Deputy Director, Human Resource
The International Rescue Committee responds to the world’s worst humanitarian crises and helps people to survive and rebuild their lives. Founded in 1933 at the request of Albert Einstein, IRC offers life-saving care and life-changing assistance to refugees forced to flee from war or disaster. At work today in more than 40 countries and in 28 U.S. cities, IRC restores safety, dignity and hope to millions who are uprooted by conflict or disaster. IRC leads the way from harm to home.
The IRC returned to El Salvador in 2017 and expanded Humanitarian Response work to Honduras and Guatemala in 2019. IRC implements Protection-focused Humanitarian Response in Northern Central America, with technical expertise in responding to survivors of gender-based violence, women, girls and children, internally displaced families, migrants and returnees and the LGBTI+ population. The IRC is committed to working in partnership with national NGOs to design and implement high impact programs based on the best available evidence. IRC NCA’s core technical areas include Women’s Protection and Empowerment (GBV response), Education, Child Protection, Protection Rule of Law (humanitarian response for IDPs, migrants and refugees) and Economic Recovery and Development (cash and livelihoods). IRC NCA’s leadership is based across the three countries, with offices in San Salvador, Cuidad de Guatemala and Tegucigalpa.
The position of Deputy Director for Human Resource (DDHR) is a member of the Senior Management Team (SMT) and is integral to the successful implementation of IRC's programs in IRC- Northern Central America (IRC NCA). Working under the direction of the Country Director (CD), the DDHR is responsible for the effective adaptation and implementation of IRC’s Human Resource initiatives and practices in NCA. The DDHR will lead the development and implementation of IRC NCA’s Human Resource Strategy, policies, and programs, and will be responsible for planning and delivering INCA´s organizational development initiatives, talent and people management programs, annual performance processes, compensation, and benefits practices. As a strategic partner and advisor for the CD and SMT, the DDHR will lead efforts to ensure a safe and welcoming culture for all people. The purpose of this position is to enhance organizational performance, efficiency and effectiveness by fostering a culture of excellence and a highly trained and motivated team.
Strategic Leadership and Management
• Actively engage as a thought partner to SMT members on strategic Human Resource (HR) priorities to foster a professional, welcoming work culture that promotes IRC’s culture and values.
• Manage and provide strategic guidance to the IRC NCA HR team. The DDHR is responsible and accountable for the quality of HR services to IRC NCA teams, including the quality of HR Fundamentals, and for the progress HR initiatives as measured against goals.
• Responsible for HR mandates beyond HR Fundamentals (e.g., leads talent dialogues, suggests development opportunities, coaches on high quality conversations in performance reviews, etc.)
• Ensure that IRC’s HR Fundamentals are completed on time and at very high quality. HR Fundamentals are critical to the effective implementation of IRC’s programs by fostering a professional work environment, ensuring compliance with local labor law, donor regulations and IRC internal policies.
• Design and lead internal initiatives that support the management, coaching and development of national staff to build a team of skilled, committed, and motivated staff.
• Conceptualize, plan, manage and actively participate in initiatives and efforts to build team engagement, inclusion, and cohesion in IRC NCA.
• Provides constructive feedback and counsel on career paths and professional development for HR team and IRC staff; establish a culture of continuous learning opportunities.
• Act as impartial mediator in disciplinary procedures and engage with supervisors to provide guidance on appropriate disciplinary plans of action in a judicious that meets all legal and labor regulations and requirements.
• Provide technical leadership and management, in partnership with the SMT.
Human Resources Operations/HR Fundamentals
• Responsible for managing high quality and efficient implementation of critical HR functions including: recruitment, national compensation & benefits, employee relations, Onboarding & Separation, management of employee and consultant contracts, IRC’s learning and employee development programs, performance management and annual review process, vacation and leave tracking and policies, code of conduct compliance, labor law compliance, updating of HR Information Systems, coordination of HR policy development and implementation, and other HR functions as required.
• Actively participate in proposal design, including budgeting, designing job descriptions, supervising recruitment, and coordinating with the regional and global teams to rapidly staff IRC projects with highly qualified team members.
• Engage proactively in grants opening and program implementation and review meetings; specifically provide advice on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure a strong HR foundation to support program quality.
• Responsible for creating and tracking HR goals at country program level.
• Responsible for: coordinating the onboarding of new team members; and providing support to supervisors as they prepare and monitor participation of new hires in onboarding programs.
• Accountable for salary payroll for all national staff across the 3 NCA countries, including tracking time sheets, confirming salary mapping, preparing payroll, taxes, and benefits calculations.
• Participate in annual operational budget preparation to advocate for sufficient resources for all HR initiatives.
• Provide strategic compensation analysis to SMT, with a goal of ensuring that IRC NCA can attract high-quality talent while remaining competitive for donor funding.
• Lead exit management procedure to ensure seamless and positive transition for departing employees and analyze turnover and exit interviews to make real-time, continuous improvement utilizing learnings to formulate retention strategies.
