Munira Burkhanova

Human Resources Specialist

Location: Afghanistan
Industry: Nonprofit Organization Management

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Munira Burkhanova's Overview

Past

HR Director/ AVIPA Plus/ Afghanistan at International Relief and Development (IRD)
HR Director/ SRADP/Afghanistan at International Relief and Development (IRD)
HR Specialist/ AVIPA/ Afghanistan at International Relief and Development (IRD)

HR Consultant at Asia International Consulting
Human Resources Specialist/KESIP/ Afghanistan at International Relief and Development (IRD)
Human Resources Manager/CSP/ Iraq at International Relief and Development (IRD)
Human Resources Officer/NRAP/ Afghanistan at United Nations Office for Project Services
Regional Human Resources Officer for Central Asia and Afghanistan at Christian Aid
Human Resources Specialist/ CARE International in Tajikistan at CARE

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Education

Tajik State Pedagogical University

Connections

282 connections

Goal and results-oriented professional with 15 years of Human Resources (HR) Management experience with NGOs in Central Asia, Afghanistan and Middle East with relief, emergency, community stabilization, food distribution, development, food security, livelihood (combined with education, health, nutrition, agriculture, climate change, micro finance components) programs. Employment activities included major responsibilities for setting, implementation, managing Human Resources functions (management & development) and its operations at local and regional levels.

Specialties

HR policy/procedures, design and administration
Performance Management (including evaluations)
Staffing and Recruiting
Training and Staff Development
Compensation and Benefit administration
Effective employee and Labour relation

HR Director/ AVIPA Plus/ Afghanistan

International Relief and Development (IRD)

Nonprofit; 1001-5000 employees; Nonprofit Organization Management industry

October 2012 – February 2013 (5 months) Afghanistan

HR Director/ SRADP/Afghanistan

International Relief and Development (IRD)

Nonprofit; 1001-5000 employees; Nonprofit Organization Management industry

November 2011 – September 2012 (11 months) Afghanistan

Responsible for assisting and managing HR functions for 500 national staff; developing, communicating and implementing national HR policies and procedures; assisting and overseeing national recruitment, performance management and employee development systems and initiatives, and administering compensation and benefits programs.

HR Specialist/ AVIPA/ Afghanistan

International Relief and Development (IRD)

Nonprofit; 1001-5000 employees; Nonprofit Organization Management industry

June 2010 – November 2011 (1 year 6 months)

• Plan, develop and implement HR management system, including field recruitment policies, performance management, quality procedures, discipline, grievance, counseling, pay and conditions, contracts, training and development.
• Ensure other field offices and sub offices understand all necessary aspects and needs of HR development, objectives, purposes and achievements to director level.
• Review national employee policies and procedures and recommend changes as required and ensure policy and procedures are in compliance with Local Labour Legislation.
• Identify all statutes, regulations, decrees, policies and procedures which contain requirements for decisions in applicable areas.
• Conduct and coordinate salary surveys assessing the local labor market and establish salaries and related allowances of locally-recruited staff.
• Determine and recommend benefits and entitlements for national staff on the basis of contractual status.
• Manage, implement and monitor national hire HR functional area.
• Provide support to staff on Human Resources related matters.
• Evaluate training programs for staff and conduct training that met the needs of the business and the people.
• Identify and analyze staff development and career support needs for national staff and design programs to meet identified needs.
• Provide weekly, monthly and other relevant information and reports as needed.

HR Consultant

Asia International Consulting

December 2009 – May 2010 (6 months)

Short term assignments to review and revise internal personnel policies and procedures to ensure they are in compliance with local labour law

Human Resources Specialist/KESIP/ Afghanistan

International Relief and Development (IRD)

Nonprofit; 1001-5000 employees; Nonprofit Organization Management industry

June 2009 – September 2009 (4 months)

Short term assignment to design phase II of Kabul Electricity Service Improvement Program to commercialize the national utility. My responsibility was to provide inputs on Human Resources and training elements for the component II proposal. Working with a team of 7 utility sector experts, I prepared 46 functional position descriptions for the expatriate and Afghan long term positions, prepared the task specifications for the Human Resources, Training Needs Analysis, Employee & Public Safety (wide short term studies) and scope of functional responsibility of HR department (HR Management and HR Development units).

Human Resources Manager/CSP/ Iraq

International Relief and Development (IRD)

Nonprofit; 1001-5000 employees; Nonprofit Organization Management industry

April 2008 – June 2009 (1 year 3 months)

• Reviewed/assessed the current HR function and modified and improved work procedures and system for the department’s function; license;
• Drafted & developed position descriptions for all positions;
• Reinforced, developed and implemented HR policy and procedures;
• Developed, implemented and oversaw recruitment/selection (including interviewing process, post interview process, orientation/induction program), performance management (including performance appraisal/evaluation) and staff development systems and initiatives;
• Reviewed and developed appropriate salary structure ensuring the cost effective, competitive incentive compensation plan in place;
• Administered compensation and benefits, health, safety and welfare programs to national staff;
• Oversaw staff payroll processing;
• Implemented proper keeping personnel records system (HRIS and personnel files/records);
• Administered and advised on disciplinary issues, provided guidance to management staff to identify trends in employee relations issues and provided solutions to rectify them;
• Provided advice and guidance on HR policy matters and their interpretation to managers and staff;
• Promoted equality of opportunity, anti-discriminatory and anti-oppressive practices;
• Travelled to the regions to ensure and set a proper functioning HR department with personnel policy and procedures;
• Ensured that HR policies and practices comply with current local employment legislation and social security regulations;
• Conducted training and workshops (such as four-day HR Management, Performance Management for HR staff, non HR staff & managers);
• Mentored, coached and supervised national HR staff;
• Communicated expatriate staff issues to the HQ-based HR Manager for follow-up and resolution;

