Human Resources Manager

SNV is a global development partner, deeply rooted in the countries where we operate. Driven by a vision of a better world where all people live with dignity and have equitable opportunities to thrive sustainably, SNV strengthens capacities and catalyses partnerships that transform agri-food, energy, and water systems. We help strengthen institutions and effective governance, reduce gender inequalities and barriers to social inclusion and enable adaptation and mitigation to the climate and biodiversity crises.

With 60 years of experience and a team of approximately 1,600 people, we support our partners in more than 20 countries in Africa and Asia, tailoring our approaches to different contexts to achieve large-scale impact and create more equitable lives for all.

Our core values of people-centeredness and respect, equity and equality, and diversity and inclusion, are fundamental to who we are, and what we do. This is reflected in our vision and mission, and strategy, which sets out our aspirations and commitments as our compass towards 2030.

For more information on SNV's, please visit our website: www.snv.org. 

Context and purpose of the job

The Human Resources Manager (HRM) provides strategic and operational HR leadership at SNV Ethiopia, ensuring that SNV has a capable, motivated, and well managed workforce. As a Country Management Team (CMT) member, the HRM shapes organisational strategy, leads HR transformation, ensures compliance, and contributes directly to country performance and development impact.

The HRM works in close collaboration with the Director of Operations, Country Director, CMT, ELT, and the Global People team.

Strategic HR Leadership

• Leads the development and implementation of HR strategies that directly support country strategy and organizational effectiveness
• Actively contributes to country strategy formulation as a CMT member.
• Translates global HR strategies into country specific HR plans and actions.
• Provides forward looking HR advice to the Country Director, ELT, and senior managers.
• Anticipates workforce risks and opportunities and proposes evidence-based solutions.
• Leads and supports organisational change, restructuring, and growth initiatives

HR Advisory & Organisational Design

• Acts as a trusted HR advisor, strengthening leadership decision making and ensuring effective organisational structures.
• Advises managers on complex employee relations and performance matters.
• Ensures consistent and fair application of HR policies and procedures.
• Partners with managers to design and optimize organisational structures and job frameworks.
• Builds strong working relationships with external HR service providers.
• Demonstrates sound judgment in handling sensitive HR issues.

Compliance, Risk & Governance

• Ensures full compliance with internal policies, donor requirements, and national labour legislation while managing HR risk.
• Applies strong knowledge of labour law and donor compliance requirements.
• Manages disciplinary cases, grievances, and conflict resolution professionally and confidentially.
• Maintains high standards of confidentiality and ethical conduct.
• Identifies HR risks and implements mitigation measures.
• Contributes to audits and ensures audit ready HR systems and documentation.

HR Operations & Systems Management

• Ensures efficient, accurate, and compliant execution of HR operations and systems.
• Oversees recruitment, onboarding, contracts, personnel files, payroll coordination, and benefits administration.
• Ensures reliability and accuracy of HR data, records, and reporting.
• Establishes efficient HR processes aligned with global and country standards.
• Uses HR data and analytics to inform decision making.
• Monitors performance of HR service providers against agreed standards and budgets.

People Management & Leadership

• Leads, develops, and motivates the HR team to deliver high quality HR services and continuous improvement.
• Provides clear direction, objectives, and performance expectations.
• Conducts regular coaching, feedback, and performance reviews.
• Supports professional development and career growth of HR team members.
• Encourages collaboration, accountability, and inclusion.
• Works effectively with Regional Office Managers/Representatives.
• Supports the onboarding of Country Council members.

Talent, Recruitment & Performance Management

• Ensures SNV attracts, develops, and retains high quality talent to deliver sustainable impact.
• Leads workforce planning based on project and organisational needs.
• Oversees fair, transparent, and inclusive recruitment processes.
• Ensures effective onboarding and induction of new staff.
• Coordinates performance management cycles and supports managers with performance improvement.
• Identifies talent development and succession needs in collaboration with leadership (Country Director, ELT, Senior Managers and CMT).

Learning, Development & Staff Wellbeing

• Promotes continuous learning, staff wellbeing, and a safe, respectful working environment.
• Develops and implements learning and development plans aligned with SNV priorities.
• Promotes staff wellbeing, safeguarding, and duty of care.
• Supports staff engagement and motivation initiatives.
• Works closely with administration team on health, safety, and wellbeing matters.
• Responds proactively to employee feedback and engagement data

Compensation & Benefits Management

• Ensures competitive, compliant, and equitable reward systems.
• Develops and maintains national staff personnel policies aligned to global frameworks.
• Implements international staff terms and conditions in line with global policies.
• Ensures compensation and benefits are competitive within the local labour market.
• Applies sound financial judgment in compensation decisions.

Education

• Master’s degree in human resource management, Organisational Development, Business Administration, or related field.

Work Experience

• 8–10 years of progressive HR experience, preferably in an international NGO or development organisation.
• Minimum of five years’ experience in a managerial or senior-level HR leadership position.
• Proven experience managing HR teams.
• Experience working in multicultural environments.
• Strong knowledge of labour law and HR best practices

Skill and Competencies

• Strong analytical and HR reporting skills
• Excellent people management and coaching abilities
• Strong communication and stakeholder management skills
• Financial insight and budgeting understanding
• High integrity, confidentiality, and ethical standards
• Strategic thinking and leadership
• Strong planning and organisational ability.

Core Values & Behavioral Expectations

• Respects and promotes diversity, equity, and inclusion
• Demonstrates collaboration and teamwork
• Maintains a strong service orientation
• Shows commitment to SNV’s mission and development impact

Additional Information

Contract Type: National

Expected start date: May 01, 2026

Duty Station: Addis Ababa, Ethiopia

Contract Duration: One year, with the possibility of extension based on performance and budget availability.

How to Apply
If you believe that your credentials meet the outlined profile, we invite you to apply by uploading your CV and a letter of motivation before/on the 4th of March 2026. Please submit your application only via Smart Recruiters. All information will be kept in the strictest confidentiality. 
If we see that your experience and skills match the requirements of the position, we will contact you to advise on the next steps in the recruitment process.

Working at SNV  
SNV offers a challenging work environment, opportunities to lead and innovate, and a commitment to growing your skills in a fulfilling and diverse working environment. Our staff benefit form and contribute to, an internal and global network of experts.

At SNV, inclusivity is at the heart of our ethos. We celebrate the diversity of our workforce and uphold a policy of non-discrimination based on factors such as disability status, religion, ethnic origin, gender, sexual orientation, and more.

Vetting
SNV carries out rigorous background and reference checks concerning possible safeguarding incidents for all candidates applying for both national and International determined positions. As SNV participates in the Inter-Agency Misconduct Disclosure Scheme, all reference checks include a request to past employers to fill in a questionnaire regarding Misconduct (sexual exploitation, sexual abuse, or sexual harassment), the “Statement of Conduct". This Statement of Conduct adopts the definitions used in the Scheme.  

SNV is an equal opportunities employer and female candidates are encouraged to apply.

We do not appreciate third-party mediation based on this advertisement.