CONSULTANT – ORGANIZATIONAL STRUCTURE, JOB GRADING, AND SALARY SCALE DEVELOPMENT

The HR Officer serves as the operational backbone of the HR department, executing core administrative routines across recruitment, HRMS and biometric timekeeping, leave/movement tracking, employee documentation, and workforce analytics. The position requires strong data management skills, high operational precision, and proficient English communication to ensure efficient HR workflows and policy compliance.

Key Responsibilities & Operational Routines

HR Analytics & Dashboard Reporting

• Collect and maintain core workforce metrics (headcount, time-to-fill, turnover, absenteeism, probation pass rates, leave utilization).
• Design, update, and present weekly, monthly, and quarterly HR Operational Dashboards for executive insights.
• Analyze timekeeping, biometric attendance, overtime, and absenteeism trends to identify operational bottlenecks.
• Compile and analyze exit interview, survey, and performance review data to highlight engagement and retention trends.
• Prepare standardized and ad-hoc analytical reports, statistical summaries, and visual presentations.

Recruitment & Onboarding Administration

• Coordinate end-to-end recruitment: draft job postings, publish openings, screen applications, and shortlist candidates.
• Organize candidate interviews, written assessments, and evaluation panels.
• Manage pre-employment background/reference checks, offer letters, and candidate communications.
• Plan and execute structured onboarding and orientation schedules for new hires.

HRMS & Attendance Management

• Serve as primary custodian of the HRMS, ensuring data integrity, completeness, and accuracy.
• Conduct daily verification of biometric/time-card attendance records and check-ins.
• Generate weekly/monthly attendance summaries, flagging lateness, unexcused absences, and timekeeping discrepancies.
• Maintain system updates for transfers, promotions, resignations, contract renewals, and structural changes.

Leave, Outgoing & Field Work Management

• Process and track all staff leave requests (annual, sick, maternity, paternity, emergency) per labor aw and company policy.
• Administer sick leave documentation, medical certificate verification, and return-to-work clearances.
• Monitor Outgoing for Work logs for short business-related exits during working hours.
• Oversee Field Work and Out-of-Station assignments, ensuring timely completion and submission of fully signed authorization forms.

Documentation & Employee Records

• Maintain confidential, audit-ready physical and digital personnel files.
• Ensure all required employee records (contracts, certificates, IDs, NDA forms, evaluations) are securely archived.
• Draft official HR correspondence (verification letters, warning notices, contract extensions, termination documents).
• Conduct periodic record audits to guarantee full compliance with legal and internal standards.

General HR Operations & Support

• Serve as the primary point of contact for routine employee inquiries regarding HR policies and leave balances.
• Support the CHPO in administering annual performance appraisal cycles and training/development programs.
• Track probation periods and contract expiration dates, providing advance alerts to department heads and the CHPO.
• Manage exit clearance workflows, exit interviews, and file archiving.
• Perform other related duties as assigned by the immediate supervisor.

Company: Elegance Import and Export PLC

Position: Human Resources (HR) Specialist / Manager

Location: Addis Ababa, Ethiopia

Employment Type: Full-time

Application Deadline: November 15, 2026

📋 Key Responsibilities

• Develop, implement, and update HR policies, processes, and organizational structures in alignment with company goals.
• Oversee recruitment, onboarding, talent management, training, and performance evaluations.
• Maintain complete employee records, oversee leave management, payroll inputs, and benefits administration.
• Promote a positive, productive, and safe work environment.
• Ensure full compliance with Ethiopian Labour Law and relevant statutory regulations.

Join Pharo Health — Building the Future of Specialized Healthcare in Africa

Pharo Health Ethiopia, a portfolio company of Pharo Ventures, is redefining the future of premium healthcare delivery in the Horn of Africa.

We are establishing a state-of-the-art specialty and diagnostic center in Addis Ababa designed to deliver world-class, patient-centered care through advanced medical technology, exceptional clinical talent, and seamless multidisciplinary collaboration.

As an early member of our specialist team, you will have the rare opportunity to help shape a modern healthcare institution from the ground up — one built on clinical excellence, innovation, compassion, and impact.

Our vision extends beyond a single facility. We aim to build a leading healthcare network that expands access to high-quality specialist care across Ethiopia and the wider region.

Role Purpose

Provide senior-level, hands-on People & Culture support to the Health Centre, ensuring timely and consistent delivery of HR processes in a patient-care environment. Partner with the General Manager – Health and Health Centre leadership on workforce planning, recruitment, employee relations, performance, staff development and compliance, while maintaining reliable HR systems and confidential staff records. The role supports clinical and non-clinical employees but does not make clinical decisions.

People & Culture Operations & Workforce Planning

• Coordinate end-to-end recruitment, selection, reference checks, appointment, onboarding, probation confirmation, transfers and offboarding for clinical, technical, administrative and support roles.
• Work with Health Centre managers to maintain staffing plans, approved positions, vacancies and recruitment priorities, considering service coverage, shifts and required professional qualifications.
• Maintain accurate employee files, contracts, job descriptions, HRIS/PeopleHum data, leave balances and employee lifecycle records; follow up on missing or overdue documentation.
• Coordinate timely submission and validation of attendance, shift-related records, approved overtime, allowances and other payroll changes with Finance and responsible managers; flag discrepancies before processing.
• Monitor contract, probation and required professional-registration or license expiry dates, referring verification of clinical credentials to the appropriate authorised health leadership.

Employee Relations, Attendance & Performance

• Advise staff and supervisors on P&C policies, working hours, leave, attendance, conduct and employee-relations procedures, applying appropriate confidentiality and professional judgment.
• Support fair documentation and coordination of grievances, disciplinary cases, workplace conflicts and investigations; escalate sensitive or high-risk cases to the General Manager – Health.
• Coordinate performance goal setting, probation reviews and appraisal cycles; follow up with department leads on timely completion and agreed development or improvement actions.
• Analyse absence, turnover, vacancies and staffing concerns affecting service continuity; raise trends and practical recommendations to the General Manager – Health.

Learning, Engagement & Staff Support

• Consolidate training and development needs with clinical and non-clinical team leads and coordinate approved learning activities, induction and training records.
• Coordinate tracking of mandatory workplace training and renewal requirements with relevant clinical, quality and safety leads; ensure clinical content is owned by qualified staff.
• Support employee engagement, wellbeing, respectful workplace practices and organisational culture initiatives, and communicate recurring staff concerns through appropriate channels.
• Provide technical guidance to junior administrative or P&C colleagues, where assigned, and help strengthen HR process quality.

Compliance, Reporting & Process Improvement

• Implement applicable Ethiopian employment requirements, internal P&C policies, confidentiality standards and agreed health-center procedures; refer legal or policy interpretation issues to the General Manager – Health for appropriate guidance.
• Prepare accurate monthly people reports on headcount, vacancies, recruitment, turnover, leave, attendance, training, performance completion and other agreed indicators.
• Support HR audits, documentation checks and corrective action follow-up, including personnel-file and HR-system data quality.
• Identify process gaps and propose practical improvements to onboarding, workforce records, attendance controls, communication and employee support.