Aga Khan Health Services (AKHS) is one of the most comprehensive private, not‐for‐profit health care systems in the developing world with community health programs in large geographical areas in Central and South Asia, as well as in East Africa.

The Aga Khan Health Services, Afghanistan (AKHS, A) was established in 2003 as part of the Aga Khan Development Network (AKDN). AKHS, A provides health care services mainly on behalf of the government including the Ministry of Public Health’s of Afghanistan’s Basic Package of Health Services (BPHS) and Essential Package of Hospital Services (EPHS). AKHS, A is unique both in scale and scope, delivering critical health services along the continuum of care, from Community Health Workers (CHWs) to ISO certified hospital facilities.

Since 2003 AKHS, A is implementing Healthcare services in Bamyan, Baghlan and Badakhshan provinces. The agency’s scope of work includes the provision of primary and secondary Healthcare, Preventive and curative medical care, Nursing and Midwifery education, Human Resources Development and Hospital Management. The current working modality and role of AKHS, A in Bamyan and Badakhshan provinces as BPHS and EPHS implementer. AKHS, A provides technical support as well as capacity building of health personnel, immunization services, nutrition trainings and the training of Community Health Nurses and Community Health Midwifery.

AKHS, A tapped into internal and other donor fundings to continue supplementary and complementary supports to the national health system. Moreover, AKHS, A scale up AKDN innovations, including, expansions of e-Health services, e-learning initiatives, and cross border arrangements. To promote healthy environment, AKHS, A is implementing net zero and greenhouse gas emission.

MAIN RESPONSIBILITIES AND TASKS:

• To be familiar with HR policy: Thoroughly read and understand of AKHS’A HR policy manual within 1st month of employment probationary period and presenting it to all Project employees through power point presentation.
• New position assessment: Assessing new position need in coordination with HOD at annual budget meeting or at need basis with rational justifications. 
• HR training & development: Preparation of policy and criteria for on job, national and international training for Project employees. In closed coordination with HOD assessing training needs for above mentioned three kinds of training on annual basis. Annual budget preparation for all kinds of training, workshops and seminars with the help of finance department. On time conducting of all planed on job training and learning sessions as part of continuing education and learning skills program. Implementation of national and international training, workshops and seminars plan in coordination with NPO training coordinator.
• Recruitment: In collaboration with Project Manager and Head of HR NPO, establish a strategic and transparent recruitment process and develop requisite experience and competencies to ensure a strong and capable workforce to meet project needs. This includes ensuring timely and appropriate recruitment by defining recruitment needs, developing clear job descriptions, posting/advertising job descriptions and managing the applicant files and review process of applications, circulating CV’s, identifying advertisement resources, facilitating interviews, and checking references. Provide progress reports to and regularly communicate with Project Director and Hiring Manager regarding applicant status. Ensure complete staff files including selection process are sent to NPO-HR.
• Personnel: Create, maintain and regularly review accurate personnel files on all employees. Provide leadership on personnel matters. Be available to employees regarding confidential employment matters, career development, job satisfaction, and grievance and discipline issues. Provide guidance and options and/or pathways for resolution, consulting with Project Director and Head of HR NPO as appropriate. Conduct and file exit interviews when staff depart from positions.       
• Performance Planning and Review Process: Manage the annual performance planning and review process and support Project Director and managers and supervisors in addressing under-performance and, if/when necessary, termination.
• Leave tracking: Improve and maintain the system to track vacation, sick, holiday and other leave. Collects all timesheets, checks against attendance records, and leave approvals and records all approved leave. Provide the finance staff and Project Director with monthly reports on employee leave balances monthly. Ensures staff understanding and compliance with attendance procedures and monitors regularly.
• Orientation and Annual Benefits Review: Work with Project Director and Department Heads to develop an orientation program and schedule for all new staff including project technical overview, benefits, allowances, policies, and responsibility of assigned project equipment and items. Ensure that the orientation information is updated regularly and ensure that staff complete all orientation sessions/steps.
• Monthly Payroll and Reporting: Check the Staff Payroll Report on monthly basis, to make sure all the required information and changes on new, existing and departing employees have been confirmed and communicated to appropriate staff and the relevant forms have been filled out and are filed.

Supervision: Supervises any assigned or shared staff in HR duties.

Education: with bachelor’s degree in human resource management, Business Administration, Public Administration (or a related field).

Work Experience: 5 years of professional relevant experience inclusive of managing a workforce of approximately   100- 200 personnel and experience in the use of office software packages and Human Resource Management System.

Skills: 

• Ability to competently assess priorities, manage a variety of complex activities simultaneously in a time-sensitive environment, and meet competing deadlines.
• Excellent interpersonal skills and demonstrated ability to interact professionally with culturally and linguistically diverse staff, clients, and consultants.
• Proven ability to work successfully on a team in a fast-paced environment.
• Solid computer skills; proficiency in word-processing, database management, and spreadsheet programs; Microsoft Office preferred.

Qualified applicants who are exactly suitable with the above criteria are requested to send their applications + CVs through this link: https://forms.gle/atnhboiiRZ1BjXr2A

Note: Applications are reviewed on active bases and after receiving sufficient eligible applications we may process the position before closing date. 

Aga Khan Health Service, Afghanistan strives to promote diversity as well as provide an equal employment opportunity to each candidate, regardless of age, color, disability, ethnicity, gender, language, marital status, origin, political affiliation, religion, sex, or social statuses.

Aga khan Health Service- Afghanistan is an equal opportunities employer. Female are encouraged to apply.

AKHS is concerned about the climate and environmental crises we face and is doing everything possible to reduce our own impact, encouraging others to do the same, and advancing understanding in this field. AKHS has set itself the task of getting as close to net-zero carbon operations as possible by 2030. We expect all staff to contribute to achieving these aims in the context of their roles. We encourage applicants with previous experience or an interest in this field to app.

(AKHS, A enforces a zero-tolerance stance towards behaviors inconsistent with the goals of AKDN and AKHS, A, encompassing sexual exploitation and abuse, sexual harassment, authority abuse, and discrimination. The organization is committed to stringent child safeguarding principles. Successful candidates are required to align with these standards, undergoing thorough reference and background assessments, which involve validating academic credentials and employment history. Additional information may be requested for a comprehensive background check.)

“AKHS, A is an equal employment opportunity organization, and with the mandate of transparent, open, and fair recruitment process. Any follow up during the recruitment process by the applicant/candidate can disqualify the querier”.