Human Resources Adviser (HRA), Apia

APPLICANT INFORMATION PACKAGE

Human Resources Adviser (HRA)

International Recruitment

CONTENTS

A. BACKGROUND INFORMATION ON SPREP

B. JOB DESCRIPTION

C. REMUNERATION PACKAGE - TERMS & CONDITIONS

D. ADMINISTRATIVE INFORMATION

Job Description: Human Resources Adviser December 2025

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A. Background Information on SPREP The Secretariat of the Pacific Region Environment Programme (SPREP) is the regional organisation established by the Governments and Administrations of the Pacific charged with protecting and managing the environment and natural resources of the Pacific.

The head office is based in Apia, Samoa with other SPREP offices in Fiji, the Republic of the Marshalls Islands, Vanuatu and the Solomon Islands.

SPREP has around 160 staff and has an annual budget of approximately USD49 million in 2025.

The establishment of SPREP in 1993 sends a clear signal to the global community of the deep commitment of Pacific Island Governments and Administrations for better management of the environment within the context of sustainable development.

The strategic direction for SPREP is clearly set out in the 2017-2026 SPREP Strategic Plan. The Plan outlines the mandate, vision and programmes for the organisation, and places strong emphasis on effective delivery of services to SPREP Member countries and territories. Mandate

SPREP's mandate is to promote cooperation in the Pacific region and provide assistance to Pacific Island countries and territories in order to protect and improve its environment and to ensure sustainable development for present and future generations.

Vision

SPREP is guided by its vision for the future:

“A resilient Pacific environment, sustaining our livelihoods and natural heritage in harmony with our cultures”.

Members

SPREP has 21 Pacific Island member countries and territories:

▪ American Samoa ▪ Cook Islands ▪ Federate States of Micronesia, ▪ Fiji ▪ French Polynesia ▪ Guam ▪ Kiribati ▪ Marshall Islands ▪ Nauru ▪ New Caledonia ▪ Niue

▪ Northern Marianas ▪ Palau ▪ Papua New Guinea ▪ Samoa ▪ Solomon Islands ▪ Tokelau ▪ Tonga ▪ Tuvalu ▪ Vanuatu ▪ Wallis and Futuna

and 5 ‘metropolitan' member countries with direct interests in the region:

▪ Australia, ▪ France, ▪ New Zealand, ▪ United Kingdom and

Job Description: Human Resources Adviser December 2025

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▪

the United States of America.

SPREP Goals and Objectives The Secretariat continues to strengthen and realign its institutional capacities, competencies, and systems to best support its members by delivering more integrated, responsive, and cost-effective services to Members and partners and by better coordinating regional efforts.

SPREP's Pacific and metropolitan members agreed that SPREP's Strategic plan should span 10 years to address critical environmental and related social and governance strategic priorities, which are reflected in the strategy's regional and organisational goals and objectives, as well as in SPREP's core ‘Values'.

Regional Goals o Regional Goal 1: Pacific people benefit from strengthened resilience to climate change. o Regional Goal 2: Pacific people benefit from healthy and resilient island and ocean

ecosystems.

o Regional Goal 3: Pacific people benefit from improved waste management and pollution

control.

o Regional Goal 4: Pacific people and their environment benefit from commitment to and best

practice of environmental governance.

Organisational Goals

o Organisation Goal 1: SPREP has information, knowledge, and communications systems that

get the right information to the right people at the right time and influence positive organisational, behavioural and environmental change.

o Organisation Goal 2: SPREP has multi-disciplinary processes in programme delivery and in

supporting Members to develop national and regional policies and strategies.

o Organisation Goal 3: SPREP has a reliable and sustainable funding base to achieve

environmental outcomes for the benefit of the Pacific islands region and manages its programmes and operations to stay within its agreed budget.

o Organisation Goal 4: SPREP is leading and engaged in productive partnerships and

collaboration.

o Organisation Goal 5: SPREP has access to a pool of people with the attitudes, knowledge, and

skills to enable it to deliver on its shared regional vision.

