Senior HR & Admin Manager

4. Employee Relations and Engagement. 
• Lead employee relations matter and provide guidance on complex HR issues.
• Manage disciplinary, grievance, and conflict resolution processes.
• Promote positive employee engagement initiatives.
• Conduct employee satisfaction surveys and implement action plans.
• Ensure fair and consistent application of HR policies and procedures.
• Foster a respectful and inclusive workplace culture.
• Management of all NASSIT Related matters.

5. Benefits, Compensation, and Payroll
• Lead the annual salary review process and provide recommendations for adjustments.
• Oversee the monthly payroll process in compliance with MSSL Policies.
• Administer employee benefits, including medical insurance, Educational Support Allowance and leave allowances.
• Regularly review and update compensation and benefits policies to ensure competitiveness and employee satisfaction.
• Conduct compensation benchmarking and market analysis.
• Monitor staff welfare and wellbeing initiatives

6. Employee Relations, Labor Laws, and Compliance
  • Foster a healthy, engaging, and productive work environment through open communication and team engagement initiatives.
• Provide legal guidance on labour laws and ensure compliance with employment legislation.
• Manage employee satisfaction surveys, analyse feedback, and implement solutions to enhance engagement.

7. Risk, Safety, and Crisis Management
 • Monitor and mitigate risks by implementing safety and security protocols.
• Ensure compliance with anti-bribery, fraud, and security policies.
• Develop and maintain contingency plans for potential crises.
• Lead safety awareness and capacity-building programs for staff. 

8. HR Policy Development and Compliance
   • Regularly review, update and implement HR & Admin policies and procedures in line with changes in legislation and organizational needs.
• Ensure compliance with Sierra Leone labour laws and statutory requirements.
• Monitor compliance with MSI global policies and best practices.
• Lead internal HR compliance audits and corrective action plans.
• Ensure proper maintenance of personnel records and documentation.
• Provide detailed reports to management on HR compliance and strategic recommendations.

9. Administrative Oversight (Staff Focused)
• Oversee staff welfare, employee support services, and personnel administration to promote employee wellbeing ng, engagement, and a positive workplace culture.
• Coordinate employee-related administrative processes, including onboarding logistics, leave and attendance management, staff events, welfare initiatives, and expatriate support where applicable.
• Serve as the focal point for employee administrative concerns while ensuring accurate, confidential, and compliant maintenance of employee records and documentation.
• Support in all staff work tool related items
• Ensure appropriate office space utilization and workplace standards.
• Oversee International travel, accommodation, and logistical arrangements when required.
• Manage relationships with administration-related service providers

10. Safeguarding and Duty of Care
• Serve as HR focal point for safeguarding implementation and compliance.
• Promote safeguarding awareness and accountability across the organization.
• Support investigations involving safeguarding concerns where required.
• Ensure staff understand and adhere to safeguarding policies.
• Lead workplace health, safety, and wellbeing initiatives.

11. Leadership and Team Management

• Lead and develop the HR & Administration team. 
• Build the capacity of line managers in people management. 
• Establish performance expectations and accountability measures for direct reports. 
• Mentor and coach staff to achieve high performance. 
• Promote collaboration across departments.

12. Senior Management Team Responsibilities
As a member of the SMT, the Senior HR & Administration Manager will:

• Participate in organizational strategic planning and decision-making.
• Contribute to annual business planning and budgeting.
• Support risk management and organizational sustainability initiatives.
• Lead people-related discussions within SMT meetings.
• Champion organizational values and culture.
• Prepare and present regular HR and admin reports to the Senior Management Team (SMT) and MMT.
• Represent MSSL in external forums and stakeholder engagements when required.

Key Performance Indicators (KPIs)
• Increase in Staff retention and turnover rates.
• Recruitment turnaround time.
• Employee engagement survey results.
• Performance appraisal completion rates.
• Learning and development implementation rates.
• Up to date staff records/files.
• HR compliance and audit results.
• Employee relations case resolution timelines.
• Safeguarding compliance indicators.
• Administration service quality and efficiency.
• Staff satisfaction with HR services.