International Human Resources Manager

About this role

Job Title: International Human Resources Manager (IHRM)
Location: Menongue, Angola
Hours: Full Time
Contract Type: 2-year Fixed Term

Reports To: Head of HR Programmes
Direct Reports: HR and Safeguarding Officers
Key Internal Contacts/Relationships: Senior Management Team, Regional HRM , HQ HR Team
Key External Contacts/Relationships: Local Labor Office, Trade Union Committee
About HALO:
HALO is the leading global NGO addressing the impact and drivers of conflict in 30 countries and territories, with over 8,000 staff. Most of our staff are local employees and include a growing number of women.
Our primary duty is to serve people affected by conflict, clearing landmines and the explosive remnants of war that threaten lives and livelihoods long after fighting has finished. We make land safe where war has ended, while also assisting those affected by active conflict and endemic violence.
HALO addresses human suffering caused by armed violence in some of the world’s most fragile places, securing weapons and ammunition and working with both state and community actors to reduce the prevalence of armed violence.
HALO’s work in Angola focuses on reducing the impact of landmines and explosive remnants of war, improving safety, enabling access to land, and supporting long-term recovery and development.
About the role:
The International HR Manager (IHRM) sits within HR Programmes and is the primary HR point of contact for a portfolio of HALO's international programmes, providing hands-on, pragmatic HR partnering to programme and regional leadership. The role has a strong people-development and workforce-risk focus — employee relations, safeguarding, learning and development, talent and succession, and recruitment — translating global HR policy into locally compliant, operationally realistic practice across diverse, often high-risk, jurisdictions.
This is a delivery-focused partnering role working closely with regional management, the Safeguarding team, Safety & Security, and the wider global HR team to ensure national and expatriate staff are supported, developed, and protected by consistent, fair, and legally sound HR practice.
Responsibilities:
Partnering

• Act as the trusted HR advisor to assigned Programme Managers and senior regional leadership, providing pragmatic, risk-aware guidance.

• Build strong working relationships with in-country HR/admin focal points, providing coaching, capability building, and day-to-day support.

• Translate global people strategy and policy into locally appropriate practice, balancing HALO-wide consistency with local labour law and context.

• Support programme leadership through organisational change, restructures, and workforce planning linked to funding cycles and donor requirements.

• Ensure clear and consistent two-way communication between programme teams and relevant HR stakeholders, escalating issues where appropriate and maintaining awareness of programme developments and dependencies.
Employee Relations

• Own case management and reporting for employee relations matters across assigned programmes that fall in the local jurisdiction — disciplinary, grievance, performance, and capability — ensuring fair process, local legal compliance, and consistent documentation.

• Monitor and interpret local labour law across assigned country, working with local counsel/advisors where required, and flag compliance risk to the Head of HR Programmes.

• Coach and upskill managers to handle routine ER matters confidently and consistently, escalating complex or sensitive cases appropriately.

• Maintain and localise HR policies, contracts, and handbooks in line with both HALO global standards and in-country statutory requirements.

• Support employee relations matters for expatriate staff as required, either within your own region, or other regions as assigned by the HQ ER Triage team.
Safeguarding

• Act as a key HR point of contact for safeguarding concerns within assigned programmes, working closely with the Safeguarding team on case handling, investigations, and outcomes.

• Ensure safeguarding policy, codes of conduct, and reporting mechanisms are understood and consistently applied across programme countries, including for national staff and community-facing roles.

• Support the delivery of safeguarding induction and refresher training for staff and managers.

• Contribute to a strong speak-up culture and ensure safeguarding risk is factored into recruitment, onboarding, and exit processes.
Learning & Development

• Identify capability gaps across assigned programmes and work with managers regarding training requirements and development plans.

• Support rollout of HALO-wide L&D initiatives at programme level, adapting content and delivery for local context, language, and access constraints.

• Champion a consistent approach to induction, onboarding, and role-specific training across programme countries.

• Track and report on L&D activity and impact to support programme and organisational reporting requirements.
Talent & Succession

• Partner with programme leadership to identify critical roles and single points of failure, building practical succession plans appropriate to a field-based, often hard-to-recruit-for environment.

• Support talent identification and development including pathways.

• Contribute to performance management cycles, using outputs to inform talent, development, and succession conversations.

• Support retention planning for critical and hard-to-fill roles, balancing donor funding constraints with workforce stability.
Recruitment

• Partner with programmes on national and expatriate recruitment, ensuring safe, fair, and timely hiring aligned to funding and operational timelines.

• Embed safeguarding-safe recruitment practice throughout the hiring process, including referencing, vetting, and background checks appropriate to child- and community-facing roles.

• Support workforce planning for new project mobilisation, internal mobility…