• Ensure that legal documents are updated for the proper functioning of ALIMA
• In collaboration with the other members of the coordination, in particular COFIN and CDM, ensure the annual registration of lease contracts and the terms of the house coordination and project contracts.
• Ensure legal monitoring of the mission by creating and maintaining a relevant information network, particularly on labor and tax legislation
• Ensure compliance with laws and regulations within the mission in its areas of responsibility (labor law, social and tax legislation, etc.)
• Contribute to the definition, validation, update/revision and ensure the application of HR management documents, procedures and policies on the mission (internal regulations, employment contracts, recruitment policies, etc.)
• Monitoring of bonus or incentive staff

1. Administrative Management of Human Resources

a) Recruitment

• Ensure the rigorous application of the recruitment policy on all bases and applied to all positions (from defining the need to archiving recruitment files)
• Train Project Admin Managers (RAP) in ALIMA procedures, good practices and recruitment techniques
• Participate in the recruitment process for base executives (HR validation)
• Participate in the recruitment process for base ETAMs upon request from the CP and/or RAP
• Make recruitment tests available to RAPs and team leaders when obligatory or recommended and requested
• Provide the RAPs with a general induction of ALIMA and the mission, support the updating of the project section and ensure that each employee benefits from this induction
• Ensure induction for all executives recruited by headquarters or in coordination and for all positions at level 12 and above
• Ensures that each new employee recruited at the base is briefed on the internal regulations, the code of conduct, the anti-fraud policy and the policy for the prevention of harassment and gender-based and sexual violence
• ensure that the induction process is understood by stakeholders and implemented on the mission (coordination and bases).

b) Employment contract and monitoring

• Ensure that personnel files are complete and kept in electronic format
• Implement efficient contract monitoring tools and ensure that RAPs use them (monitoring contract dates, leave, etc.)

c) Payment of salaries, taxes and social contributions

• Supervise the use of payroll software and train RAPs on their responsibilities
• Validate payroll each month for each base

d) Life and team composition

• Support the organization of monthly staff meetings
• Participate in staff representative/coordination meetings
• Participates in the resolution of work conflicts in collaboration with project coordinators, RAPs and team leaders

e) Operational management of Human Resources

• Support project coordinators and department managers in defining the composition of their teams
• Update and share mission organization charts with the bases, coordination and headquarters monthly
• Participates in the development of the mission’s budgets for the HR part (organization chart, salary, bonuses, etc.), international transport, rent.

1. Qualitative personnel management

a) Job Profile – Performance Objective Plan – Review

• Provide RAPs and team managers with standard job profiles
• Ensure the presence of updated job profiles for each employee and that each employee has read and signed them, support the RAPs and team manager in the event of a blockage
• Train team leaders in the use of POP documents and reports
• Check that team leaders set objectives at the start of the period and carry out staff reviews at the end of the period
• Analyzes staff assessments using a career path approach

b) Training and capacity building

• Contribute to the identification of training needs for mission staff
• Annually compile all training needs and develop an annual training plan for the mission
• Be proactive in identifying sources of funding for training, and in identifying collaborations with other NGOs and training organizations present in the country
• Be responsible for the training organization taking place in coordination or in the city of coordination
• Propose and anticipate staff secondments within other ALIMA missions
• Support the capacity building of all employees in support of team leaders
• Collect data related to training provided in the field and propose an analysis of this data
• Apply post-training monitoring and evaluation methods to measure their impact

1. Specific management of international staff

a) Administration

• In liaison with the Dakar administrative service, ensure administrative follow-up of international staff: arrival and departure dates, paid leave, passports, visas and plane tickets
• In collaboration with the Admin/HR manager, ensures the renewal of expatriate visas, security visas and/or all other legal documents required by the police and the ministry (Agreement, Agreement with the Ministry of Guardianship, Request for entry authorization, etc.)
• Monitor contract dates and draw the attention of line managers at least 3 months in advance
• Ensures the creation of international files and provides the necessary documents for those who do not have them (ALIMA card, mission order, residence permit, etc.)

b) Recruitment and monitoring

• Support the mission manager and project coordinators in planning breaks and provide a monitoring tool
• In collaboration with administrators, alert for intermediate and final reports
• Ensures the transmission of end-of-mission assessments and reports to the HR referent of the
• Supports the head of mission in the management of human resources of expatriate staff (conflict management, anticipation of recruitment, drafting of job profiles, etc.)

1. Team management and leadership

• Set up an HR department to coordinate with recruitment and training of a national team
• Define job profiles and performance objective plans for team members
• Carry out assessments of your team using a career path approach
• Facilitate training actions with a view to developing/strengthening team skills on HR and cross-functional themes.
• Propose and support job developments in accordance with ALIMA policies
• Propose and anticipate secondments
• Promote mobility (internal and external) of staff within the framework of current policies
• Identify the skills that team members must acquire to master their positions and organize training to strengthen them
• Organize and lead team meetings

1. Report

• Develop an evaluation report including the training needs expressed
• Produce the monthly HR report and related documents

1. Implementation of prevention measures against abuse of power, gender-based and sexual violence:

• Support the head of mission in the implementation of the abuse prevention action plan.
• Participate in training and awareness sessions
• Apply standards relating to the prevention of abuse, in particular the procedure for safe recruitment
• Ensure that team members follow training and awareness sessions and apply abuse prevention rules
• Contribute to creating and maintaining a fulfilling and protective environment.

This task description is not exhaustive and may be modified depending on the evolution of the mission . **

EXPERIENCES ET COMPETENCES

Formation :

• Training in human resources management or in the field of international solidarity

Experiences:

• Previous experience in humanitarian work, in positions of Finance and Human Resources Coordinator and/or Human Resources Coordinator
• Experience of at least 3 years in a similar position
• Experience strongly desired in emergency and degraded security contexts

SKILLS :

• Analytical skills and critical thinking
• Organizational skills, rigor and autonomy
• Editorial qualities
• Excellent computer skills (Word, Excel, etc.)
• Knowledge of HOMERE/HRIS software
• Ability to prioritize and work under pressure
• Adaptability and diplomacy
• Ability to work in a team in multicultural contexts
• Training and support skills

LANGUAGES :

• Fluency in French is essential
• Knowledge of English is an asset

CONDITIONS

Duration and type of contract : Fixed-term contract under French law for 6 to 12 months, renewable .

Taking position : ASAP

Salary : According to ALIMA salary scale + valuation of experience + Per Diem

ALIMA supports:

• Travel costs between the expatriate’s country of origin and the place of mission
• Accommodation costs
• Medical coverage from the first day of the contract to one month after the date of departure from the country of
• Mission for the employee and his beneficiaries
• Evacuation for the employee and his dependents

How to apply

To apply, please send your CV and Cover Letter.

Applications are processed in order of arrival. ALIMA reserves the right to close the offer before the deadline initially indicated if an application is accepted. Only complete applications (CV in PDF format + Cover Letter) will be considered.

Female candidates are strongly encouraged.

Lien de candidature: https://hr.alima.ngo/jobs/detail/10977?utm_campaign=Campagne+d%27offres+&utm_medium=Website&utm_source=relief+Web

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