Human Resource & Administration Manager - SOS Social Enterprise

Who we are

SOS Kindergartens and SOS Schools were initially established as affiliated facilities to SOS Children’s Villages in Ethiopia to provide formal education to children drawn from SOS Family Care and the surrounding community. Except for a few scholarship holders, the majority of the students were paying tuition fees which were not more than 50 percent of the cost of education services. Later on (end of 2016), with the change in the legal and funding stream, these educational establishments were transformed into business entities. In converting the facilities from not-for-profit into a subsidiary profit-making enterprise, SOS Children’s Villages in Ethiopia is leveraging external resources as an alternative funding model.

The “enterprise” in this form has a dual objective of making a profit while achieving a social purpose. The business generates funds (profit) to implement programs, expand the scope of operations, enhance employee capacity and build infrastructure. In addition, the enterprise was intended to serve as the centre of excellence in the provision of quality educational service to citizens and thereby impact the quality of education by other service providers in regions where the enterprise has a presence.

Currently, SOS Schools operate as a business in 5 City Administrations of 5 Regional States - Mekelle, Harar, Hawassa, Bahir Dar and Jimma – Mekelle being the oldest one and Jimma the youngest one.

Our Commitment to Safeguarding  

At SOS Kindergartens and SOS Schools, safeguarding isn't just a policy, it's a foundational value embedded in everything we do. We are unwavering in our commitment to protecting the children, young people, adults, and communities we serve, as well as our workforce and resources.

We cultivate an environment of trust and accountability where every voice is heard and respected. All successful candidates will be expected to champion our holistic safeguarding principles, actively upholding our Child & Youth Safeguarding Policy, Code of Conduct, and regulations against sexual misconduct, fraud, and corruption.

By joining our team, you commit to integrating these vital standards into your work, ensuring the highest levels of safety, ethics, and integrity in every action and partnership.

Together, we create a world where everyone feels safe, respected, and protected

Join Our Mission:

We are looking for a Human Resource & Administration Manager to provide strategic leadership and oversight for all Human Resource and Administration functions across the organization’s businesses and regions, ensuring effective people management, compliance, and efficient administrative operations. The purpose is also to lead end-to-end people and administrative management for SOS Social Enterprise across all branches and business categories, ensuring consistent HR systems, compliant employment practices, effective workforce planning and performance management, strong staff welfare/employee relations, and reliable administrative services (facilities, documentation, vehicle/logistics coordination, supplier/vendor admin processes as relevant). The role ensures the organization has the right talent in the right roles, with compliant and efficient systems that enable business performance.

Work Conditions/Travel

• Based at Head Office; regular travel to branches and regions to support HR rollout, training, performance reviews, and investigations.
• Travel frequency: as required by recruitment plans, grievance cycles, and audit timelines.

Key Responsibilities 

HR Strategy, Workforce Planning & Talent Management

• Develop and implement an enterprise-wide HR strategy aligned to the business growth plans
• Lead workforce planning for all units (schools and other businesses), including projected staffing needs for existing businesses and future ventures
• Manage recruitment planning with business unit leaders, ensuring timely hiring of qualified staff
• Support onboarding and probation tracking processes
• Lead the development of talent acquisition, retention, and succession planning strategies.
• Ensure standardization and compliance of HR practices across all units and regions

Recruitment, Selection & Hiring Compliance

• Coordinate the end-to-end recruitment process in developing job descriptions, candidate screening, interview coordination, reference checks, offer preparation, and employment contract management.
• Ensure hiring practices comply with Ethiopian labor law and SOS policies.

 Performance Management & Organizational Development

• Implement a performance management framework (KPIs/OKRs or appraisal system) across the structure.
• Provide guidance to managers on goal setting, appraisal execution, and development planning.
• Support training needs analysis and professional development plans.

