Using a positive and service-oriented communication style, the HR Manager will be able to influence how the service is managed to truly support and make a difference to the organization.
HR Manager will lead and develop the HR Department ensuring the effective operation of a professional operational HR function and services. Working for a highly reputable organization, this is a challenging and satisfying role with the opportunity to add value to the Cambodian Children’s Fund.
The role provides operational leadership whilst identifying areas for improvement and driving value adding initiatives. Whilst the strategic element of the role is critical to taking the team forward, you can also expect to be involved in hands-on operational HR duties including the management of HR decisions and administration.
Along with having a strong understanding of Cambodia Labor Law, Employee Services, HR administration and HRMIS databases, the HR Manager should also have a solid understanding of Recruitment, Training, and the provision of HR Services for Managers (in the application of HR policies, procedures and good HR practices).
University Degree in Human Resources or relevant field
Minimum of 5 years leading and managing a human resource department
Business level Khmer language skills in both written and spoken form.
Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, scenario planning, leadership techniques, and coordination of people and resources.
English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes understanding what CCF line managers need, meeting quality standards for services, and evaluation of manager satisfaction.
HR/Tax Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, ministry rules, and political processes.
Understanding people — Some knowledge of human behavior and performance; individual differences in ability, personality, and interests; and learning and motivation.
Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.
Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new HR knowledge to review existing processes and identify opportunities/needs to improve.
Staffing Organizational Units — Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.
A well known international non-profit organization founded in 2004, Cambodian Children’s Fund provides life-changing education, nourishment and healing to vulnerable children from some of Cambodia’s ...