The International Rescue Commission (IRC) is one of the world’s leading non-profit, humanitarian relief and development organizations. Founded in 1933 at the request of Albert Einstein, the mission of the IRC is to help people whose lives and livelihoods have been destroyed by conflicts and disasters survive, recover and take control of their lives. This organization has spearheaded virtually every major humanitarian effort over the past 85 years. Today, we work in more than 40 countries and 26 U.S. cities to restore safety, dignity and hope to millions of displaced and struggling people. IRC shows the route from victim to home.
Job Overview/Summary
The HR partner for program implementation (HR Director (Partner)) directs the HR function for the assigned country program and ensures that HR priorities and outcomes are met, liaising with country program leaders and the region. HR Director of. As the country director’s thought leader on all personnel matters, he is responsible for the overall management and implementation of the IRC’s personnel policies and procedures, as well as global, regional, and national priorities. Work closely with the regional HR director to ensure that HR policies – organizational processes and priorities are adapted to the specific circumstances of each location and are appropriately recognized by employees. The HR Director (Partner) creates training and development plans for the HR team and ensures knowledge transfer. is not deployed, but provides technical support and manages assigned special projects. This role will be performed on a rotating basis that may evolve and change over time to support the continued growth and innovation of the IRC and CRRD Country Programs.
This position is open to nationals of their own country in recognized locations around the world where an IRC exists and is registered.
Key Responsibilities
- HR management and leadership support (directly or remotely, at least 50% of positions)
- We design and implement a deliberate HR approach to attract, develop, inspire and retain the right people with the right skills to achieve strategic, high-quality programmatic
- outcomes. Identify staffing needs, identify staffing and skills gaps, and develop development and staffing plans to accelerate talent development and retention. Proposal design,
- Actively participate in grant initiation and review meetings (GRM, GOM). Evaluate key metrics for your operational scorecard and start populating for both countries and regions.
- Observe and analyze monthly HR data such as turnover, fill time and staff composition to diagnose and identify priorities and assess the effectiveness of relevant HR programs.
- Establish a hiring strategy. We build candidate lists, actively network, and use innovative and creative recruiting methods to attract and hire top talent.
- Review and approve country-specific job postings, review job descriptions, and make recommendations to ensure accuracy and consistency.
- Lead the selection and hiring of all senior positions (band level 5 and above) and ensure proper hiring.
- We provide international human resources management including policies, processes and employee relationship management.
- Lead performance management processes under the direction of regional and central human resources departments.
- Develop plans to conduct annual and semi-annual reviews, conduct goal-setting training, use budgets to organize development activities, and work personally with managers and staff to develop statewide development plans To do.
- Embed a culture of regular feedback through a variety of initiatives and actions.
- Works with Global Comp. Benefits team, salary structure definition and review.
- Coordinate the annual compensation review process and compensation adjustments.
- Develop staff care action plans that boost staff morale and support staff social, physical and psychological well-being.
- Create interventions for emergency staff care.
- Responsible for HR-related administrative tasks and supports compliance with existing legal and regulatory reporting obligations. Please ensure that all legal obligations are fulfilled according to your local jurisdiction.
- We aim to provide employees and managers with the tools and resources to resolve disagreements with mutual respect, and manage all employee relationships with professional courage.
- Report behavioral issues and investigate them directly or jointly to ensure issues are resolved and appropriate follow-up action is taken.
- Instruct supervisors to implement appropriate disciplinary action plans in a prudent manner. Subsequent Disciplinary Actions and Related Labor Law Issues. You will act as an impartial facilitator in disciplinary proceedings and ensure that disciplinary proceedings are conducted fairly in compliance with all legal and labor regulations and requirements.
- Work with senior and regional management to manage workforce reductions and reductions to ensure compliance, due diligence, communications and employee health.
- Develop HR policies according to country program requirements.
- Play a key role in any change initiative, initiating and driving change or acting as a facilitator of change initiated by other leaders or departments. Contribute to the development of national gender action plans. Support the work of the Gender Champions Team and the Women@Work Resource Group.
