JOB OFFER
As part of its humanitarian activities,
the French association Première Urgence Internationale is looking for:
A HUMAN RESOURCES COORDINATOR

Background:
Première Urgence Internationale (PUI) is a
non-profit, apolitical, and secular non-governmental organization dedicated to international solidarity. Its objective is to meet all the basic needs of

civilian victims endangered, marginalized, or excluded by the effects of natural disasters, wars, and
economic collapse. PUI is present in 22 countries in Africa, Asia, the Middle East,
the Caucasus, and the Caribbean, and operates in the areas of food security, health, nutrition,
infrastructure rehabilitation, water and sanitation, and economic recovery.
PUI has been present in Cameroon since 2008, first on the Eastern Front / Adamaoua, then in the Far North
(EN) in 2014/2015, via its base in Maroua. It carries out emergency and recovery activities in Water, Hygiene
and Sanitation (WASH), Nutritional Food Security and Livelihoods (NFSLM),
Essential Household Items (EH&S)/Shelter. Since 2017, PUI has expanded into Logone-et-Chari (LC) from its base in Kousseri
where teams carry out projects in WASH, WASH, and NFS Shelter as part of the Rapid Response Mechanism
(RRM).
As part of the implementation of projects and programs, PUI is recruiting a
Human Resources Coordinator.
Overall objective:
Under the supervision of the CDM, the HR Coordinator is responsible for monitoring and updating the
Human Resources policy according to the needs of the mission and in accordance with national legislation. He/She ensures
the management of the mission’s national human resources
.

Responsibilities and scope of action
1.
HR Policy: He/She is responsible for improving and updating PUI’s HR policy on
the mission in compliance with the legal framework of the country of intervention in this area.
2. Capacity building: He/She proposes strategies for capacity building and
retention of national staff.
3. Administrative management and career path: He/She manages the administrative management of the national teams in
its entirety (recruitment, hiring, remuneration, monitoring, evaluation, training, dismissal, etc.).
4. Work organization: He/She makes recommendations and participates in the rationalization and
optimization of the mission’s human resources.

5. Risk analysis: He/She analyzes risks relating to HR issues and alerts / makes
recommendations where appropriate.
6. Administrative and legal management: He/She is responsible for monitoring administrative files and
ensures that the status and operation of the mission are in legal compliance with the requirements
of the country of intervention.
7. Administrative management of expatriate personnel: He/She supports the CdM in the HR and
administrative management of the mission’s expatriate personnel. Specific
objectives and activities to be carried out
1. PARTICIPATE IN THE REDEFINITION AND IMPROVEMENT OF THE MISSION’S HR POLICY
 He/She develops and proposes updates to HR policies and procedures as well as tools relating
to the different stages of the HR cycle on the mission in collaboration with the headquarters HR representative.
 He/She works in collaboration with the Administrative and Financial Coordinator (CAF) to
properly take into account budgetary constraints.
 He/She is the guarantor of the application and dissemination of HR policies and procedures validated by the CDM and
headquarters.
 He/She ensures the implementation and monitoring of the HR manual through training and supervision of the
Admin/HR team as well as the various managers.
 He/She implements an HR strategy for his/her department in line with the overall Country strategy and the
various other departments.
 He/She monitors a national and expatriate HR dashboard for the mission on a monthly basis in order to have an
analysis of HR needs and potential on the mission.

