Job Description

Position Title: Human Resources and Liaison Officer

Department: People and Organizational Development (POD)

Location: ChildFund Myanmar, Yangon Office

Reports to: Country Director

Supervising: N/A

Employment Status: Full-time, two-year contract

POSITION OBJECTIVES

The Human Resources and Liaison Officer is responsible for assisting the Country Director leading, managing and supervising all aspects of ChildFund Myanmar’s Human Resource Management system that includes developing, advising on and implementing HR policies and procedures within the organization. The role will be a key driver in ensuring the effective implementation of HR strategies, policies and processes and the specific HR strategies requires to build capacity and the role will also covers for ensuring staff safety and security. S/he will be the focal person for liaising with key stakeholder, primarily governmental departments.

REPORTING STRUCTURE

The Human Resources and Liaison Officer will report to Country Director. S/he will work closely with all ChildFund Myanmar staff as well as ChildFund Australia HR group. (HR-80% and Liaison-20%)

KEY AREAS OF RESPONSIBILITY

Key duties for the Human Resource and Liaison Officer include:

Key area 1: Recruitment and Selection Process

• Coordinate and support end-to-end recruitment processes, including internal and external advertising, database searches, direct sourcing, shortlisting, interviews and reference checks.
• Coordinate with hiring managers and relevant departments on interview arrangements, selection, employment offers and contracts.
• Maintain and update the applicant database and recruitment records.
• Coordinate staff onboarding and induction, including orientation on relevant HR policies, procedures and organisational practices.
• Provide information and guidance on employment-related matters, including health, insurance and applicable labour requirements.

Key area 2: Training & Development

• Identify staff training and development needs in consultation with line managers and through performance reviews.
• Coordinate the development and implementation of the annual capacity development plan based on organisational and individual needs.
• Identify appropriate internal and external training resources and opportunities within approved plans and budgets.
• Coordinate training and capacity-building activities and support line managers in addressing identified development needs.
• Monitor and evaluate training activities and update development plans as required.
• Promote appropriate e-learning and other learning opportunities for staff.

Key are 3: Performance and Employee Relations

• Coordinate staff orientation on the Performance Development process and related requirements.
• Coordinate the annual performance review process, including communication, follow-up, documentation and reporting.
• Monitor completion of performance reviews and support line managers in addressing identified performance and development needs.
• Provide guidance to staff and line managers on HR-related workplace matters and support the appropriate handling of employee relations issues.
• Maintain appropriate confidentiality and documentation of employee-related matters.

Key area 4: Compensation, Benefits and HR Administration

• Coordinate employee benefits and entitlements, including insurance and other financial and non-financial benefits.
• Prepare the monthly salary payment list in coordination with Finance and ensure relevant employee information is accurate and up to date.
• Liaise with insurance providers on staff insurance matters and follow up on claims and reimbursements.
• Coordinate with Finance and relevant departments on staff registration and other authorised HR-related matters.

Key area 5: HR Systems, Records and Reporting

• Maintain accurate and confidential personnel files, leave records and other employee information.
• Maintain and update authorised HR software modules, including recruitment, employee profiles, training and leave.
• Ensure HR records and databases are accurate, complete and maintained in accordance with organisational requirements.
• Prepare regular HR reports and provide relevant HR information to management as required.

Key area 6: HR Policy Compliance and Staff Wellbeing

• Act as the HR focal point for compliance with organisational HR policies and procedures.
• Ensure staff are aware of, understand and comply with applicable HR policies and standards.
• Provide guidance to staff and line managers on the interpretation and application of HR policies and procedures.
• Monitor implementation of key HR policies and identify areas requiring clarification, improvement or follow-up.
• Support and monitor the HR related policy compliance of partner organizations.
• Support staff wellbeing initiatives and promote a positive, respectful and inclusive workplace environment.
• Serve as the focal point for implementing the Security Management Plan and supporting staff safety and security within the organisation.
• Monitor and support compliance with relevant HR policies and procedures among partner organisations, where applicable

Key area 7: HR Liaison and Representation

• Participate in external HR-related workshops, working groups and meetings as appropriate.
• Establish and maintain professional information-sharing relationships with HR counterparts in INGOs, government departments and relevant institutions.
• Represent ChildFund Myanmar in HR-related matters with relevant government departments and external stakeholders, as authorised.
• Keep abreast of relevant changes in labour, and other employment-related requirements and share relevant updates with management.
• Perform other HR-related duties as advised by the Line Manager.

REQUIRED COMPETENCIES/EXPERIENCE/QUALIFICATIONS

Core Competencies:

• Commitment to ChildFund Australia’s values, vision and mission;
• Teamwork;
• Communication;
• Accountability and integrity; and
• Adaptability and flexibility.

Functional/Technical Competencies:

• Diplomacy in dealing with others;
• Competency in HR related policies and staff development approach;
• Presentation skills;
• Negotiation and influencing skills;
• Proficiency with Microsoft Office applications;

*Remain alert and responsive to any child safeguarding risks, acquire relevant knowledge to promote strong safeguarding practices, understand the child safeguarding policy & procedures, and conduct yourself consistent with the Child Safeguarding Policy.

Qualified women and PWD are encouraged to apply.

Only shortlisted candidates will be contacted for the next stage of the recruitment process.

Application deadline: 9-Oct-2026