Roving HR Manager

War Child Alliance; Netherlands; Hybrid; EUR 61,000 - 100,000; Full time

Job summary

War Child Alliance is seeking a Roaming HR Manager to establish the HR function across two countries (Kenya and Chad) and report to the Senior HR Business Partners. The role will architect the people strategy, governance, and operational workflows from the ground up, ensuring confidentiality and data-driven decision making.

You will collaborate with the HR team, manage changes with ambiguity, and deliver an inception roadmap with milestones and HRIS setup to support staff globally.

Qualifications

• Fluency in English required; French is an asset.
• Experience setting up an HR department from scratch.
• Knowledge of local labor laws and compensation benchmarking.

Responsibilities

• Design master organizational chart, reporting lines, and divisions.
• Develop JD scripts, salary structures, and onboarding processes.
• Forecast hiring needs and develop a talent acquisition strategy with leadership.
• Draft HR policies, procedures, and staff handbook.
• Set up HRIS and standardized filing systems; create templates.

Skills

Interpersonal skills

Policy writing

Coaching

Stakeholder management

Remote collaboration

Education

Bachelor's degree in Human Resources Management

Tools

HRIS

Job description

War Child is looking for a: Roving HR manager We are looking for a roving experienced HR Manager to support us in the set-up the HR structure for two countries. The responsibility for the development of the HR department set up is for the Senior HR Business Partners. Therefore, the role will report to the Snr HR Business Partners. The Roving HR Manager is hired to set up a brand-new Human Resources department in two different countries, Kenya and Chad and will act as an architect to build the organization's people strategy, legal compliance foundation, and operational workflows from the ground up. The role is expected to involve collecting, analysing and presenting data, developing policies, templates, procedures, drafting and presenting various reports, facilitate any meetings where applicable. The role will work closely with other members of the HR team, to frame the ambition and ensure all elements of the HR Department Set Up are pulled together in close consultation with the Snr. HR Business Partners. The role holder will need to demonstrate agility and ability to adapt to shifting priorities working with a level of ambiguity due to both internal and external factors while delivering specific results that are key in enhancing the Work plan. Considering the personnel data risks, the role holder is expected to propose creative approaches to ensure consultation and uphold confidentiality while protecting our staff.

SCOPE OF WORK

• Strategic Alignment and Organization Design
• Organizational Structure : Design the master organizational chart, reporting lines, and functional divisions.
• Job Analysis & Grading: In consultation with the HR Projects lead, conduct job analyses, write and update Job Descriptions (JDs), and establish transparent salary structures.
• Workforce Planning: Forecast hiring needs, budget for headcount growth, and develop a talent acquisition strategy together with leadership.
• Recruitment & onboarding :- Sourcing, onboarding and training of a HR Focal point to take up the new department.
• Policy and Legal Compliance Labor Law Compliance : Ensure all practices comply with national employment and labor laws and develop employee labour law requirements glossary for each country.
• HR Manual and Policies : Draft a comprehensive HR Policy and Procedures Manual (covering recruitment, leave, disciplinary code, grievance handling, code of conduct, and termination) in line with existing WCA policies.
• Employee Handbook: Create a user-friendly staff handbook summarizing key policies for all employees.
• HR Systems and Infrastructure File Management: Set up standardized, confidential physical and digital personnel filing systems.
• Forms and Templates: Build standard templates for offer letters, employment contracts, appraisal forms, leave request forms, and exit interviews among others.
• Compensation Management Compensation & Benefits: Benchmark local market pay rates and design a competitive total rewards, health insurance, and benefits framework for all staff categories (Expatriates, national).

Education

Relevant degree in Human Resources Management, Organizational Development, Business Administration, or a related field.

Experience

Relevant progressive HR experience, with proven track record in setting up an HR department from scratch.

Knowledge

Deep familiarity with local labor laws, compensation benchmarking, HR tech implementation, and change management.

Skills

Strong interpersonal, policy-writing, coaching, and stakeholder management skills. Familiarity with child rights organization set up and the ability to work with remote teams.

Languages

Fluency in English is mandatory, and French is an asset.

Location

Any War Child Alliance Office or Virtually with travel to countries (Kenya and Chad)

Type of Contract

Full time

Duration

Over a period of six months from January to June 2027.

Why You Should Apply

• Meaningful Impact: Contribute directly to improving the lives of children and families affected by conflict through quality education and long-term, sustainable change.
• Professional Growth: Join a dynamic organisation that values learning, innovation, and professional development, with opportunities for capacity building and growth through the role and War Child's global network.
• Global Reach: Play a key role in scaling a ground-breaking programme across multiple conflict-affected contexts worldwide.
• Collaborative & Inclusive Culture: Work alongside passionate, mission-driven colleagues in a diverse, inclusive and respectful workplace that prioritises safety, fairness and equal opportunity for all.

Key Deliverables

• Inception Report & Diagnostic Assessment: Initial review of current state, gaps, and roadmap.
• Organizational Chart & Job Descriptions : Complete set of role profiles and grading tiers.
• HR Policy Manual & Employee Handbook: Finalized, legally compliant policy documents and contextualised WCA SOPs.
• HR Toolkit & Forms: Contract templates, onboarding checklists and templates.
• HRIS Setup / Software.