Over the past decade, interest in how companies manage environmental, social and governance (ESG) issues has grown considerably. Investors, consumers and employees increasingly expect companies to account for issues such as worker safety, climate change and financial transparency. As the world finds itself in the midst of a pandemic, these stakeholders are now adding a company’s response to COVID-19 to the list.

Specifically, what are they looking for in a company’s response to COVID-19?

Ratings agencies and other organizations are starting to issue guidance. S&P Global provided insight on how it might adjust its ESG evaluation. Sustainalytics has produced research that examines the impact of COVID-19 on ESG. The UN Principles for Responsible Investment has published resources for investors to engage companies around their COVID-19 response.

Based on this information so far, stakeholders will be looking for insight on the following:

• Governance of COVID-19 response: How is the company managing its overall response to the pandemic? Is there a specific management team? Does the board have oversight?
• Workforce: What is the company doing to keep employees, suppliers, contractors and other key stakeholders safe? How is the company maintaining productivity during this time? Has the company been forced to adjust its headcount; and if so, how is it supporting those affected?
• Community support: What is the company doing to help address challenges brought about directly or indirectly by the virus? Support could include monetary giving, as well as in-kind donations of product and supplies. Is a company’s philanthropic response aimed not only at the health crisis broadly, but also at supporting communities where the company operates and where employees live?
• Supply chain continuity: How is the company identifying and managing potential disruptions in the supply chain due to the virus?
• Customer loyalty and satisfaction: What is the company doing to engage customers during this time — through product innovation, outreach and other efforts?
• Stakeholder engagement: How is the company listening to all stakeholder groups during this time? What is the company doing to respond to concerns?

The impacts of this crisis are both immediate and long term. Companies must be proactive, diligent and dedicated to a business strategy that protects and enhances recovery — and ultimately, their reputation. Three steps your company can take today include:

1. Audit: Assess where your company stands on key COVID-19-related ESG topics such as workforce, community support and supply chain continuity.
2. Act: Take action where necessary to build initiatives and programs to mitigate any identified risks and act on opportunities.
3. Communicate: Tell your company’s story — be specific about what you’re doing under the topics listed above, and other stakeholder concerns.

As the crisis continues to unfold, ESG topics, such as the safety of employees and community engagement, will continue to grow in importance. Companies will be judged by their ability to withstand financial shocks, but also by how they’ve treated their employees, clients and communities.

Source : https://sustainablebrands.com/read/finance-investment/the-world-has-changed-but-investor-interest-in-esg-remains-what-s-expected-of-your-company

NGOs often have a lot of staff. Large NGOs may have hundreds or even thousands of staff. An NGO’s human resources department is an essential part of effectively managing these staff. There is a wide range of jobs in the NGO sector for qualified human resources professionals. There are also entry-level positions for people who want to start a career in human resources in NGOs.

If you’re interested in working in human resources at an NGO, be sure to read our guide to the most common HR jobs. We’ve also included a section for each role on the experience and qualifications often needed to apply.

HR Manager

The HR Manager oversees all HR processes within an NGO mission. If working at the headquarters level, the HR Manager is likely to oversee a certain department or the NGO’s HR work in a number of country offices.

The job of the HR Manager in an NGO is to ensure the effective implementation of HR processes. This includes recruiting, managing staff, developing guidelines and tools, and coordinating with other teams. The HR Manager will oversee the HR team and often manage HR Officers and recruiters.

How to Apply

If you are interested in becoming an HR Manager in an NGO, we suggest you complete a formal qualification in Human Resources. As a management position, you will also need experience working in HR. Previous experience in an NGO would be an asset, but experience in the private and public sector may also be beneficial.

HR Officer

In an NGO, the HR Officer is the primary mid-level position within the human resources department. They are responsible for the day-to-day management of the NGO’s human resources procedures. This includes developing guidelines, assisting with recruitments, onboarding staff and entering monthly payroll.

The HR Officer often reports to the Human Resources Manager or Human Resources Coordinator. In smaller NGOs, the HR and finance teams may be combined into an administration team. In these cases, the HR Officer usually reports to the Administrative Coordinator. The HR Officer will provide line management for the HR assistants.

How to apply

To become an HR Officer in an NGO, you need between one and three years of professional experience. Previous experience in an HR position in an NGO would be an advantage, but relevant experience in the private and public sectors is often also considered. A formal qualification, such as a Bachelor’s or Master’s degree, in human resources would also be an asset.

Recruiter

Large NGOs have hundreds, sometimes thousands, of employees. Managing the turnover of this number of staff requires a significant amount of recruitment. Some NGOs have the dedicated role of Recruiter. This position is responsible for managing the hiring of new employees and ensuring their effective integration.

