Human Resources Manager

MANAGEMENT

Works closely with the Finance and Operations Director, Technical  Director, Operations Manager, Finance Manager, finance, procurement,  MERL, programme teams, district teams, implementing partners,  government counterparts and the Alliance for Transforming African  Education (ATAE) support functions.

LWL is a Sierra Leonean-led organisation committed to advancing  education transformation nationally through technical assistance in close  partnership with government. 

The Human Resources Manager is responsible for leading and  strengthening LWL’s human resources function, including workforce  planning, recruitment, onboarding, staff records, contracts, performance  management, staff development, employee relations, HR compliance and  duty-of-care processes. 

The post-holder ensures that HR systems are fair, transparent, compliant,  well documented and responsive to the staffing needs of LWL and the LiT  Sierra Leone programme. 

The role supports delivery across the LEAD, TRAIN, RECRUIT and  MOTIVATE pillars by ensuring that LWL attracts, deploys, supports,  develops and retains the staff required to deliver high-quality technical  assistance at national, district, school and Teacher Training Institution  levels. 

The Human Resources Manager must ensure that HR policies and  practices actively support safeguarding, gender equality, disability  inclusion and school safety. This includes safe recruitment, inclusive  hiring, reasonable accommodation, staff safeguarding compliance,  confidential case handling, equitable development opportunities and  workplace practices that protect children, vulnerable adults, women,  persons with disabilities and other marginalised groups.

RESPONSIBILITIES (Will  include but not limited  to-)

• Lead the day-to-day implementation of LWL’s human resources  function, ensuring that HR systems, records, processes and  controls are efficient, compliant, confidential and fit for purpose.

• Maintain accurate HR files, staff databases, leave records,  contract trackers, onboarding records, performance timelines,  training records and other HR documentation in line with  organisational and donor requirements. 

• Support continuous improvement of HR policies, procedures,  templates and internal operating routines, ensuring alignment  with Sierra Leone labour requirements, LWL policies and donor  expectations. 

RECRUITMENT, SELECTION AND ONBOARDING 

• Lead fair, transparent, timely and inclusive recruitment processes  for staff and, where required, consultants, ensuring clear role  profiles, recruitment plans, evaluation records and complete  audit trails. 

• Ensure recruitment processes promote equal opportunity, gender  equality, disability inclusion and safe recruitment, including  appropriate advertising, reasonable accommodation, diverse  panels and objective selection criteria. 

• Coordinate onboarding and induction for new staff, ensuring that  contracts, policies, safeguarding commitments, code of conduct  requirements, probation plans, equipment requests and orientation schedules are completed on time.  

• Work closely with hiring managers, operations, finance and  programme teams to ensure that recruitment and onboarding  support timely programme mobilisation and delivery. 

CONTRACTS, PAYROLL SUPPORT AND HR COMPLIANCE 

• Prepare and maintain staff contracts, amendments, consultant HR  documentation, probation records, employment letters and  related personnel documentation. 

• Support payroll preparation by maintaining accurate staff records,  timesheets where applicable, leave information, benefits records  and approved HR changes for finance processing. 

• Ensure HR processes comply with applicable Sierra Leone labour  requirements, organisational policies, donor requirements,  safeguarding standards, confidentiality requirements and data  protection principles. 

• Maintain complete and auditable HR records for recruitment,  onboarding, contracts, vetting, performance management,  training, leave, disciplinary processes and exits. 

PERFORMANCE MANAGEMENT, STAFF DEVELOPMENT AND WELLBEING • Coordinate performance management processes, including  probation reviews, objective setting, mid-year reviews, annual  appraisals, performance improvement plans and follow-up  actions.

• Promote staff wellbeing, respectful workplace practices, clear  communication, duty of care and timely escalation of concerns  affecting staff safety, performance or morale. 

• Provide practical guidance to managers and staff on HR  procedures, leave management, workplace conduct, professional  standards and staff support processes. 

SAFEGUARDING, GENDER EQUALITY, DISABILITY INCLUSION AND  SCHOOL SAFETY 

• Ensure HR systems actively support LWL’s safeguarding  commitments, survivor-centred approach, mandatory code of  conduct, vetting procedures, safe recruitment, confidentiality and  incident-reporting processes. 

• Mainstream gender equality and disability inclusion into  recruitment, onboarding, performance management, staff  development, workplace policies, reasonable accommodation  and employee relations processes. 

• Work with safeguarding, programme and operations colleagues  to strengthen school safety systems by ensuring that staff  understand and comply with safeguarding, child protection,  gender equality, disability inclusion and safe-school expectations. 

• Support an inclusive workplace culture that enables safe  participation and professional growth for women, persons with  disabilities and staff from diverse backgrounds. 

EMPLOYEE RELATIONS, CONFIDENTIALITY AND CASE MANAGEMENT • Provide confidential HR advice and support to managers and staff,  escalating sensitive matters appropriately and maintaining  accurate records of HR actions and decisions. 

• Support fair and timely handling of grievances, disciplinary  matters, workplace concerns, absence issues, conflict resolution  and exit processes in line with policy and legal requirements. • Promote respectful workplace behaviour, integrity, accountability, non-discrimination, anti-harassment standards  and confidential handling of staff information.  

• Identify HR risks, compliance gaps, capacity concerns and staff support needs, and propose practical solutions to the Executive  Director and senior management. 

REPORTING, COORDINATION AND OTHER DUTIES 

• Prepare concise HR updates, recruitment trackers, contract  trackers, leave reports, performance management updates,  training records and HR risk summaries for management review. 

• Coordinate closely with operations, finance, procurement, MERL,  programme teams, district teams and implementing partners to  ensure HR support is aligned with delivery timelines and  compliance requirements.

• Undertake any other HR, administration, compliance or  organisational duties that may reasonably be required by the  Executive Director or senior management.

SPECIFICATION 

• At least 10 years’ progressively senior experience in human  resources management for organisations managing large-scale  grants, contracts or development programmes. 

• Strong experience managing recruitment, onboarding, contracts,  staff records, payroll inputs, performance management, staff  development, employee relations and exit processes. 

• Good understanding of Sierra Leone labour requirements, HR  compliance, confidentiality, documentation standards, donor funded programme requirements and auditable HR systems. 

• Experience supporting HR across national, district, school or  community-level programmes, including staff working in field  locations and with government and partner stakeholders. 

• Practical understanding of safeguarding, safe recruitment,  vetting, code of conduct compliance, duty of care, incident  reporting and confidential case-handling processes. 

• Experience advising managers on performance, staff conduct,  workplace concerns, grievances, disciplinary processes, staff  wellbeing and conflict resolution. 

• Strong knowledge and proficiency in Microsoft Office, including  Word, Excel and PowerPoint, and confidence using SharePoint,  digital collaboration tools, trackers and HR information systems. 

• Excellent organisational, planning, problem-solving, stakeholder  management and communication skills, including clear written  and oral English. 

• Strong understanding of gender equality, disability inclusion and  school safety, with the ability to apply these principles to recruitment, onboarding, workplace policies, staff development,  reasonable accommodation and staff-support processes.  

• Excellent attention to detail; reliable, discreet, proactive and able  to handle sensitive information with integrity and confidentiality. • Ability to work calmly under pressure, manage competing  priorities and maintain strong service standards while enforcing  compliance requirements. 

• Commitment to Lɛ Wi Lan’s safeguarding of children and  vulnerable adults, including its mandatory code of conduct,  vetting and background checks, survivor-centred response  approach, and values of gender equity, disability inclusion,  integrity and accountability.

• Any other duties that may be required from time to time.