SPREP's Values SPREP approaches the environmental challenges faced by the Pacific guided by four simple Values. These values guide all aspects of our work: ▪ We value the Environment ▪ We value our People ▪ We value high quality and targeted Service Delivery ▪ We value Integrity

Job Description: Human Resources Adviser December 2025

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B. JOB DESCRIPTION

Job Title: Department: Team: Responsible To: Responsible For: (Total number of staff)

Job Purpose:

Date:

Human Resources Adviser Human Resources and Administration (HRAD) Human Resources Director, Human Resources and Administration (DHRA) 3 direct reports

This job exists to: • Provide strategic advice, services and support on the

People Strategy and Human Resources matters

December 2025

Organisation Context

Job Description: Human Resources Adviser December 2025

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Key Result Areas

The position of Human Resources Adviser (HRA) addresses the following Key Result Areas: 1. People Strategy 2. Strategic HR Advisory, Planning & Management 3. Leadership and Management 4. Staff Regulations, HR Policies and Processes 5. Payroll, PayGlobal and Human Resources Information Systems 6. Communications, capacity building, monitoring & reporting 7. General HR support and administration The requirements in the above Key Result Areas are broadly identified below.

Jobholder is accountable for

1. People Strategy

Jobholder is successful when

a) Provide strategic advice and support to the People Strategy Leads and Outcome Leads and Groups in the implementation of the People Strategy