In an NGO, the Recruiter is often managed by the HR Manager. Their role is to oversee the entire recruitment process, from validating job descriptions and vacancies, to signing contracts for new employees and coordinating their onboarding.

How to apply

NGOs look for individuals with a proven track record of hiring staff when employing a recruiter. While previous experience in the NGO sector is an asset, this is certainly a role where private or public sector experience is also very valuable.

Talent Manager

The NGO sector has become increasingly professionalized over the past decades. As a result, some aspects of private sector HR are beginning to be used within NGOs. Talent managers in NGOs are responsible for recruiting senior staff and retaining talented staff. They also develop strategies to foster internal mobility within the NGO so that staff can develop their skills and grow in their careers.

Only large NGOs will have a Talent Manager on their HR team. The Talent Manager is often managed directly by the HR Coordinator or the Director of the Human Resources Department.

How to apply

If you are looking for a job as a Talent Manager in an NGO, you will need a proven track record of hiring senior staff and retaining talented staff within an organization. Many NGOs will look favorably on both private and public sector experience when recruiting for talent manager positions.

Administrative Coordinator

In some NGOs, usually smaller ones, the finance and human resources teams are combined into one administrative team. This team is managed by the administrative coordinator. The job of the administrative coordinator is to oversee the finance and HR functions of an NGO’s mission. They have ultimate responsibility for both areas.

As the senior HR position within an NGO, the administrative coordinator manages the HR staff. Often, they will provide line management to the HR manager and staff. The administrative coordinator will typically report to the head of mission. An important part of the Administrative Coordinator’s job is to ensure that HR processes are effectively implemented across all PVO programs.

How to Apply

To become an administrative coordinator in an NGO, you must have a solid understanding of finance and human resources management. Previous experience in HR roles would certainly be an asset. You will often need five or more years of experience to become an administrative coordinator. A formal qualification in finance or HR would also be beneficial.

Human Resources Coordinator

In most NGOs, the human resources coordinator is the most senior position on the human resources team. They have the ultimate responsibility for ensuring the effective implementation of HR processes. In most NGOs, the HR Coordinator is based in a country office and is responsible for HR management throughout the mission.

As the senior HR position, the HR Coordinator reports to the Country Director. They also manage the HR team, often reporting directly to HR managers and supervising HR assistants and recruiters. In most NGOs, the HR Coordinator will also report indirectly to HR Advisors at headquarters.

How to Apply

If you are interested in working as an HR coordinator for an NGO, you need several years of relevant work experience. NGOs usually look for previous experience in HR management positions within the NGO sector when recruiting HR coordinators. A formal degree or qualification in HR would also be an asset.

Administrative Officer

In the NGO sector, the administrative office role is the mid-level position within the administrative team. The administrative officer covers a range of bureaucratic and human resources tasks. Their role is to ensure the smooth running of the administration of an NGO. The administrative officer is managed by the administrative coordinator.

Many NGOs combine human resources with administration because the two functions overlap to some extent. In small NGOs, the administrator may cover all human resources work. In larger NGOs, the administrative manager may work alongside the human resources manager.

How to Apply

If you are looking for a position that covers both administration and human resources, consider applying for administrator positions with NGOs. As a mid-level position, you will need two to three years of work experience to get a job as an administrator.

HR Assistant

The HR assistant position is the entry-level position in an NGO’s human resources team. The HR assistant is responsible for the day-to-day management of the HR department. Their duties often include writing documents, arranging travel, issuing contracts, and providing assistants to the entire HR team.

The HR assistant is usually managed by the HR manager. They also often provide assistance to other departments regarding travel or HR administration. In some NGOs, HR assistants or similar roles are offered as internships.

How to apply

If you are interested in working in human resources for an NGO and are at the beginning of your career, apply for HR assistant jobs. You need a degree in human resource management if you want to enter the NGO sector as an HR assistant. A relevant internship can also help you land the job.

Administrative Assistant

In the NGO sector, the administrative assistant is the entry-level position on the administrative team. They often cover a range of HR tasks. Smaller NGOs may have the administrative assistant oversee the majority of the day-to-day HR work. In larger NGOs, the administrative assistant’s role covers both administration and human resources.

The administrative assistant may report to the administrative officer or the human resources officer. The administrative assistant role is in many ways similar to the HR assistant position, but with a greater focus on the day-to-day administration within the NGO.

How to Apply

Getting a job as an administrative assistant can be a fantastic way to start a career in the NGO sector. You will often need a relevant degree, but completing an internship will also give you an advantage. However, some NGOs will accept people who are simply willing and dedicated in administrative assistant roles.

