Human Resource Management Specialist

Job title

Human Resource Management Specialist

Department/division

Corporate Services

Reports to

Manager – HR & Workforce Development

N/a

This document is validated as an accurate and true description of the job as signified

below

_______________________________ ________________________________ Employee Date

________________________________ _________________________________ Manager/Supervisor Date

______________________________ ________________________________ Head of Department/Division Date

______________________________ ________________________________ Date Received in Human Resource Division Date Created/Revised

1. STRATEGIC OBJECTIVES OF THE DIVISION (in which the position is located)

2 NaRRA | Human Resource Management Specialist

The Corporate Services Division exists to

 Provide integrated corporate support systems enabling efficient and effective operation of the Authority.  Ensure robust ICT infrastructure, cybersecurity and digital systems supporting national reconstruction and resilience operations.  Lead human resourc e management, workforce planning, organizational development and institutional capability strengthening.  Deliver administrative, facilities, logistics and operational support services for institutional continuity and programme execution.  Ensure records management, information governance, digital integrity and preservation of official records in accordance with statutory requirements.  Strengthen institutional capacity, internal controls, governance systems and operational resilience across the Authority.  Support statutory reporting, corporate planning, enterprise governance and administrative accountability obligations under the National Reconstruction and Resilience Authority Act, 2026.  Support enterprise business continuity, emergency r eadiness, surge operations and organizational resilience systems.  Promote modernization, digital transformation, operational integration and enterprise-wide administrative excellence.  Ensure continuity, preservation and transfer -readiness of institutional records, systems and administrative assets in accordance with the Act.

3. key outputs

 HR operational systems, workforce processes and employee management activities implemented effectively.  Recruitment, onboarding and staffing coordination activities completed within established timelines.  Workforce records, employee files and HR information systems maintained securely and accurately.  Performance management processes, appraisal systems and workforce accountability activities supported effectively.  Workforce analytics, staffing reports and HR dashboards completed accurately and on time.  Organizational development initiatives, training programmes and staff engagement activities coordinated effectively.  Employee relations matters, workforce support services and HR advisory activities managed professionally.  HR governance procedures, compliance requirements and workforce standards implemented consistently.  Succession planning, workforce resilience and continuity staffing activities supported effectively.  Workforce audits, HR reviews and governance assurance activities completed accurately.  HR operational risks, workforce gaps and staffing issues identified and escalated appropriately.  Continuous improvement and modernization initiatives supported across HR operations and workforce systems.

 Coordinate workforce support activities relating to

o Programme delivery operations o Monitoring and evaluation systems o Procurement and contract administration o Financial and administrative operations o Strategic planning and governance  Support workforce coordination during emergency operations, field deployments and surge staffing activities.  Assist with enterprise -wide workforce communication and organizational coordination initiatives.

HR Systems Improvement & Workforce Modernisation  Support modernization and continuous improvement of HR systems, workforce processes and employee management practices.  Assist with digitization, automation and optimization of HR operational systems and workflows.  Support implementation of workforce technologies, digital HR tools and employee management platforms.

6 NaRRA | Human Resource Management Specialist  Promote adoption of modern HR practices and o rganizational management methodologies.  Contribute to enterprise workforce modernization and institutional strengthening initiatives.

Management/Administrative Responsibilities

 Support implementation of HR operational plans, workforce priorities and organizational capability initiatives aligned with institutional objectives and statutory requirements.  Coordinate collection, maintenance and updating of workforce records, employee files, staffing information and HR operational documentation.  Monitor HR workflows, staffing activities, recruitment processes, appraisal schedules and employee support services and escalate issues where necessary.  Support preparation, review and submission of HR operational reports, staffing updates, workforce analytics and governance documentation.  Maintain organized HR records, workforce databases, staffing inventories and employee information repositories.  Facilitate coordination between divisions regarding staffing, workforce planning, organizational development and employee management activities.  Support implementation of HR governance procedures, workforce standards and employee management protocols across the Authority.  Assist with coordination of recruitment activities, training programmes, workforce reviews and HR compliance exercises.  Support continuous improvement of HR systems, workforce processes and employee management operations.  Ensure timely processing of staffing requests, employee transactions, workforce updates and HR support activities.

Human Resources Responsibilities

 Maintain professionalism, accountability and confidentiality in the execution of duties.  Support collaborative working relationships across divisions and multidisciplinary operational teams.  Promote workforce professionalism, ethical cond uct and compliance with organizational policies and HR governance standards.  Support knowledge -sharing, workforce learning and continuous improvement initiatives within the HR function.  Contribute to a positive, inclusive and high-performing organizational culture.

Other Responsibilities

 Ensure compliance with applicable labour laws, Government HR frameworks and statutory obligations under the National Reconstruction and Resilience Authority Act, 2026.  Support workforce continuity activities, emergency staffing coordination and surge operational support during disaster events and national emergencies.

7 NaRRA | Human Resource Management Specialist  Perform such other duties consistent with the scope and level of the position as may be assigned by the Manager – HR & Workforce Development.

6. internal and external contacts

Internal Contacts (required for the achievement of the position objectives)

Contact (Title) Purpose of Communication Manager – HR & Workforce Development  Receive direction, technical guidance and operational assignments Deputy Chief Executive Officer, Corporate Services  Workforce updates and HR operational coordination All Divisions  Staffing coordination, employee support and workforce administration Legal Services Division  Employee relations, disciplinary matters and HR compliance support Finance & Fund Management Division  Payroll coordination and workforce administration support ICT & Cybersecurity Function  HR systems administration and digital workforce support Technical Executive Coordinator  Executive staffing coordination and workforce support Records & Information Management Specialist  Employee records management and information governance coordination

External Contacts (required for the achievement of the position objectives)

8 NaRRA | Human Resource Management Specialist

Contact (Title) Purpose of Communication Ministry of Finance & the Public Service  HR policy coordination and workforce governance support Office of the Services Commission  Recruitment, staffing and HR compliance coordination HEART/NSTA Trust & Training Institutions  Staff development and training coordination Labour Authorities & HR Regulatory Bodies  Labour compliance and employee relations support Recruitment Agencies & Service Providers  Recruitment coordinatio n and staffing support Professional Associations & Training Providers  Professional development and HR standards support Ministry of Finance & the Public Service  HR policy coordination and workforce governance support

The Human Resource Management Specialist has authority to

 Access workforce records, HR systems and employee information required for execution of assigned responsibilities, subject to confidentiality requirements.  Coordinate HR operational activities, staffing processes a nd workforce support services within delegated authority.  Recommend workforce improvements, HR operational enhancements and employee management corrective actions to management.  Escalate workforce risks, staffing concerns, employee relations issues and compliance gaps to the Manager – HR & Workforce Development.  Request workforce information, staffing updates and HR operational data necessary for execution of assigned responsibilities.