b) Participate actively in the implementation

• Effective and efficient strategic advice and support is provided to the People Strategy Leads and Outcome Leads and Groups in the implementation of the People Strategy
• Effective participation in the implementation and activities of the People Strategy and activities of the People Strategy c) Provide support and assistance in the
• Support and assistance is provided to the implementation of the People Strategy 2. Leadership and Management a) Provide support to the DHRA on leading the HR function in the Secretariat and on the day-to-day management of the HRA Department and its services b) Provide support and assistance in coaching, mentoring and guiding the staff of the HRA Department to achieve its objectives c) Support establishment and the supervision of individual Performance Development Plans, overall output delivery and staff development needs; identification of d) Assist the development and preparation of the Department's annual budget including all remuneration issues e) Take the lead of the Department in the absence of the Director HRA implementation of the People Strategy
• Constructive and strategic input is provided to the implementation of the People Strategy at all levels
• Effective and efficient leadership and management support is provided to the HR Department
• Effective and inspiring coaching and mentoring is provided to the HR Team
• HRA Department achieves its Annual Work Plan and Budget (AWP&B)
• HRA Department achieves their annual priority targets
• Positive feedback from staff on services Strategic provided Programmes and overall operations of the Secretariat support the to a) Strategic HR Advisory, Planning & Management Job Description: Human Resources Adviser December 2025 Page 6 b) Provide strategic HR policy advice and assistance to the Senior Leadership Team and staff particularly on addressing key strategic and Administration issues and opportunities for the Secretariat. Resources Human c) Support the development and implementation of the Human Resources and Administration Department Strategy for guiding the HRA Department the work of planning and managing d) Provide support and back up to the DHRA the in Secretariat's Human Resources function and requirements to ensure all HR and staffing issues for the efficient and effective operations of the Secretariat are met and consistent with the SPREP Staff Regulations in a) Lead 3. Staff Regulations, HR Policies and Processes; review and implementation of the Staff Regulations and HRA policies for the efficient and effective operations of the Secretariat regular the b) Run refresher sessions on the Staff Regulations and HRA policies and guidelines and ensure staff have a full understanding and appreciation of any changes or decisions impacting HRA matters c) Carry out regular monitoring and checks on compliance issues and identify areas of improvement for all HRA processes and systems 4. Payroll and Integrated Enterprise Management System (IEMS) a) Lead in the coordination and active contribution the development of the IEMS in particular the HR Modules from HR into Job Description: Human Resources Adviser December 2025
• Effective and efficient support is provided to the development and implementation of the Human Resources and Administration Department Strategy for guiding the work of the HRA Department
• Key HRA priorities are achieved • Strategic and HRA advice and inputs are provided to organisational strategic planning and all relevant institutional development
• Strategic HRA input institutional processes is provided into
• Key issues relating to the Staff Regulations and other HRA matters are prepared and presented to the SPREP Meeting (SM) and Executive Board (EB)
• Critical and emerging issues are brought to Executive attention in a timely manner
• Staff concerns and morale issues are addressed in an effective and timely manner • Staff participation is regular and effective, and staff contributions are acknowledged and valued
• HRA needs of the organisations are well planned and fulfilled
• HRA objectives to support the Strategic Plan are successfully achieved
• Accurate and timely advice is provided to the Senior LeadershipTeam • HRA policies and processes are in place and implemented in an efficient and effective manner
• Compliance checks and reviews are carried out to ensure HRA policies and practices reflect best practice
• Efficient and effective support is provided to all staff on all HRA matters
• Constructive and strategic inputs from HR into successful implementation of the SPREP IEMS project, in particular the HR modules. the development and Page 7 b) Lead on processing the monthly payroll in an efficient and effective manner c) Lead on maintaining and addressing all the successful matters required completion of the IEMS project for the Development d) Lead on the maintenance, updating and online implementation Performance System, address challenges and identify solutions e) Provide advice on assessment of all claims and payroll regularly communicate to staff key payroll matters and endorsing the fortnightly and monthly payrolls f) Provide checking support issues and of in
• Staff queries and claims are addressed and processed in timely manner and in line with policies and procedures
• The Staff Payroll is processed on time • Staff claims are processed in a timely manner and according to established policies and procedures Irregularity reports and problems are identified and addressed at the earliest possible
• Staff queries are addressed and resolved at the earliest possible opportunity g) Attend to queries from the staff on all payroll issues 5. Communications, capacity building, monitoring & reporting a) Provide all necessary reports for the