 Employee Relations & Compliance

• Manage employee relations cases (discipline, grievance, workplace issues) according to policy and law.
• Ensure proper documentation of HR decisions and maintain HR records systematically.
• Ensure compliance with labor regulations regarding leave, attendance, termination, and benefits administration.

Compensation, Benefits & Payroll Coordination (in collaboration with Finance)

• Own HR inputs to payroll (attendance approvals, contract changes, benefit eligibility, overtime rules where applicable).
• Coordinate with the Finance Manager to ensure payroll accuracy and timely processing.
• Support review and harmonization of compensation practices across branches (while respecting business unit differences).

HR Policies, SOPs & Employee Documentation

• Develop, update, and enforce HR policies and SOPs including attendance and leave, disciplinary procedure, code of conduct, recruitment and hiring SOPs, employee handbook provisions, and contract lifecycle management.
• Ensure HR documentation quality and retention across sites.

Administrative Management

• Oversee core administration functions such as office management, records management and document control, asset administration (laptops, equipment, fixed assets admin coordination with Finance), procurement support coordination for HR/administrative needs, travel coordination and logistics support, and management of office/branch facilities coordination where applicable
• Ensure the organization has reliable administrative processes that reduce friction for business unit.

Training, Policy Awareness & Culture

• Ensure staff awareness of relevant policies, including code of conduct and organizational values.
• Support leadership/management capability building through coaching, HR tools, and training initiatives.

Child Safeguarding / Compliance Coordination (Where Applicable)

• The position holder ensures HR processes include background checks, screening, role-based safeguarding training requirements, maintaining records and compliance for staff working with children.

Key Relationships

• Internal: General Manager (primary), Executive Management, Finance Manager, all HQ departments, Regional/Business Managers, HR & Admin Coordinators, Business unit leaders,
• External: Government agencies and regulatory bodies, legal consultants, training providers, recruitment agencies, external HR consultants, legal advisors, Staff/employee representatives,

Our Ideal Candidate?

Let's find out if we're a match. The next step in our process depends on how your background closely align with the below criteria’s. 

Required Qualifications & Experience

• Master’s degree in Human Resource Management, Business Administration, Organizational Psychology, or related field
• Minimum 7–10 years HR management experience, including recruitment and onboarding, employee relations and compliance, performance management, payroll/HR process coordination
• Experience supporting multi-site operations and/or workforce across regions is strongly preferred.
• Knowledge of Ethiopian labor law and HR compliance practices is required.

Professional certifications (preferred):

• SHRM, CIPD, or equivalent HR certification
• Any HR compliance or labor law training

Competencies/ Skills

• Deep understanding of labor compliance and HR governance
• Strong employee relations handling and conflict resolution skills
• Ability to build scalable HR systems and standardize SOPs across branches
• Excellent communication skills; able to influence leaders without authority escalation
• Strong organization and documentation management
• Coaching and leadership development capability                                                                              

 Key Performance Indicators (KPIs)

• Hiring cycle time (e.g., time-to-hire for priority roles) and retention indicators
• Compliance rate with HR policies and labor requirements
• Performance appraisal completion rate across units
• Reduced HR-related disputes; improved grievance handling closure time
• Payroll accuracy outcomes (coordination with Finance): error reduction rate
• Training delivery and completion rates (especially for safeguarding/code of conduct where applicable)
• HR documentation completeness and audit readiness (HR file quality)

Does This Sound Like You?

To apply, please submit your updated resume via SOS Children's Villages Application portal (ICIMS)

We actively champion diversity and inclusion and strongly encourage women to step forward and apply. As part of our unwavering commitment to holistic safeguarding protecting children, youth, adults, and assets our selection process emphasizes value alignment and includes thorough background checks for all potential hires.

SOS Children's Villages in Ethiopia is an equal opportunity employer, providing fair consideration to all applicant regardless of race, colour, religion, gender, ancestry, national origin, age, disability, marital status, or class.

Please note that only shortlisted candidates will be contacted.