Senior Manager, People & Culture

The Organization

Splash is an international charitable organization headquartered in Seattle, WA, founded in 2007. Our mission is simple: “We clean water for kids.” In 15 years, we have reached over 700,000 children in cities around the world. In 2019, we embarked on an exciting, five-year initiative, Project WISE, (WASH in Schools for Everyone), to reach every government school in Addis Ababa & Bahir Dar, Ethiopia, and Kolkata, India with improved water, sanitation, and hygiene (WASH) infrastructure, WASH behavior change programs and strengthened school-based menstrual health programs. This project will benefit 800,000 children by 2023.

Our core values guide everything we do including every hiring decision we make. They are:

• People - People first. People second. People third.
• Quality - Beautiful products that function and last.
• Honesty - No drama, no surprises, no BS.
• Joy - Kids at heart, seeing potential everywhere.
• Mistakes - Make them, don’t repeat them.

Splash values the unique skills and experiences each individual brings to the organization and we are committed to creating and maintaining an inclusive and accessible environment for everyone. We provide equal employment opportunities to all employees and qualified applicants for employment. To learn more, please visit www.splash.org.

The Job

This is a full-time position based in Addis Ababa, Ethiopia.

POSITION OVERVIEW

The Senior People and Culture Manager is responsible for providing strategic leadership for the human resources (HR) function for staff across the Ethiopia Country Program. They will lead the HR team to ensure high quality and efficient staff recruitment, contracts management, orientation, learning and development, performance management, compensation and benefits, code of conduct compliance, employee engagement, and wellness. The position acts as an HR advisor to the Director of Finance and Operations and Senior Management Team.

The Senior People and Culture Manager will adapt and implement Global HR initiatives and practices and maximize staffing resources and performance, minimize risk, and support and promote an organizational culture that reflects Splash’s values.

The Senior People and Culture Manager reports to the Ethiopia Director of Finance & Operations (DFO) and Global People & Culture Director (GPCD) and is an integral member of the Senior Management Team (SMT).

DUTIES & RESPONSIBILITIES

Management, Leadership, and Support

• In collaboration with the GPCD, implement Splash’s OKRs and Pillars to attract, develop, inspire, reward, and retain high-performing employees to achieve strategic, high-quality program outcomes. This will also include a remote management context.
• As a member of the SMT, determine workforce needs, identify human resource and competency gaps, and plan a development and workforce plan and retention strategy for staff.
• Actively participate in advising on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure a strong HR foundation to support program quality.
• In collaboration with the DFO and GPCD, set a strategy for recruitment. Develop candidate scorecards, actively network, and employ innovative, creative recruiting methods to attract and hire the best talent. Proactively position Splash as a great place to work in the country.
• Deliver international HR management, including policy, process, and employee relations management, with support from the GPCD.
• Participate in budget preparation and provide strategic compensation analysis to drive the nationalization strategy and ability to attract high-quality talent. Define and review the salary structure; coordinate the annual compensation review process and compensation adjustments.
• Manage benefit plans and communicate updates and conduct learning sessions for staff.
• Oversee HR-related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensuring all legal obligations are fulfilled.

• Supports the development of an organizational culture that reflects Splash’s values, promotes accountability and high performance, encourages a team culture of learning, creativity, and innovation, supporting our people to deliver best results for kids and excellent customer service for colleagues and donors.

Employee Lifecycle Management

• Lead the onboarding for all new employees at Splash including employment eligibility documentation, policy reviews and signatures, and verifications of employment.
• Maintain accurate and complete HR data and personnel files. Assist in implementation, administration, and compliance tracking for HR-related guidelines, policies, and procedures.
• Administer background and reference checks.
• Support data and activities related to the onboarding of new staff.
• Oversee implementation of effective performance management systems, annual performance evaluations and continuous coaching from supervisors and provide appropriate training to line-managers.
• Provide constructive feedback and counsel on career paths and professional development for Splash staff; establish a culture of continuous learning opportunities.
• Devise staff care action plans that elevate morale and support the social, physical, and psychological well-being of staff; promote and monitor staff care and well-being.
• Lead staff offboarding to ensure a seamless and positive transition for departing employees, including exit interviews, administering the return of Splash property, coordination with Tech and Finance.
• Analyze turnover and exit interviews to make real-time, continuous improvement utilizing learnings to formulate retention strategies.