• SPREP Leadership Team and staff have access Senior Leadership team and staff; to accurate and relevant HR information
• Annual Staff Satisfaction Survey is carried out and reports prepared to SLT and staff
• Staff are regularly updated on HR
• developments and policies and procedures Induction programme and refresher sessions are relevant and useful for staff b) Ensure all reporting requirements and staff and other commitments stakeholders are fulfilled to c) Ensure all HR records are updated, maintained and safeguarded d) Communicate all essential information to all staff and community as needed and ensure remains relevant and up-to-date the HR Newsletter e) Provide and training refresher programmes for all staff on HR essential information, policies and processes 6. General HR support and administration
• Effective and efficient support services is provided on all HRA matters
• Reports and databases are up-to-date • Records are up-to-date and secured a) Provide regular updates to DHRA and Team on the status of the HRA processes b) Ensure all relevant records are updated and maintained and all Personal Files safeguarded and kept confidential at all times; a) Lead the administration processes and requirements for the HRA Department including procurement of supplies, travel and other office matters Note Job Description: Human Resources Adviser December 2025 Page 8 The above performance standards are provided as a guide only. The precise performance measures for this position will need further discussion between the Jobholder and Supervisor as part of the Performance Development System. This section may be copied directly into the Performance Development Plans. Work Complexity Most challenging duties typically undertaken: • Constructive and strategic input and support in the implementation of the People Strategy • Ensuring strategic and policy advice to the Senior Leadership Team is accurate, relevant, timely and reflects best practices
• Application of flexibility in addressing staff issues whilst maintaining compliance with Staff Regulations and audit requirements
• Dealing with different personalities and approaches in order to arrive at a mutually accepted position for a staff policy and procedure
• Managing changing priorities • Implementing workplans with limited resources Functional Relationships & Related Skills Key internal and/or external contacts Nature of the contact most typical External • SPREP Members • Donors / Partners • Professional HR institutions and Employment
• CROP HR counterparts • Professional HR Institutes • Businesses and vendors • General Public Internal • Executive • Senior Leadership Team • All SPREP Staff • SPREP Community Level of Delegation The position holder:
• Advice and assistance • Consultations and reporting • Discussions and negotiations • Survey participation • Communications and information sharing
• Strategic policy advice • Supervision and advice • Advice, negotiations and support • Guidance and information sharing • Supervision, delegation, coaching and training
• can authorise costs in Department's budget • can carry out relevant negotiations on behalf of SPREP • can seek funding opportunities for core activities Job Description: Human Resources Adviser December 2025 Page 9 Job Description: Human Resources Adviser December 2025 Page 10 Person Specification This section is designed to capture the expertise required for the role at the 100% fully effective level (this does not necessarily reflect what the current jobholder has). This may be a combination of knowledge / experience, qualifications or equivalent level of learning through experience or key skills, attributes or job specific competencies. Qualifications Essential 1. A Master degree in Human Resources Management/Business Management/Organisational Development or related field OR relevant Bachelor degree in lieu, with applied relevant work experience in excess of the minimum required relevant work experience (Certified qualification and membership from a recognised HR body would be an advantage) Knowledge / Experience Essential 2. At least 10 years extensive experience in Human Resources Management / Development, Management, Commerce or related field with at least 7 of those years at the strategic and senior advisory level, preferably within the Pacific islands region 3. Excellent leadership and management experience in the HR field, including high level advisory and analytical skills as well as leading and nurturing teams of diverse backgrounds and expertise in multicultural and multi-disciplinary environments with ability to make decisions and provide guidance on key policy and strategic matters 4. Excellent strategic advisory skills and knowledge of accepted and emerging HR and management issues and challenges in the Pacific islands region, with sound understanding and appreciation of key principles and practices on people matters and behaviours in organisations, change management and application of appropriate systems for the Secretariat. 5. Excellent experience in reporting and presenting to diverse audiences, written and verbal communication skills and extensive experience in capacity building and maintaining effective relationships, particularly in the Pacific setting, with an excellent understanding and appreciation of key environmental issues in the region as well as significant environmental ethics, values and priorities 6. Excellent understanding and knowledge of HR Information Systems particularly Microsoft Office and the relevant databases and systems for managing and processing payrolls and all other staff matters 7. Shows initiative to think outside the box and demonstrates strong leadership and management skills including working with diverse project management teams, working groups and other different teams including consultants with ability to motivate teams and establish and implement workplans Key Skills / Attributes / Job Specific Competencies The following levels would typically be expected for the 100% fully effective level: Job Description: Human Resources Adviser December 2025 Page 11 Expert level Advanced level Working Knowledge Awareness
