Human Resources Manager

Based in Brussels and active in over a dozen countries, the European Institute of Peace ( www.eip.org ) is an independent organisation working collaboratively with the parties to the conflict, those who represent people suffering from insecurity or at risk of violence, as well as European decision-makers and the conflict prevention, resolution and mediation community.

We provide practical experience, technical expertise, and policy advice on conflict resolution. We use a variety of tools to help us do this, including analysis, mapping and design of peace processes and agreements, facilitating policy discussions, and proposing practical engagement, for example through inclusive dialogue and mediation support.

Are you captivated by our innovative approach to peace, and do you want to contribute to the mission of our institute? Do you share our vision for a world where people live in safety and peace because conflicts and grievances are resolved through inclusive dialogue and lasting political agreements?

The European Institute of Peace is looking for a Human Resources Manager to support the Institute’s operations on the different HR projects.

Your place in the team

The Human Resources Unitensures that EIP has reliable, effective and fit-for-purpose people managementpractices. It covers the employment and engagement lifecycle, from recruitmentand contracting to development, performance and wellbeing. It also supportsEIP’s international operations through the appropriate engagement and oversightof consultants working in different countries.

Working transversally with the Chief Operating Officer, Finance, programme teams, managers and staff,HR provides more than administrative support: it advises on people-relatedissues, identifies risks and needs, and develops practical solutions suited toEIP’s size, maturity and operating context.

Reporting to the COO, the HR Manager leads the HR Unit and is accountable forthe effective delivery and continuous improvement of EIP’s HR function. Therole combines hands-on generalist HR management with responsibility fordeveloping and implementing appropriate policies, processes and people-managementpractices. Its priorities are to ensure sound HR operations and legalcompliance, strengthen the organisation’s HR framework, and contributeproactively to a healthy and effective working environment.

You will

HR operations, administration and compliance

• Ensure that core HR processes are reliable, timely and consistently applied,including recruitment administration, onboarding and offboarding, employeerecords, leave, employment documentation and HR reporting.
• Supervise the HR Officer’s administration of monthly payroll, ensuringappropriate checks and coordination with the social secretariat and Finance.
• Oversee employee contracts, benefits and insurance; maintain accurate andconfidential HR records; and ensure compliance with Belgian employment andsocial legislation, seeking specialist advice when required.

HR policies, frameworks and people development

• Review existing HR policies and practices, identify gaps and priorities, andlead the development, consultation, implementation and regular review of clear,proportionate and legally compliant policies and procedures.
• Develop and maintain EIP’s approach to compensation and benefits, includingsalary frameworks, job levels and salary-setting principles, in closecoordination with the COO and Finance.
• Coordinate workforce planning, recruitment, onboarding, performancemanagement and learning and development, providing managers with practicalguidance and tools.
• Advise managers on employee relations and sensitive people matters, includingperformance, absence, disciplinary and grievance issues, escalating significantrisks to the COO.

Consultant engagement and international compliance

• Own EIP’s framework for engaging consultants internationally, includingcontract templates, approval processes, documentation and contract oversight,working closely with programme teams and Finance.
• Oversee consultant agreements and renewals, ensuring that contractual terms,employment-status considerations and relevant local legal, tax, social-securityand work-authorisation issues are appropriately assessed, with local specialistadvice where needed.

Organisational culture, wellbeing and team leadership

• Act as a proactive partner to managers and senior management, identifyingpeople-related needs and proposing practical improvements to organisationaleffectiveness, management practices, staff development and retention.
• Promote a respectful, inclusive and constructive working environment, andcoordinate staff wellbeing initiatives in line with Belgian occupationalwellbeing requirements.
• Lead and organise the HR Unit, setting prio