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Head of Human Resources

Predstavništvo Deutsche Gesellschaft fur Internationale Zusammena



ugovor puno radno vreme

Head of Human Resources - with leadership responsibility 

  1. A. Responsibilities

The HR manager is responsible for

  • being the central contact for management and staff for all HR questions, specifically recruitment and selection, contract issues and professional development measures
  • leading a small team of HR professions (2,5 FTE) and ensuring efficient and effective HR processes for GIZ Serbia
  • implementing HR procedures as required, specifically operational and administrative tasks
  • implementing national personnel policies in line with local conditions and maintains contact with the National Personnel Team at Head Office. Acts independently and integrates others who have efficiently dealing with queries about HR issues for the whole of GIZ Serbia
  • advising the country director on HR policy issues
  • assuming conceptual and coordination tasks in HR management on behalf of the country director, in particular
  • implementing modern HR tools and instruments in line with GIZ policies or requirements 

The manager also performs the following tasks: 

  1. B. Tasks
  2. 1. Dialogue with Country Director

The manager

  • advises the Country Director on HR-related questions, in particular regarding GIZ HR policy in Serbia in line with national labour law as well as HR policy of GIZ
  • advises on decisions made with regard to HR issues, in particular employment conditions, renumeration structure etc.
  • advises the Country Director on possibilities of enhancing efficiency and effectiveness of HR practices within GIZ Serbia 
  1. 2.   Management responsibility

The manager

  • is responsible all HR-related issues as well as managing all staff who report to him/her (currently 5 staff members in HR and other areas)
  • manages staff in accordance with management principles and guidelines to promote a sense of corporate identity, enable employees to carry out tasks independently and create scope for creativity and innovation
  • is responsible for recruiting, selecting, grading, planning all HR-related staff matters and professional development of staff members who report to him/her
  • is also responsible for monitoring, managing staff and ensuring that they provide cost-effective services
  • carries out the annual staff assessment and development talk for staff members who report to him/her 
  1. 3.  Personnel recruitment

The Manger organises and directs the recruitment and hiring process in accordance with GIZ standards.


  • advises managers on drawing up requirement profiles and formulates appropriate job descriptions in consultation with them
  • ensures that positions are graded together with the manager based on the profiles developed and sets benchmark values for appropriate remuneration levels in individual cases
  • searches for suitable staff in accordance with the requirements for the positions (identifies existing GIZ HR resources in the country and/or region, writes job advertisements and ensures publication in appropriate print and/or online media)
  • ensures that applications received are evaluated and candidates are shortlisted on the basis of the requirements or hiring criteria, obtains references, and conducts preliminary discussions
  • organises personnel selection (e.g. applicant interviews) and advises if necessary on selection
  • ensures that unsuccessful applicants are notified and that the selection process is documented and archived and the data is entered into existing HRM systems. 
  1. 4. Conditions of employment and HR support

The HR managers ensures contract processing and assists staff on all HR matters.


  • determines the appropriate contract based on national labour law and the material and formal conditions (limited/unlimited employment contract, distinction from appraiser contract, internship etc.)
  • draws up the employment contract on the basis of the standard GIZ contract, local hiring conditions and the contents of the advertisement
  • deals with all other organisational and administrative stages in processing, e.g. monthly update of entries in SAP-HR for national personnel
  • maintains information on hiring conditions for national personnel (remuneration system, salary groups, model job descriptions, labour law etc.), updates this and informs managers
  • ensures that payroll functions smoothly. 
  1. 5. HR instruments and procedures

The HR managers coordinated the key HR processes, including HR and competence development, staff evaluation and human resources management (HRM). He/she identifies current issues and problems and formulates appropriate proposals for HR instruments and procedures in accordance with the national personnel policy. 

The HR manager

  • is responsible for implementing and complying with GIZ’s national personnel policies and puts in place the corresponding HR instruments and procedures
  • implements HRM for national personnel (e.g. enters competences, plans availability for assignment, considers staff for vacancies, advises, organises and implements professional development measures)
  • develops information material for new staff
  • writes and updates the employment manual with relevant documents on current hiring conditions. In this context, he/she consults a lawyer specialising in labour law.
  • develops human resources instruments and procedures (e.g. staff assessment and development talks, bonus systems, development plans) in consultation with the country director and assists in their implementation
  • organises the evaluation process (information on schedule for staff assessment and development talks, filing forms, monitoring documentation on qualification requirements and professional development etc.)
  • plans and organises training measures, including induction event for new staff, and advises managers on further training measures
  • checks the names of national personnel against the sanction list
  • networks with the national personnel help desk at Head Office and the other HR specialists in the region to share experience on good practices. 
  1. 6. Other duties/additional tasks

The manager

  • performs other duties and tasks at the request of management 
  1. C.  Required qualifications, competences and experience


  • MSc/MBA/masters degree in law, economics, psychology, sociology or similar area 

Professional experience

  • At least 8 years’ professional experience in a comparable position with management experience 

Other knowledge, additional competences

  • Long-term experience with HR procedures
  • good knowledge of national labour and social law
  • experience in advising on HR issues
  • impressive track record in a service provider and governance role
  • awareness of how to handle HR issues appropriately
  • finely tuned organisational skills and ability to work on one’s own initiative at the conceptional level
  • very good working knowledge of ITC technologies and computer applications, particularly in the area of HR management (e.g. SAP HR etc.)
  • very good knowledge of the Serbian, English and good knowledge of German
  • willingness to upskill as required by the tasks to be performed – corresponding measures are agreed with management


    • Srbija, 11000 Beograd, Brzakova 20
    • PIB: 102513510
    • Matični broj: 29011966
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