Human Resource Information System

• Ensure data in the Rippling HRIS system and other related systems are appropriately updated in a timely and accurate manner. This includes setting up new starters, amending personal details, updating contract information, updating of line management and transfer of performance documents appropriately as necessary.
• Ensuring the integration of Rippling with other internal/external recruitment platforms and job boards/sites.
• Ensuring high data quality is maintained in Rippling in collaboration with other HR colleagues and other departments.
• Updating staff pay elements in the system as well as any additional allowances.
• Terminating leavers from the Rippling.
• Generate Rippling comprehensive staff reports and share with SLT/SMT and the Global Office
• Be the point of contact for all country offices Rippling users regarding issues, queries, and enhancements.
• Maintain confidentiality in respect of all staff records whether manual or computer maintained and ensure that all records are held secure.
• Capacity building of staff on HRIS including undertaking induction training of new hires and regular refresher trainings to all staff on HRIS.
• Ensure all the new staff sign the confidentiality forms during the signing of policies.
• Liaising with the support team responsible for the HRIS for technical support and updates.
• Ensure staff upload their annual goals and performance conversation in the Rippling/Asana systems.
• Ensure 100 percent adoption by the staff of the HRIS systems.
• Ensure the staff schedule their annual leave in the HRIS, generate scheduled leave report for the SLT/SMT, and generate monthly leave balance report for SLT/SMT and Finance

Communications

• Maintain a healthy and empowering office environment that encourages open, honest, and productive communication among Splash staff and is devised to meet the remote/matrix management context.
• Provide direct support and advise the DFO and SLT/SMT on staff communications to ensure clear, consistent and transparency in communications.
• Support the Global Ops team with Rhythm of Business planning, coordinating materials for board meetings, townhalls, and strategic planning (OKRs & Pillars).

Safeguarding

• Take the lead in promoting Splash’s Safeguarding Policy ensuring that all staff are fully briefed on the policy and annual goals is developed and implemented to meet the requirements of the policy within the Country Program.
• Ensure that technical support and advice is provided through mentoring and providing distance support to regional/ field offices responsible for oversight of the Safeguarding Policy.

Representation and Networking

• Lead on representation and networking on all aspects related to People and Culture
• Liaise closely with the People and Culture matrix Director (DPCD) at the Global office and other country officers in Splash as is appropriate.
• Develop where possible personal relationships with key players in the NGO networking group and other government ministries and agencies.

Ideal Candidate

• A deep commitment to the overall mission of the organization, its programs, and approach consistent with Splash’s values.
• Proven sense of professional discretion, integrity, and ability to manage complex HR situations diplomatically and to effective resolution.
• Excellent management, interpersonal and negotiation skills, and a demonstrated ability to promote harmonious/cohesive teamwork, in a cross-cultural context.
• Demonstrated experience in managing and capacity strengthening of staff.
• Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other stakeholders to maximize cooperation and productivity.

Qualifications

• Bachelor’s degree required. Master’s university degree in HR management, International Relations or Development, MBA, Law, or related field is preferred.
• 8 years of progressive experience as an HR generalist, including recruitment, performance management, employee relations, compensation, training and development and HR Administration.
• Solid technology skills including a high level of proficiency in MS Office and some familiarity with cloud-based software and HR Information Systems (HRIS)
• Professional level of verbal and written fluency in English and Amharic
• Analytical ability in creating effective HR solutions while adhering to labor laws; must have extensive knowledge of Ethiopian labor law.