 He/She also develops and maintains relationships with partner entities, particularly within the
framework of the NGO coordination forum regarding administration and human resources.
2. PARTICIPATE IN ADMINISTRATIVE MANAGEMENT AND IMPROVE THE CAREER MANAGEMENT OF
NATIONAL STAFF
 He/She participates in the validation of recruitment requests in line with target budgets and organizational charts
.
 He/She supervises the organization of recruitment and the involvement of the relevant departments as well as the
direct manager (needs analysis, job profile, advertisement, applications, tests/interviews).
 He/She ensures that the integration process is well implemented and suggests improvements.
 He/She is in charge of managing contracts and contractual amendments (whatever the subject: function,
remuneration, hours, end date, etc.), disciplinary sanctions and decisions of dismissal or non
-renewal.
 He/She ensures the correct application of disciplinary sanctions and decisions of dismissal in
accordance with the Labor Code.
 He/She ensures that quality management is implemented on the mission in order to prevent risks
of poor HR management in collaboration with the head of mission and headquarters.
 He/She carries out an audit of the remuneration scale (fixed and variable elements) and ancillary benefits
(mandatory or not: medical coverage, per diem, insurance, transport allowance, etc.) according to the
labor market in the country.
 He/She supervises and improves the payroll, absence tracking and evaluation systems of all
national employees of the mission.3
 In collaboration with the head of mission and headquarters, He/She participates in the definition of the salary
and social policy at PUI and ensures its strict application on the bases.
 He/She ensures the implementation of an annual training plan, supervises its implementation and measures
its impact.
 He/She identifies potential developments in key teams and positions to be developed in collaboration with
other departments and the head of mission.
3. ENSURE THE GOOD ORGANIZATION OF WORK ON THE MISSION
 He/She participates in the development of organizational charts, is attentive to the consistency of the composition of the
teams, in terms of distribution of tasks and responsibilities, definition of hierarchical and
functional links, job titles.
 He/She participates in the revision of the job classification grid and ensures its strict application on the
bases, subject to validation by the Head of Mission.
 He/She participates in the revision of job profiles according to the classification grid.
 He/She ensures the circulation of information, coordination and representation on HR issues.
 He/She writes or participates in the writing of internal activity reports for everything concerning HR
of the mission.
 He/She contributes directly to the operational development on the mission during project writing
(consistency of project organizational charts, training and skills building budget, anticipation
of changes in HR costs, etc.).
 He/She ensures that the teams work in good conditions and remains on the lookout to improve
the working environment as well as group dynamics.
4. ANALYZE AND PREVENT RISKS RELATING TO
NATIONAL HUMAN RESOURCES
 He/She carries out financial projections of salary costs, anticipates and alerts if necessary.
 He/She ensures the compliance of HR management rules and procedures with current labor legislation
.

 He/She is responsible for defining and implementing appropriate working conditions, in particular
regarding safety and hygiene rules.
 He/She ensures that social conflicts are anticipated and prevented, and participates in crisis management where appropriate.
 He/She participates in the prevention of risks and abuses and reports any inappropriate behavior to the head of
mission.
 He/She is the link between the staff representatives, whose election he/she organizes in due time, and
the Head of Mission.
 He/She is the PUI representative to the Staff Representation Body(ies), whether legally
required or not.
 He/She is also the PUI representative to all staff for any questions relating
to Human Resources; in this capacity, he/she ensures that any decision or change in rules or procedures is communicated
to the national teams and ensures that the necessary explanations have been provided to
facilitate their appropriation.
5. ENSURE THE ADMINISTRATIVE AND LEGAL MANAGEMENT OF THE MISSION
 In collaboration with the Head of Mission, he/she ensures that PUI’s registration is updated
in the country and with the various government departments (Tax Directorates, Migration Directorate,
National Insurance Company, Ministry of Planning, etc.), and that administrative procedures and
tax and legal obligations in force are respected.4
 He/she organizes the legal protection of the mission, in particular by identifying one or more
local partners able to provide the necessary advice (lawyer, for example).
 He/she participates in drafting the contractual documents of the mission (with the authorities,
NGO partners, etc.) and ensures their follow-up.
 He/she ensures the administrative follow-up of disputes and represents PUI before the administrative
and possibly judicial authorities.
 Externally, he/she represents PUI with legal, fiscal and administrative authorities (
Labor Inspectorate, Tax Directorate, collecting bodies, etc.).
6. ENSURE THE ADMINISTRATIVE MANAGEMENT OF THE MISSION’S INTERNATIONAL STAFF
 He/She ensures the constitution of administrative files of international staff,
registration with local authorities and embassies, and ensures that
expatriates’ documents are compliant with the exercise of work with PUI in the country.
 He/She supervises the management of arrivals and departures on/from the mission (bookings, travel documents,
transit, leave requests, return form, etc.) in coordination with the Head of Mission and headquarters and
ensures the follow-up of employment contracts and amendments of expatriate staff.
 He/She assists the CdM and the headquarters for the recruitment of expatriate staff (development of the
job profile, monitoring) and participates in the reception and briefing of all expatriates arriving on the mission in his/her
areas of expertise.
 He/She participates in the definition of the monthly per diem amount and manages and/or delegates the allocation of the per
diem and any salary advances in consultation with the headquarters.
 He/She assists the CdM in monitoring the leave and breaks of expatriate staff (administrative validation,
reminder of rules, etc.) and ensures the production of expatriate attendance sheets.
 Management of medevacs in collaboration with CDM and the headquarters.
 He/She assists the CdM by remaining attentive to the international teams in order to keep a watch on the
mental and physical health of international staff.
7. MANAGEMENT AND CAPACITY BUILDING OF ADMINISTRATIVE STAFF
 He/She manages and identifies the needs of HR administrative staff.
 He/She ensures the development of admin/HR teams.
 He/She provides ongoing training in PUI procedures and tools for national and
international members on all HR aspects, in capital and on the bases.
 He/She provides technical support to the Base Manager(s) in the conduct of their HR activities.
 He/She develops the HR action plan based on the mission objectives.
8. ENSURE THE FLOW OF INFORMATION, COORDINATION AND