Source : https://www.pageshumanitaires.com/devenez-humanitaire/9-emplois-rh-dans-les-ong-et-ce-dont-vous-avez-besoin-pour-postuler?_scpsug=crawled,10004551,fr_093110c2f2c1e10224d8ab307d4e9d93515fbd3de7d4769e9e6f1b02f27e82d4#_scpsug=crawled,10004551,fr_093110c2f2c1e10224d8ab307d4e9d93515fbd3de7d4769e9e6f1b02f27e82d4

Monday: telecommuting. Tuesday: office. Wednesday: coworking. Such a schedule would have seemed inconceivable just a few years ago, but hybrid work has now become the norm. But its rise corresponds to a more worrying phenomenon for companies, that of the “Great Resignation”, i.e. a strong increase in resignations. How do you counter this phenomenon and re-engage employees?

A recent Gartner survey (2021) indicates that 39% of employees are likely to quit if their company insists on a “return to the office.” 55% of employees say that their ability to work flexibly will impact their decision on whether or not to stay with their employer. Among employees who currently work remotely or in a hybrid arrangement, 75% say their expectations for work flexibility have increased. Only 4% say they would prefer to work in the office full-time.
While all telecommuting makes most employers cringe, “remote” is an essential component of hybrid work practiced by many companies.

On a day-to-day basis, teams find themselves split up. A manager may only see his team a few days a week, and a new recruit will only meet his new colleagues very occasionally. A practice that necessarily impacts team spirit, the feeling of belonging to the company, but also the way of thinking about one’s career.

Hybrid work and resignation: out of sight, out of mind?

The Great Resignation is raging. This phenomenon began in the United States in the summer of 2020, when millions of Americans who were dissatisfied with their jobs or their pay quit. Today, the movement is affecting many countries, putting certain sectors in a bind. In France, all professions and markets seem to be impacted. The cause, in particular, is the loss of individual and collective meaning. This is precisely why companies must learn to combine hybrid work with a corporate project. The office must once again become the place where the organization’s culture is expressed, and a space for socialization. These two facets, corporate project and group life, are, more than ever, key elements in talent retention.

Companies must actively enable their employees to renew a strong relationship with them and with each other. Social interaction and the ability to put one’s individual contribution into the context of a corporate mission would allow employees to put meaning back into their work, and thereby influence their productivity. In fact, numerous research studies now show that the feeling of belonging to a community has a positive impact on the latter.

To give meaning back, companies must also give employees a voice. Whether it’s giving employees the flexibility to choose how to organize their work week, or even where they can work: you need to involve talent to get them on board – sustainably. It’s also a way to give substance to the company’s culture.

Make the office a unique (work) place

Moreover, most companies still have a key asset to retain their employees: their workspaces! No, the office is not dead. But it must reinvent itself. Studies show that it’s not the “fun bonuses” (juice bar, foosball, etc.) that make it valuable, but rather… serendipity, collaboration and informal social interactions.

For example, employees may miss impromptu exchanges, chance meetings, and impromptu brainstorming. Elements that are difficult to reproduce remotely…

To sum up, the Great Resignation is the strong signal of a quest for meaning and a questioning of the organization of work for a new project centered on the human. In the past, this human dimension was achieved by building relationships with colleagues on a daily basis in the office. Today, one of the challenges for companies is to revive this life. To make people want to go back to the office after months of isolation and disintegration of the common sense. A virtuous circle which, in order to work at full speed, must be implemented as soon as possible.

Source: https://www.lesechos.fr/idees-debats/cercle/opinion-non-la-grande-demission-des-talents-nest-pas-une-fatalite-1387869

The telecommuting imposed during the pandemic has completely changed the work dynamic. An explosion of digital nomads, those remote workers who take advantage of the opportunity to travel, has taken place in 2020. According to a report published in March 2021 by The Adventure Travel, there was already a 20% increase between 2019 and 2020.

The digital nomad concept is one of win-win, where everyone benefits. For countries that have chosen to adapt their conditions of entry and work on their territory, it is a real opportunity to inject cash into their economy. As for digital nomads, freed from the office enclave, they will be able to enjoy the most beautiful landscapes from Mexican beaches to Dubai’s skyscrapers.

> List of countries offering a visa for digital nomads

Africa: Cape Verde, Mauritius and Seychelles
Europe: Croatia, Czech Republic, Estonia, Germany, Italy, Iceland, Georgia, Greece, Malta, Norway, Portugal, Romania
Asia: Indonesia, Thailand, United Arab Emirates
America: Anguilla, Antigua and Barbuda, Argentina, Bahamas, Barbados, Bermuda, Brazil, Colombia, Costa Rica, Curacao, Dominica, Cayman Islands, Mexico
Oceania: Australia

Source : https://www.francaisaletranger.fr/