• HR principles • Leadership and management • Remuneration issues • Learning & Development • Work programme planning, budgeting and implementation
• Policy advice • Analytical skills • Report writing • Communications skills • General management skills • Environmental issues in the Pacific islands region • SPREP Strategic Plan • SPREP Work Programmes • SPREP People Strategy Key Behaviours All staff are expected to uphold SPREP's Organisational Values and Code of Conduct which are Key Behaviours forming part of the Performance Development: • Environmental Leadership • Service Delivery • Valuing our People • Integrity Change to job description From time to time it may be necessary to consider changes in the Job Description in response to the changing nature of our work environment - including technological requirements or statutory changes. This Job Description may be reviewed as part of the preparation for performance planning for the annual performance cycle or as required. Job Description: Human Resources Adviser December 2025 Page 12 C. REMUNERATION PACKAGE - TERMS & CONDITIONS Duty Station: The position will be based in Apia, Samoa. Duration: Appointment is for an initial term of three years subject to confirmation of SPREP programmes and activities, availability of funds and performance during the initial term. Salary: Salary is denominated in International Monetary Fund Special Drawing Rights (SDRs). Remuneration for this post falls within Band 12 of SPREP's salary scale. Starting salary will be SDR41,822 per annum. Currently, the equivalent is SAT159,604 per annum. Upon confirmation of probation, salary will be adjusted to SDR47,049 which is equivalent to SAT179,554 per annum. All positions have been evaluated to reflect the level of responsibilities and level of experience and qualifications required. Cost of living differential allowance (COLDA): A Cost-of-Living Differential Allowance of SDR5,233 will be paid to the successful candidate. This is currently equivalent to SAT19,970. Cost-of-living differential allowance reflects the comparative cost of living difference between Suva and Apia. This allowance is reviewed periodically based on data determined by an independent reviewer. Adjustments: Salaries and allowances for internationally recruited staff are paid in Samoan Tala and adjusted every month based on the monthly average in the value of the SDR relative to the Samoan Tala (SAT) at the time the salary payment is processed. SDR movement however is limited to within 5% above or below a reference point set annually. Remuneration is paid monthly in SAT equivalent. Term: For staff recruited from outside Samoa, the term begins from the day the appointee leaves their home to take up the appointment. The offer for appointment is confirmed only upon receipt of satisfactory medical examination including full vaccination against COVID-19, a clean police report and certified official documents including qualifications. The confirmation of appointment is subject to a 6- month probationary period.An appointment is terminated by (i) completion of term of contract (ii) one month's notice by either party (iii) without notice by either party paying one month salary in lieu of notice or (iv) dismissed with or without notice as a disciplinary measure. Performance Reviews: Annual performance assessments will be based on the Secretariat's Performance Development System. Retirement Age: SPREP's retirement age is set at 65 years. FOR STAFF RECRUITED FROM OUTSIDE SAMOA, THE FOLLOWING APPLIES: Relocation Expenses: SPREP will meet certain appointment and termination expenses for staff recruited from outside Samoa, including transport and accommodation enroute for the appointee and accompanying dependant(s) between point of recruitment and Apia, and return, by the shortest and most economical route. This includes:
• economy class airfares • reasonable cost of packing, insuring, shipping and transporting furniture, household and personal effects on a 20ft container
• up to 20 kilos of excess baggage each for the appointee and family. Job Description: Human Resources Adviser December 2025 Page 13 Establishment Grant: A lump sum of SDR1,100 is payable upon taking up appointment and arrival in Apia. This is currently equivalent to SAT4,198. Temporary Accommodation and Assistance: On arrival in Apia, the appointee and dependent(s) are entitled to temporary accommodation at a suitable hotel or other fully furnished accommodation for up to 6 working days. The appointee will be assisted to settle into Apia. This will include help in finding suitable rental accommodation.Privileges and Immunities: SPREP remuneration is tax-free for non-citizens or non-residents of Samoa, including duty-free importation of household and personal effects which have been owned and used by them less than six months, within 6 months of taking up appointment.Repatriation allowance: The appointee is entitled to a repatriation allowance equivalent to two week's salary, upon successful completion of contract, provided the contract is not extended or