HR Manager - Remuneration, Systems and Health & Safety

SPC Pacific Community; Nouméa; Hybride; EUR 60 000 - 80 000; Plein temps

Résumé du poste

A regional development organization is seeking an HR Manager to oversee remuneration, health and safety strategies, and performance management systems. This key role requires extensive experience in HR management, with a focus on international standards and compliance. The position offers an attractive expatriate package and opportunities for professional growth in a multicultural environment of New Caledonia.

Prestations

Housing support in Noumea or Suva

Health insurance

Annual leave of 25 days

Qualifications

• At least 10 years’ experience in remuneration management, with over 5 years international experience.
• Experience advising on health and safety in an operational environment.
• Demonstrated experience in developing performance management best practices.

Responsabilités

• Lead the health and safety strategy and ensure compliance.
• Manage remuneration packages across multiple locations.
• Oversee performance management processes and HR systems efficiency.

Connaissances

Remuneration management

Health and safety management

Team management

HR systems knowledge

Formation

Post-graduate degree in HR management or equivalent

Outils

HR software systems

Description du poste

• Noumea or Suva-based position
• Attractive expatriate package
• Join the principal development organisation in the region

Description

The Pacific Community (SPC) is the principal scientific and technical organisation in the Pacific region, supporting development since 1947. We are an international development organisation owned and governed by our 27 country and territory members. In pursuit of sustainable development to benefit Pacific people, our organisation works across more than 25 sectors. We are known for our knowledge and innovation in such areas as fisheries science, education, public health, geoscience, and conservation of plant genetic resources for food and agriculture.

The Operations and Management Directorate (OMD) provides corporate services to all SPC Divisions and Programmes. It consists of three key departments: Finance, Human Resources and Information Services. OMD is focused on improving the effectiveness of systems, policies and management to provide high-quality customer-oriented services.

The role – HR Manager – Remuneration, Systems and Health & Safety will oversee the strategy, manage the programs and implement solutions to address the following across SPC organisation: Health & Safety, Remuneration & HR Analytics, Performance Management & HR Systems and Gender Mainstreaming and Oversight. This position is part of the Senior HR Team.

The key responsibilities of the role include:

Management of Health and Safety Strategy

• Develop and lead the strategic direction for Health and Safety at SPC, in collaboration with the Health and Safety Advisor.
• Ensure a safe and compliant workplace by proactively addressing health and safety requirements and maintaining alignment with relevant legislation.
• Implement robust systems for reporting, monitoring, and managing safety risks.
• Foster a culture of shared responsibility where all staff are trained, engaged and accountable for health and safety practices with their roles.
• Promote an organisational culture that values occupational health and safety through strong leadership, clear expectations, and integration of safety principles across all operations.

Management of SPC Remuneration, HR Analytics

• Provide research and analysis to determine that SPC remuneration is fit for purpose, aligns to market and contributes to SPC attracting and retaining highly skilled staff.

Responsibility for the maintenance and implementation of:

• Job Description format
• Salary Scales for all locations and all staff
• Job Banding model
• Manage total remuneration packages in multiple currency and geographic locations
• Policy and system design for allowances related to education, housing, dependents and other relevant allowances
• Benefits & Conditions
• Annual Market Salary Surveys
• Relevant remuneration policies
• Provide advice and direction to HR and SLT on remuneration principles

Management of Performance Management and HR Systems

Performance Management

• Develop the performance management strategy across SPC with HRD support.
• Manage and update the annual PDS process.
• Conduct the annual review process.
• Provide training and education to managers and staff on PDS process and moderation approach.
• Compile results and report regularly to SLT.
• Gain approval for PDS increases.
• Update Policies and processes as required, matching any changes to the process.

HR systems

• Manage existing HR Systems to ensure they meet business needs.
• Identify enhancements in current HR systems and processes that have a positive impact on the usability of the system and the end user.
• Lead continuous improvement efforts in collaboration with the HR team/ Finance/ Payroll and IT.
• Lead change and represent HR in review and selection of HR systems and implementation of any new and upgrade of existing systems and/or modules.

Gender Mainstreaming and Oversight

• Ensuring the effective integration of gender equality principles and practices across all organizational programs, policies, and activities, and providing guidance and oversight to staff on gender and GBV (Gender-Based Violence) issues.

People Management

• Manage and coordinate resources effectively across functions and locations.
• Manage staff performance, conduct fair, consistent, timely performance planning, review meetings and encourage open communication to discuss performance.
• Actively schedule time to help staff develop and be the best they can (training, shadow mentoring).

For a more detailed account of the key responsibilities, please refer to the online job description.

