Human Resource Management

Competency and Human Resources Administration Executive

Habtamu Wagbesha Abiza

Contact Information:
Phone: +251911331985/+251113220192

 Email: This email address is being protected from spambots. You need JavaScript enabled to view it./habtamu.wogbesha@ wku.edu.et

Objectives/Goals

1. Strategic Talent Management

• To attract, develop, and retain a highly qualified and motivated workforce aligned with the university's mission and strategic goals.

2. Competency-Based HR Development

• To implement competency-based human resource management systems that enhances employee performance and institutional efficiency.

3. Workforce Planning and Optimization

• To ensure optimal workforce planning, staff development and succession planning to meet the dynamic needs of the university.

4. Institutional Capacity Building

• To design and coordinate professional development programs that builds the capacities of academic and administrative staff.

5. Compliance and Good Governance

• To ensure the university's human resource policies and practices comply with national labor laws and higher education regulations.

Duties and Responsibilities

1. Human Resource Planning

• Develop and implement strategic HR plans aligned with the university’s goals.
• Conduct workforce needs assessments and coordinate recruitment based on institutional priorities.

2. Recruitment and Selection

• Lead transparent, merit-based hiring processes for academic and administrative staff.
• Oversee orientation and onboarding programs for new employees.

3. Competency Mapping and Job Profiling

• Identify key competencies required for various roles and develop job descriptions accordingly.
• Create and maintain a competency framework for staff evaluation and development.

4. Staff Performance Management

• Implement a performance appraisal system based on measurable KPIs and competencies.
• Provide feedback mechanisms and coaching support for underperforming staff.

5. Training and Development

• Design and implement continuous professional development (CPD) programs.
• Collaborate with internal and external training providers to enhance staff capacity.

6. Employee Welfare and Relations

• Promote positive staff relations through regular communication, recognition, and welfare programs.
• Address grievances, conflicts, and disciplinary matters in a fair and lawful manner.

7. Data Management and HR Information Systems

• Manage accurate HR data through integrated human resource information systems (HRIS).
• Generate analytical reports for decision-making and reporting to regulatory bodies.

8. Policy Development and Implementation

• Formulate HR policies and guidelines in accordance with national and institutional standards.
• Ensure regular review and dissemination of HR policies to all staff.

9. Succession Planning and Career Development

• Identify talent pipelines and high-potential staff for succession into leadership roles.
• Facilitate career path planning and mobility within the institution.

10. Monitoring, Evaluation, and Reporting

• Track the impact of HR initiatives and report progress to university leadership.
• Use data and feedback to continuously improve HR services and staff satisfaction.