renewed. For project positions, upon successful completion of the project. for no FOR ALL INTERNATIONALLY RECRUITED STAFF, THE FOLLOWING APPLIES: Education Allowance: Education expenses maybe reimbursed against actual receipts for dependent children, to cover up to 75% of the actual costs, as stipulated under SPREP's Education Allowance policy. Currently the allowance is up to a maximum of SAT15,600 per annum per dependent child, with an overall maximum of SAT46,800 per annum per family of 3 or more eligible children.School Holiday Travel: One return economy class flight each year between the place of education (taken to be recognised home) and Apia by (i) each dependent child being educated outside Samoa or (ii) the staff member or spouse to visit the child, providing the journey is not made within the final 6 months of the contract. Family Leave Travel: Return economy class airfares between Apia and the recognised home for the staff member and dependants after completing every 18 months of service providing no travel is undertaken within the final 12 months of the contract.Housing Assistance: Internationally recruited staff shall receive housing assistance of 75% of the typical rent payable in Samoa for expatriate executive furnished housing. The current rate is SAT 2,850 per month. This assistance shall be reviewed annually and adjusted on relative movement in the local rental market. Security Assistance: Security-related expenses maybe reimbursed against actual receipts up to SAT2,400 per annum as stipulated under SPREP's Security Assistance policy. Annual Leave: 25 working days a year (up to a maximum accumulation of 50 days).Sick Leave: 30 working days a year (up to a maximum accumulation of 90 days). Other Leave: Provisions also exist for maternity, compassionate, paternity, examination and special leave (without pay).Duty Travel: SPREP meets travelling expenses at prescribed rates necessarily incurred by staff required to travel away from Apia on official business. Job Description: Human Resources Adviser December 2025 Page 14 Life and Accidental Death and Disability Insurance: All employees are covered by SPREP's 24 hour Life and Accidental Death and Disability Insurance Policy. Medical Benefits: All employees and their dependants are entitled to have all reasonable medical, dental and optical expenses met, under the terms and conditions of the existing SPREP Medical Insurance. Superannuation: All employees are required to contribute to a recognised Superannuation Fund. An expatriate internationally recruited staff member has the option to participate in the local Superannuation Fund or nominate another recognised Fund for their superannuation. SPREP will pay the minimum legal requirement of basic salary to the Samoa National Provident Fund or another approved nominated Fund. For Samoa, this is currently 10%.Gratuity Payment: Nationals of Samoa are entitled to a gratuity payment equivalent to two week's salary, upon successful completion of the contract, provided the contract is not extended or renewed. For project positions, upon successful completion of the project. Learning and Development: Learning and development opportunities will be based on the approved SPREP Performance Development System and individual Performance Development Plans. Definitions: 'Dependant' means the spouse and financially dependent children of an employee. 'Dependent child' means an employee's unmarried, financially dependent, natural or legally adopted child who is: • under the age of 16 years; or • under the age of 19 years if undertaking full-time study at a secondary school; or • under the age of 25 years if enrolled and undertaking full-time study at a university or other tertiary institution; or
• mentally or physically incapacitated. ‘Expatriate' means an internationally recruited staff member, who is not a citizen or permanent resident of Samoa, and who resides in Samoa only by virtue of employment with SPREP.Equal Opportunities: SPREP is an Equal Opportunity Employer. All genders are equally eligible for all posts SPREP.General: Appointment will be under the terms and conditions of SPREP's Staff Regulations, a copy of which will be made available to the successful applicant. in Job Description: Human Resources Adviser December 2025 Page 15 E. ADMINISTRATIVE INFORMATION ESSENTIAL: Applications should include: 1. Completed Application Form - can be downloaded from the Employment Section of our website (you are required to complete in full all areas requested in the Form, particularly the Statements to demonstrate you meet the criteria - DO NOT refer us to your CV. Failure to do this will mean your application will not be considered); 2. A detailed Curriculum Vitae. Applications that do not complete the correct SPREP Application Form and submit all the requirements stated above will not be considered. SUBMITTING APPLICATIONS: a) BY EMAIL (MOST PREFERRED OPTION): Subject matter to be clearly marked “Application for Human Resources Adviser (HRA)” and send to recruitment@sprep.org OR b) BY POST OR FAX: Application to be addressed and sent to: The Director General, SPREP, P.O. Box 240, Apia or fax number (685)20231 and clearly marked “Application for Human Resources Adviser (HRA)” More Information on SPREP and its work in the region can be found on the SPREP website www.sprep.org For further enquiries, contact Ms. Olivia Hogarth on telephones (685) 21929 ext 285 or Email: oliviah@sprep.org CLOSING DATE: Friday,6 February 2026: Late applications will not be considered. SPREP is an Equal Opportunity Employer Job Description: Human Resources Adviser December 2025 Page 16 Human Resources Adviser (HRA)