Human Capital and Facility Management Department Director

About the Ethiopian Red Cross Society

The Ethiopian Red Cross Society (ERCS) was established in 1935 and is one of the oldest and largest humanitarian organizations in Ethiopia. ERCS provides services to communities affected by natural and manmade disasters through the provision of emergency responses, ambulance and first aid, family reunification, provision of essential drugs at reasonable price, health, water and sanitation, and other humanitarian services. ERCS also runs disaster risk reduction programs with the aim of creating resilience households and communities. Currently the ERCS has a structure consisting of 14 Regional Offices, more than 44 Zonal Branches and over 200 District/Woreda Branches, and Kebele Red Cross committees.

ERCS also runs disaster risk reduction programs relating to food security, climate change adaptation, livelihood diversification, and institutional capacity building interventions, with the aim of creating resilience households and communities. ERCS works in partnership with the Ethiopian Government, International Federation of the Red Cross and Red Crescent (IFRC), International Committee of the Red Cross (ICRC), partnering National Societies, international donors, members, volunteers and the communities we serve.

Details of the vacant position

• Work Unit: Human Capital and Facility Management Department
  • Reports to: DSG for Operations
  • Terms of employment: Permanent after probation period
  • Gross Salary: Birr 99, 691.00

JOB SUMMARY

Under the general direction and guidance of the Deputy Secretary General for operations (DSG operation), the Human Capital and Facility Management Director, Plans, directs, and controls all the human resource administration, facility management and staff Capacity Building tasks of the Society Studies and develops policies, procedures, and systems of the department to enhance the efficiency and effectiveness of the Humanitarian operation of the society; develops, and formulates the National Society’s employees’ performance management system and follows up on its proper implementation; staff recruitment, promotion, transfer, and termination of employees, Ensures that the Labour Law and other internal human resource rules and regulations are implemented and consistently and uniformly practiced at all levels of the National Society; Ensure proper handling of staff benefits such as medical and life insurance etc., Make sure that staff capacity building components are incorporated in projects/programs and the annual plan of the NS and sufficient resources are allocated for; Prepares/reviews and implements leadership and staff competency framework; Ensure the documentation of success stories and good practices on staff capacity building to enhance learning, knowledge management, and scaling up; ensures provision and proper maintenance of office, office equipment, utilities, facilities, etc. for continuous use and efficient operations of the Society.

In general, the Director is primarily responsible for transforming the department into a Centre of Excellence—creating an environment where a highly competent workforce is both attracted and successfully retained, and where potential top talent chooses to join.

Key Responsibilities:

1. Strategic Leadership & System Development
   • Develop and implement a long-term strategy to establish the department as a Centre of Excellence.
   • Set performance standards, goals, and metrics that align with organizational priorities.
   • Ensure the department continuously evolves to meet industry best practices and innovation benchmarks.
   • Design, establish, and institutionalize integrated HR and Facility Management systems aligned with organizational strategy and best practices.
   • Develop and enforce policies, procedures, manuals, and standard operating guidelines to ensure consistency, transparency, and compliance.
   • Establish end-to-end HR systems and oversee its implementations
2. Talent Acquisition & Retention
   • Attract highly skilled professionals by promoting the department’s value proposition and growth opportunities.
   • Develop retention strategies to maintain a high-performing workforce.
   • Identify and groom potential future leaders within the department.
3. Organizational Development
   • Foster a culture of excellence, collaboration, and accountability.
   • Implement training, mentorship, and professional development programs for staff.
   • Encourage innovation, knowledge sharing, and continuous learning.
4. Performance Management
   • Ensure the ERCS has modern performance management system and closely monitor its implementation throughout the ERCS echelons
   • Monitor departmental performance and implement improvements where needed.
   • Establish metrics to evaluate staff competence, project outcomes, and operational efficiency.
   • Recognize and reward high performance while addressing performance gaps proactively.
5. Stakeholder Engagement
   • Collaborate with internal and external stakeholders to enhance the department’s reputation and capabilities.
   • Represent the ERCS in national, and international forums as needed.
   • Develop partnerships that support talent development and knowledge exchange.

Key Competencies:

• Strategic thinking and visionary leadership.
• Strong communication, influencing, and negotiation skills.
• Expertise in human capital development and organizational culture transformation.
• Ability to foster innovation, collaboration, and continuous improvement.
• Results-driven with a focus on excellence and high standards.

QUALIFICATION REQUIREMENTS:

• Second/First degree in Human Resource Management/ Personnel Management/ Management/ Public Administration, Business Management, Business Administration
• 10/12 years’ relevant work experience of which 5/7 years in a managerial position