Key selection criteria

Qualifications

• Post-graduate degree in a relevant field such as human resource management, public or international business administration or equivalent body of knowledge and experience

Technical expertise

• At least 10 - 12 years’ experience with strong emphasis on specialisation in remuneration management, including more than 5 years at international level
• At least 5 years of experience managing teams including mentoring, developing, training, appraisal, and performance management,
• Experience advising on health and safety strategy and management in an operational environment
• Demonstrated ability to implement remuneration and health & safety strategies and to contribute to the improvement of these processes in a diverse and complex environment,
• Knowledge of HR systems and experience with the implementation of such systems
• Working knowledge of job evaluation methods and best practice
• Significant and proven experience in developing and implementing remuneration strategy, performance management best practice and health and safety policies
• Ability to liaise with staff at all levels of the organization
• Demonstrated ability to develop effective working partnerships with proven interpersonal skills
• Strong self-management – has initiative, able to solve problems and find solutions

Language skills

• Excellent command of English with excellent verbal and written communication and people skills for effective communication

Interpersonal skills and cultural awareness

• Ability to work in a diverse, multi-cultural and inclusive environment with appropriate sensitivity

Salary, terms and conditions

Contract Duration – This vacant position is budgeted for 3 years and is subject to renewal depending on performance and funding.

Remuneration – The HR Manager – Remuneration, Systems and Health & Safety is a band 12 position in SPC’s 2025 salary scale.

For a Noumea based position – a starting salary range of SDR (special drawing rights) 5,012-6,169 per month, which converts to approximately XPF 732,625-901,722 (USD 6,667-8,205; EUR 6,139-7,556). SPC salaries are not presently subject to income tax in New Caledonia.

For a Suva based position – a starting salary range of 3,743‒4,679 SDR (special drawing rights) per month, which currently converts to approximately FJD 11,267–14,084 (USD 4,978–6,223; EUR 4,585–5,731). Remuneration of expatriate SPC staff members is not subject to income tax in Fiji; Fiji nationals employed by SPC in Fiji will be subject to income tax.

An offer of appointment for an initial contract will normally be made in the lower half of this range, with due consideration given to experience and qualifications. Progression within the salary scale will be based on annual performance reviews.

Benefits for Staff in a position advertised internationally (EPAI) whose duty station is Noumea or Suva – SPC provides housing support in Noumea or Suva. Establishment and repatriation grant, removal expenses, airfares, home leave travel, health and life and disability insurances and education allowances are available for eligible employees and their eligible dependents. Employees are entitled to 25 working days of annual leave per annum and other types of leave, and access to SPC’s Provident Fund (contributing 8% of salary, to which SPC adds a 10% contribution).

Languages – SPC’s working languages are English and French.

Recruitment principles – SPC’s recruitment is based on merit and fairness, and candidates are competing in a selection process that is fair, transparent and non-discriminatory. SPC is an equal-opportunity employer, and is committed to cultural and gender diversity, including bilingualism, and will seek to attract and appoint candidates who respect these values. Due attention is given to gender equity and the maintenance of strong representation from Pacific Island professionals. If two interviewed candidates are ranked equal by the selection panel, preference will be given to the Pacific Islander. Applicants will be assured of complete confidentiality in line with SPC’s Privacy Policy.

Application procedure

Closing Date: - 7 September 2025 - 11:00 pm (Noumea time)

Job Reference: SS000003

Applicants must apply online at http://careers.spc.int/

Hard copies of applications will not be accepted.

For your application to be considered, you must provide us with:

• an updated resume with contact details for three professional referees
• a cover letter detailing your skills, experience and interest in this position
• responses to all screening questions

Your application will be considered incomplete and will not be reviewed at shortlisting stage if all the above documents are not provided. Applicants should not attach copies of qualifications or letters of reference. Please ensure your documents are in Microsoft Word or Adobe PDF format.

For international staff in Fiji, only one foreign national per family can be employed with an entity operating in Fiji at any one given time. SPC may assist on a case-by-case basis with submissions to Fiji Ministry of Foreign Affairs for their consideration and final approval. SPC cannot and does not make any guarantee whatsoever of approval for such applications to Fiji Ministry of Foreign Affairs and where an application is approved, the spouse or partner will subject to such terms and conditions as may be set from time to time by the Ministry.

SPC does not charge a fee to consider your application and will never ask for your banking or financial information during the recruitment process.

Screening Questions (maximum of 2,000 characters per question):

1. Please provide an overview of your compensation and benefits experience, with an example of how you have identified a particular remuneration issue and the steps you have taken to resolve the issue. How did you get buy-in from management for the solution you implemented?
2. Please provide an overview of your HR systems management experience along with examples of HR systems change management and implementation and utilising LMS platforms.
3. Please outline your experience in Health & Safety Systems implementation in international organisations and what safety measures are you most proud of that you developed.
4. Please provide your experience managing gender mainstreaming, equity and parity initiatives in an inter-government or development organisation and one key deliverable that had an impact on learning and capacity efforts.

Position Description