Regional Human Resources Manager - Pure Earth Ghana

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Position Overview

Pure Earth is building a global Human Resources shared services model so that every staff member, in every country and under every type of contract, receives the same reliable Human Resources service: delivered close to where they work and governed by one set of global standards. The model is designed to let the organization scale without growing risk, inconsistency or reliance on any one person.

Pure Earth is establishing two positions Regional Human Resources Managers – one for Asia, one for Africa to build and run this model together, under one standard role profile. Working with the Global Human Resources Director and their counterpart in the other region, the postholder will jointly design and embed the processes, service standards and controls the model depends on, while serving as the primary Human Resources partner to staff and managers across every country office in their respective region.  This is a hands-on generalist role in a lean HR function. It holds no country office administration, facilities, procurement or program logistics responsibilities; these sit with the country operations roles.

The successful candidate will be comfortable operating with a high degree of autonomy, exercising judgment on sensitive matters, and building and strengthening process, including in some areas where little or insufficiently robust processes currently exist.

• Reporting and Team Structure: 

• Reports to: Regional Program Director, with dotted line to the Global Human Resources Director, who is based in New York City)

• Direct reports: None

Scope of Work

• Serve as the regional Human Resources partner for all Pure Earth staff, consultants, interns and temporary workers across the region, in direct-entity, employer of record and locally contracted arrangements, and as the operating link between global Human Resources and country leadership.

• Co-design Pure Earth’s global Human Resources shared services model with the Global Human Resources Director and the counterpart Regional Human Resources Manager, so Pure Earth HR operations adhere to one standard.

• Build a strong working partnership with the Global Human Resources Director, providing the regional and local insight, data and analysis needed to make sound organizational decisions

Key Responsibilities 

Key responsibilities include but are not limited to:

Human Resources Partnership and Employee Relations? 

• Act as the first point of contact for staff and managers on employment questions, policy and workplace concerns, and maintain regular discussions with relevant Country leaders on hiring, staffing, performance and employment risk.

• Advise managers/supervisors in the region on performance, conduct, probation and organizational change, and build manager/supervisor capability, including the Human Resources onboarding of new Country Directors and regional delivery (training) of Pure Earth’s People Series and other relevant trainings

• Conduct or support employee relations fact-finding with accurate and confidential documentation to global standards, escalating in line with the grievance and escalation framework.

• Run exit interviews and support engagement surveys, analyze turnover and agree retention actions with Country Directors, and partner with country operations on duty of care, including staff wellbeing and travel safety.

Employment Compliance and Risk? 

• Maintain working knowledge of labor law in each country in the region and ensure contracts, working time, statutory benefits and termination practice comply, including any statutory workplace harassment committees or equivalent mechanisms required locally, including in partnership with Employers of Record as relevant.

• Monitor consultant and contractor arrangements for misclassification risk, and manage grant-linked workforce changes (renewals, non-renewals and restructures) lawfully in each country, including in collaboration with in house or external legal counsel

• Advise on the employment model when Pure Earth enters a new country in the region (employer of record, entity or local contract), including the statutory requirements and various conditions of employment throughout the employment lifecycle before the first hire.

• Maintain the regional employment risk picture, including where local practice and global policy diverge, and report it to the Global Human Resources Director.

• Apply various Pure Earth’s Policies relating to Hiring, Anti-Harassment,?Sexual Exploitation and Abuse, and Protection of Children in Regional Recruitment, onboarding and employee relations, ensuring staff know how to raise a concern.

Talent Acquisition and Onboarding? 

• Manage the full recruitment lifecycle to the global job architecture and post-to-hire standard, confirming level, band and structure with hiring managers before advertising, and reporting time-to-fill.

• Build regional sourcing channels and candidate pipelines and manage recruitment vendors and platforms where used.

• Own structured onboarding for regional new hires, including documentation, Deel record creation and the 30-60-90 onboarding plan with the hiring manager.

Human Resources Operations, Systems and Workforce Data? 

• Own the accuracy of regional employee data and personnel files in Deel and ensure every staff change is routed through Human Resources before it takes effect.

• Handle employee personal data lawfully under each country’s data protection law, including access, consent, retention and secure transfer.