REPRESENTATION ON HR MATTERS
 He/She is the technical referent in team management and administrative management of teams.
 He/She ensures good base/capital communication, facilitates intra and inter-departmental meetings to
facilitate coordination and good flow of information.
 He/She establishes monthly HR reports and HR data dashboards between headquarters and the mission.
 He/She is responsible for promoting good team management and innovation to improve
working conditions or ways of working.
 He/She is responsible for ensuring that teams evolve and develop fairly and
transparently.
 He/She represents PUI externally and with local and international partners for
all HR matters of the mission.5
Required profile:
 Bac+5 in human resources management, management, administrative management, law or any other
related field.
 Required professional experience:
– Minimum 02 years of successful experience in a similar position in an INGO.
 Required knowledge and skills
– Excellent team management skills and abilities;
– Mastery of Cameroonian Labor Law;
– Knowledge and skills in recruitment;
– Knowledge and skills in payroll;
– Mastery of Homère payroll software;
– Mastery of the Office Pack.
 Expected personal characteristics
– Analytical skills
– Ability to work independently with initiative and a sense of responsibility
– Ability to work with different partners with open-mindedness and appropriate communication
– Organization, rigor and respect for deadlines
– Calm / Serenity
– Diplomacy
– Empathy
– Team spirit
– Resistance to pressure and stress.
Conditions
 Position based in Yaoundé, Central Region.
 Fixed-term contract.
 Salary defined according to the PUI salary scale.
 Starting date: April 2025.
 Female applications are strongly encouraged.6

THE CANDIDATE MUST COMPLETE THE QUESTIONNAIRE ONLINE VIA THE PUBLISHED LINK
https://forms.office.com/Pages/ResponsePage.aspx?id=K-qPwVmLHEikU3LK3T1ufTV7SuMnUmJKmqcYFWUagBFUM1gwRldBVkJSNTFDSUVaWE81TEhONE5HMi4u
You can also access the link by phone by filming the QR code:
IN THE MINAJOBS JOB OFFER PUBLICATION SITE THEN SEND YOUR FILE (ONLY
COVER LETTER AND CV), TO THE EMAIL ADDRESS recrutement@premiere-urgence-cmr.org,
MENTIONING “YOUR NAME + HUMAN RESOURCES COORDINATOR” IN SUBJECT.
THE FILES PROVIDED WILL NOT BE RETURNED TO THE CANDIDATES.
1- THE CANDIDATE MUST EXPLICITLY SPECIFY THE POSITION FOR WHICH THEY ARE APPLYING.