• Oversee HR-related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensuring all legal obligations are fulfilled.
Gender, Equality, Diversity and Inclusion (GEDI)
• Partner with country and regional specialized GEDI team members for the updating, implementation, and reporting on the IRC NCA’s GEDI action plan.
• Lead conversations about GEDI that go beyond just meeting indicators (e.g., in recruitment)
• Design, develop and champion GEDI inclusion activities which may include cultural exchange, culture-building exercises, holiday celebrations.
Safeguarding and Employee Relations
• Partner with country and regional specialized safeguarding staff to convene functional stakeholders in country and to promote uptake and progress on the IRC Safeguarding Minimum Standards.
• Responsible for ensuring IRC NCA’s compliance on the following IRC Minimum Standards: Safe staff recruitment and learning: Including action related to job postings, interview processes, reference checks, orientation, and all-staff training.
• Partner with country and regional staff specialized in safeguarding to convene functional stakeholders in country and to promote uptake and progress on the Safeguarding Minimum Standards.
• Ensure that the IRC SMT is updated at least 2x year on progress toward achieving and compliance with IRC’s Safeguarding Minimum Standards; Provide analysis of barriers, enablers and resources required to ensure continual compliance.
• Safeguarding support plan and resourcing: Including action related to building staff and budget required to deliver on safeguarding minimum standards into country/office structure.
• Partner with IRC global investigations teams and the IRC NCA Country Director or relevant to ensure that recommendations arise out of a safeguarding investigation, particularly disciplinary action against subjects.
• Partner with country and regional specialized employee relations staff to communicate clearly and consistently with all staff regarding IRC reporting and support channels related to ethical misconduct, including IRC’s survivor-centered reporting guidelines.
Duty of Care – Staff Wellbeing
• Champion Duty of Care efforts and initiatives in partnership with the Regional Duty of Care Advisor.
• In close partnership and consultation with the Regional Duty of Care Advisor, implement and execute activities and initiatives aimed at enhancing staff morale and experience, as well as initiatives that focus on prevention and intervention, in order to foster the social, physical, and psychological well-being of staff.
• In partnership with the Duty of Care Regional Advisor, identify early prevention and intervention initiatives aimed at supporting the wellbeing of underserved staff, and in particular women and other minorities.
• In partnership and consultation with the Duty of Care Regional Advisor, and other specialized colleagues in Safeguarding and S&S ensure that best practices are used when responding to critical incidents.
• Maintain a healthy and empowering office environment that encourages open, honest, and productive communication among IRC staff and is devised to meet the remote management context, by delivering an employee engagement and communication strategy.
• Internal Communications: Organize and facilitate All Staff monthly meetings, designed to share strategic information to all IRC NCA team members.
• Support the Country Director for occasional tasks that may arise that are not detailed above.
• Alert CD and SMT to any suspicion of discrepancies and/or irregularities in operational and administrative procedures.
• Escalate code of conduct issues, lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out, in partnership with CD and Ethics and Compliance Unit (ECU).
Key Working Relationships:
Position Reports to: Country Director, with technical supervision by the Regional HR Director
Direct Reports: 4-6+ HR professionals, the majority of whom are starting their careers
Key Internal Relationships:
• IRC NCA Senior Management Team, Regional HR Director, Regional Safeguarding Advisor, Regional GEDI advisor, Regional Employee Relations Advisor, Regional Duty of Care advisor, and HR staff in the LatAm region.
• Global Human Resourceteam across all the HQ functional teams and at the regional and country level
Key External Relationships: INGO counterparts; legal counsel; HR associations and networks
• Bachelor’s degree in business administration or human resources administration required. Advanced degree in HR management, MBA, or related field is preferred.
• A minimum of 10 years of progressive professional Human Resources experience; experience leading DEI/GEDI and Safeguarding teams desirable.
• Demonstrated success as a Human Resources leader supporting groups of at least 100 employees with a range of professional skills.
• Demonstrated success in supporting management and building strong, trusted relationships.
• Proven track-record of excellent management and leadership skills including capacity-building, coaching, mentoring, performance management and delivering individual and group training.
• High degree of comfort and successful track record supervising in matrixed environments
• Collaborates with operational and technical focal points to ensure organizational best practices are represented in work.
• Proven knowledge and experience across the broad spectrum of Human Resource competencies
• Effective interpersonal and analytical skills who can work seamlessly across countries, cultures, and organizational units required.
• Demonstrated ability to work, manage, and meet competing deadlines in a fast-paced, high-volume environment, and aptitude for problem solving and decision making needed.
• Excellent inter-personal, written, and verbal communication skills required.
• Excellent project management and organizational skills including detailed work planning and r time management skills.
• Proficient to advanced level of English
• Ability to travel within the NCA sub region up to 25% of the time, occasionally on short notice.
The IRC and IRC workers must adhere to the values and principles outlined in IRC Way - Standards for Professional Conduct. These are Integrity, Service, Equality, and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity Anti-Retaliation and Combating Trafficking