• Act as the regional resource for the Human Resources system, supporting self-service and training, and providing regional workforce data for global reporting, the workforce plan, donor reporting, and audit.

Performance, Compensation and Benefits? 

• Run the annual performance cycle for the region within the global framework, apply the global competency framework, and administer the Professional Development Fund locally.

• Apply the Global Compensation Policy to regional offers, promotions and adjustments, and administer local benefits and statutory entitlements with Finance and external providers in partnership.

• Carry out the groundwork for regional benefits reviews: gather statutory and supplementary benefits data, benchmark it against local market practice, and present findings and options to the Global Human Resources Director for decision.

• Gather and analyze regional market, statutory and cost-of-living data to inform compensation studies and any adjustments to the Global Compensation Policy and advise on Human Resources matters unique to the local context.

Policy and Shared Services Build? 

• Build and maintain the country’s annexes to the global Human Resources handbook, test draft global policy against local law and practice before it is issued and roll it out with acknowledgement tracking.

• With the Global Human Resources Director and the counterpart in the other region, define the HR service standards and response times for regional Human Resources support.

• Standardize and document regional processes so they are repeatable, auditable and shared across regions, moving routine work into self-service where possible.

• Establish internal Human Resources compliance controls for the region: documentation standards, periodic self-audit and corrective action tracking.

Success in the First 12 Months:? 

• Regional Human Resources support meets the agreed service standards, tracked through the Human Resources Help Desk, and a regular cadence is in place with each Country Director.

• Employment documentation in each country has been audited against local law, with every gap remediated or on an agreed corrective plan.

• Regional Human Resources system data is complete and accurate on quarterly audit, and no staff change reaches payroll without Human Resources.

• Regional requisitions meet the posting-to-hire standard, and the performance cycle completes on time across the region.

• Turnover and exit data are reported quarterly, with retention actions agreed with Country Directors.

• Country annexes are rolled out, and the regional service catalogue and process documentation are complete and aligned across Asia and Africa.

• Regional benefits and compensation data have been gathered and analyzed, giving the Global Human Resources Director the evidence needed to make decisions for the region.

Qualifications and Experiences

Education? 

• Bachelor’s degree in human resources, Industrial and Organizational Psychology, Business Administration, Management or a related discipline, or an equivalent combination of education and progressively responsible Human Resources experience.?SHRM or CIPD certification preferred

Experience

• 5 to 10 years of progressive Human Resources experience, including multi-country or regional responsibility within a global or matrixed organization.

• Demonstrated background in compensation and benefits: salary structures, levelling and banding, benchmarking, and applying a compensation policy consistently across markets.

• Strong working knowledge of labor law in at least one active or planned Pure Earth country in the region, the ability to build equivalent knowledge quickly across multiple jurisdictions, and experience building internal Human Resources controls and audit readiness.

• Demonstrated experience managing full-cycle recruitment independently.

• Experience handling employee relations and grievance matters with discretion, sound judgment and defensible documentation.

• Demonstrated ability to lead change and influence senior stakeholders without direct authority.

• Proficiency with Human Resources information systems (Deel or comparable), SharePoint and Excel; excellent written and spoken English and strong cross-cultural communication skills.

Desired? 

• Experience in international development, public health, or environmental sector.

• Experience supporting workforces under employer-of-record and mixed contracting arrangements.

• Familiarity with safeguarding and protection from sexual exploitation and abuse practice in an international organization.

• Experience building a Human Resources function, including systems, policy or shared services delivery.

• Experience drafting multi-country Human Resources policy and handbook content, including country-specific annexes.

• Additional regional language capability.

Work Authorization? 

• Pure Earth will not sponsor work visas or other work authorizations. Candidates must be legally authorized to work in the country where the role is based (Ghana and India).

Work Environment

• Based in the assigned region, with regular working contact across its country offices and with the New York headquarters. Some flexibility in working hours is required to overlap with headquarters and with country teams. Periodic travel within the region is expected.

Salary

• This role is a Level 4 position. The salary range is $19,000 to $62,000, with the final compensation package determined by the candidate’s qualifications, experience, and overall fit for the role.

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