Global Surge Team: Emergency Human Resources Coordinator

Job Description

IRC Global Surge Team:

The International Rescue Committee (IRC) 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, the IRC offers lifesaving care and life-changing assistance to refugees forced to flee from war or disaster. At work today in over 30 countries and 22 U.S. cities, we restore safety, dignity and hope to millions who are uprooted and struggling to endure.

The IRC’s Global Surge Team (GST) is a roster of esteemed and highly qualified humanitarian professionals who deploy on short notice to non-emergency and emergency contexts to support the IRC’s mission. Members of the GST provide specialist support where talent is most needed for short-term deployments of up to three months. The GST is a flexible employment opportunity for staff, requiring members to be available for deployments only 50% of the year (with opportunities for additional deployments if incumbent is interested). Members of the GST that focus on emergency responses must be prepared to be deployed within 72 hours, as needs arise.

Job Summary:

The Emergency Human Resources Coordinator, Global Surge (EHRC) will be responsible for the overall management and implementation of IRC’s Human Resources Policies, Procedures, Guidelines and Tools during emergency deployments.

They will work with the Deputy Director, Human Resources of the Emergency and Humanitarian Action Unit (EHAU) to ensure that organizational HR policies and procedures are adapted to the specific context of each response, adequate and known to staff. The EHRC will lead national HR staff and facilitate the development and implementation of appropriate HR management responses, including plans and operating procedures that fit IRC’s policy and standards. They will likewise provide expert HR advice to all levels of IRC staff working in the emergency response.

During deployment, during deployment is responsible for the selection and hiring of the national HR staff (HR Managers, Officers and Assistants) and leading the overall HR functions including work- force planning, recruitment, staff administration management, and staff development, among others.

Major Responsibilities:

HR Strategy

- Set up the HR department and provide management leadership and mentorship to the team. - Develop an HR strategy for the country program in line with organizational, regional, and global goals and objectives. - Craft a staff force strategy in collaboration with leaders, helping the new/existing country program have the needed staff with the right competence on time. - Schedule regular meetings with the Senior Management team to clarify changing workforce needs, identify human resource and competency gaps, and devise workforce plans to facilitate staff retention. - Define the needed metrics to assess the success of the strategic plan, and lead in their collection.

Hiring & Recruitment

- Supervise full-cycle recruitment process and directly recruit senior-level positions. - Hire or engage a recruitment team as needed, employing innovative and creative recruiting methods to hire the best talent. - Facilitate and coordinate recruitment and selection process according to IRC policies and procedures; set in place the recruitment team as appropriate. - Review all job offers and contracts for roles at Coordinator level and above to ensure internal equity.

HR Administration & Compliance

- Be responsible for HR’s operations and compliance, ensuring administrative duties are being completed in a timely manner and abiding by existing legal and government reporting requirements. - Ensure IRC is in compliance with all local labor laws as well as IRC Global Standards and minimize legal exposure. - Ensure the International and National Staff Handbooks are developed, and review HR policies and procedures as needed.

· Serve as an ambassador and champion for the IRC Way: Standards for Professional Code of Conduct, building an environment that values integrity, accountability, service, and equality.

- On an as-needed basis, liaise with local counsel on key HR issues and documents that require legal interpretations. - Represents IRC in HR consortiums and INGOs cluster meetings

Compensation & Benefits Management

- In partnership with the Deputy Director of HR and the Global Compensation team, define and review in-country salary structure and benefits plans. - Facilitate the set-up (as needed) and administration of staff benefits and compensation. - Ensure the budgeting and implementation of an HR payroll system is in place. - Ensure the process of the monthly HR payroll documentation is completed in a timely manner.

Staff Development and Performance

- Lead the performance management process, including creating a plan to manage annual reviews, conduct training on goal setting, utilize budgets to organize development activities and work one-on-one with managers and employees. - Ensure timely completion of the annual performance evaluation process and the annual merit planning process. - Lead all employee relations with professional grace; lead investigations to resolve issues in the workplace with close collaboration with the Deputy Director, Human Resources.

- Act as an impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements. - Maintain an effective negotiation process and harmonious employee/employer relationship. - Advise supervisors in decide appropriate disciplinary plans of action.

HR Team Management

- Respond to inquiries that require sophisticated HR knowledge and deep understanding of IRC Global HR Policies. - Lead, train, and mentor HR team; create detailed plan to build capacity for every HR staff, including performance objectives, recruitment, and commitment to development. - Ensure that the HR team is working in a harmonized manner with consistency in the application of policies throughout all offices, and identify and implement mechanisms to ensure cooperation, communication, and teamwork.

Staff Care

· Develop supportive plans of action for staff care as part of the overall response strategy, ensuring a comprehensive approach to support the well-being of staff and foster a positive working environment. Recommendations in this plan should address actionable activities and advice to support the morale and the social, physical, and psychological well-being of staff.

· Conduct staff care assessment in all operational sites and field offices, when needed.

· Work to actively engage in building trust with staff at all levels and in all roles.

· Apply various methods to understand the support needs, concerns, and stress levels of staff, and advise management through regular consultation on how to better meet the needs of staff to minimize any issues.

· Develop & coordinate staff care services with other local agencies and professional organizations.

REQUIREMENTS

- Master’s Degree in Human Resources or equivalent preferred. - Approximately 6+ years of human resources management experience; shown experience within emergency settings preferred. - Demonstrated success providing HR leadership for diverse groups of 200+ employees, preferably in fast-moving contexts. - Demonstrated ability to identify, recommend and implement HR approaches that deliver rapid, consistent, high-quality results. - Shown ability to effectively work with local legal counsel and government departments (Ministry of Labor, Immigration, etc.) to rapidly identify host country legal requirements, understand expatriate and national staff considerations, and constructively resolve HR legal issues. - Strong collaborator with effective interpersonal and analytical skills, able to work seamlessly across countries, cultures, and organizational units.

- Effective people and program management skills in acute emergency contexts: the ability to train, lead and manage staff productively under stressful circumstances. - Flexible approach: Maintain flexibility and focus in environments with changing demands. - Good digital literacy: Facility with MS Word, Excel, and email/internet software. - Fluency in English. Excellent oral and written communication skills. Working knowledge of Arabic, French and/or Spanish is strongly preferred.

· Availability and willingness to travel to regional and international locations (sometimes with notice of no more than 72 hours in case of emergencies).

Standards of Professional Conduct: The IRC and IRC workers adhere to the values and principles outlined in IRC Way - Standards for Professional Conduct. These are Integrity, Service, 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, and Anti-Retaliation.

Gender Equality: IRC is committed to narrowing the gender gap in leadership positions. We offer benefits that provide an enabling environment for women to participate in our workforce including parental leave, gender-sensitive security protocols and other supportive benefits and allowances

IRC is an Equal Opportunity Employer. IRC considers all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, age, marital status, veteran status, disability or any other characteristic protected by applicable law.

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