Human Resources Officer/NRAP/ Afghanistan

United Nations Office for Project Services

Nonprofit; 5001-10,000 employees; Nonprofit Organization Management industry

August 2007 – April 2008 (9 months)

The purpose of the position was to establish and build the capacity of the Human Resource function in the NRAP (National Rural Access) program in collaboration with Ministry of Public Work. My role was to:
• Manage and supervise day to day personnel function and oversee HR department providing sound and practical advices to employees and managers on HR issues;
• Provide support on recruitment/selection for both national and international staff;
• Implement performance review program;
•Provide guidance to NRAP program managers and staff on international CA policies and procedures;
• Forecast and analysis NRAP workforce planning & provide feedback to the management team, assist in administration of staff entitlements, allowances and incentives by interpreting HR rules and regulations and determining eligibility;
• Support and input to the Program Finance and PSU to meet financial management and program; development needs through forecasting budget preparations, and expenditure management within HR department;
• Mediate conflict, grievance and harassment cases within program, monitor staff welfare and identify and propose necessary action;
• Coordinate with Capacity Building Advisor to support the program contracted capacity building responsibilities.

Regional Human Resources Officer for Central Asia and Afghanistan

Christian Aid

Nonprofit; 501-1000 employees; International Trade and Development industry

July 2006 – August 2007 (1 year 2 months)

• Recruitment/selection and induction/orientation program (provided assistance to managers in smooth implementation of the recruitment selection process);
• Learning and Development (Advised and coordinated training needs. Assessed strengths and development needs of employees including timely and specific feedback and performance management. Provided challenging goals, assignments and opportunities for further development; coordinated the annual performance appraisal process, providing training in line with Christian Aid’s policies and ensuring that each employee was appraised; researched, developed and managed an inventory of available training resources for the Region; maintained a database of all employees in the region who have undergone training at international/regional or national level; supported managers and staff on all performance related issues; coordinated and supported all internal and external learning initiatives);
• Policy development & dissemination (developed, reviewed, updated and communicated policies and processes and providing sound and practical legal advice to both national and international employees and managers within the region; ensured personnel policies are in line with local labour law; established and maintained a salary structure for each office in the region and conducted annual salary review in line with the International Operating Manual);
• HR Administration (dealt with day to day HR administration; Drafted and issued of contracts as well as all correspondence relating to employment issues; Established and maintained appropriate administration filing systems for all employees in line with Christian Aid’s policy on data protection and confidentiality; Maintained a database of all employees in the region; maintained and monitored leave records; Provided first line advice and supported to all employees and line managers in all matters relating to grievances and disciplinary matters or employmen).

Human Resources Specialist/ CARE International in Tajikistan

CARE

Nonprofit; 5001-10,000 employees; Nonprofit Organization Management industry

February 1997 – June 2006 (9 years 5 months) Tajikistan

• Organizing & participation in all aspects of recruitment, both national and expats, to ensure that open and transparent procedures are followed in line with CARE’s core values;
• Preparation all kind of personnel contracts, personal memos, letters and documents;
• Maintenance of National & International staff leave records; maintenance of personnel records/documents & general filing system of the HR Unit; updating and submitting information for payroll; Maintenance of HR & CV Databases; monitoring the Social Protection Fund;
• Implementation of CARE’s Performance Management system & ensured that the complete cycle is followed for all staff including conducting of training to staff on performance appraisal process;
• Promotion a positive & enabling working environment through effective country office & employee relationships; administrative functions of the HR unit and ensured that established HR policies and procedures are followed in a consistent and transparent manner.
• Counsel & training CARE staff in HR issues /subjects. Assisted Assistant Country Director with near-term and long-term mission development & planning through sound and consistent policies and procedures and provided input on personnel strategic planning. Served as subject matter expert by providing advice and guidance to over 100 management and employees on personnel policies & procedures, including Equal Employment Opportunity, conflict resolution, anti-discrimination, sexual harassment, respect in the workplace, & occupational health and safety programs.
• Planning/coordinating equal opportunity and gender equity & diversity program to promote equal opportunity and gender equity& diversity harmony for CARE personnel, as well provided training to staff regarding these matters accordance with CARE regulations.
• Maintaining statistics & analysis information that required for country office reports and conducted climate surveys and briefings on the results to senior leaders and managers

Bachelor Degree in Education, Education

Tajik State Pedagogical University
- Introduction to Public Speaking & Presentation, LEVELheahed, London, UK
- HR Management, IMA International, Bangkok, Thailand
- Managing Development Projects, Programs and Organizations (HR), IMA International, Bangkok, Thailand
- HR cross learning, Phnom- Penh, Cambodia
- Gender Equity Exchange and Synthesis, Hanoi, Vietnam
- Prevention of Sexual exploitation and harassment, Tajikistan
- Gender Equity and Diversity Gap Analysis Workshop, Kathmandu, Nepal
- Asia Human Resources Network, Bangkok, Thailand
- LRSP (Long Range Strategic Planning), Samarkand, Uzbekistan
- Human Rights Approach, Dushanbe, Tajikistan