HR Operational Support
- Provide HR technical support and carry out special projects.
- Conduct a technical or personnel structure, policy and/or activity assessment in line with global CRRD HR priorities.
- Assist in the creation and initiation of new CRRD HR policies, procedures, tools, training materials, data analysis, etc.
- Analyze data, record trends and markers, and provide recommendations to drive data-driven decision-making in people-related management processes.
- Attend global and regional conferences and conventions and chair sessions as appropriate.
Key Working Relationships
- Position Reports directly to: Director of HR Planning and Operational Excellence.
- On assignment, the position holder will report to the assigned Country Director and Regional HR Director – management in Partnership.
Other Internal and/or external contacts
- Country: Country SMT and Extended Management Team
- Regional: Regional HR Director and other Regional HR Team.
- HQ Compensation & Benefits, Talent Management, Employee Relations, Duty of Care and HR Ops Directors.
- General Counsel Office. Ethics & Compliance Unit (ECU.
- Key External Stakeholders: The INGO HR forums and working groups; INGO and UN HR staff; Legal counsel; Social Security, Ministry of Interior; Ministry of Labor, etc.
Job Requirements
Work Experience
- Minimum 8 years of relevant work experience as thoughtful HR Business Partner preferably in the non-for-profit sector, with experience in humanitarian organizations a distinct advantage.
- Successful implementation of HR activities at a country or regional level working with multiple collaborators and partners, across different regions and at a range of organizational level
- Strategic experience leading an HR function for large budget programs in the INGO sector is strongly preferred.
Demonstrated Skills and Competencies
- A dedication to IRC`s mission, vision, values and IRC Way – Professional Code of Conduct
- Excellent challenge control and organizational capabilities together with introduction of exact paintings plans and advanced time control
- Ability to supply excessive fine paintings on schedule
- Solid written and verbal conversation
- Ability to assume and verify conditions correctly and recommend/put into effect powerful guides of motion required.
- Strong facility with evaluation and sensible use of HR data
- Highly collaborative, inclusive, consultative, and imaginitive paintings style
- Outstanding interpersonal, presentation, verbal, and written conversation capabilities
- Ability to paintings inside a rather matrixed and complicated company organizational shape and to conform to moving priorities
- Exceptional discretion and confidentiality in handling crucial material
- Ability to address pressure and feature efficaciously beneathneath challenges
- Excellent judgment, tact, initiative, creativity, crucial thinking, hassle solving, organizational capabilities, and self-motivation.
- Highly collaborative and imaginitive; cappotential to set up effective running relationships with senior stage control and all different companions to enhance cooperation and productivity.
- Analytical cappotential in growing powerful HR answers whilst adhering to hard work laws.
Language/Travel:
- English and French are required, while Arabic or Spanish is desired.
- Travel: minimum 50% across all IRC country programs and global regions.
Diversity, Inclusion and Gender Equality: IRC recognizes and celebrates the fundamental worth and dignity of all human beings. We are an equal opportunity employer and respect race, gender, color, national origin, religion, sexual orientation, gender identity, age, marital status, veteran status, disability and other protected characteristics. All applicants will be considered on merit regardless of IRC is also working to reduce the gender gap in leadership positions. We offer benefits such as parental leave, gender-sensitive safety protocols and other supportive benefits that provide a favorable environment for women to be part of the workforce. Professional Standards: IRC and her IRC staff adhere to the values and principles set forth in the IRC Way – Code of Conduct. Integrity, Service, Equality and Accountability. In line with these values, the IRC operates policies on beneficiary protection from exploitation and abuse, child protection, harassment-free workplaces, tax integrity, non-retaliation, anti-trafficking and many other issues, are being implemented.
We ensure that reasonable accommodations are made to enable persons with disabilities to attend jobs and job interviews, perform essential duties and enjoy other employment benefits and privileges. Masu. Please feel free to contact us for accommodation requests.
