Human Resources

Overview

Oversee HR operations and policies for Syria programs and optimize human resources practices.

You have:

• 5 - 8 years of progressive experience as an HR generalist, including Payroll management, performance management, employee relations, compensation and benefits, training and development and HR Administration.
• English is required, while Arabic should be native.
• Graduate from any reputed national and international university or college.
• Proven Understanding of different HRIS systems.
• Experience working with NGOs in project management context and delivering full HR projects.

Job Description

Background/IRC Summary:

The Syria crisis is often described as the worst humanitarian catastrophe since the end of the Cold War. Today, 13.4 million people in Syria - more than half of the country's population - need humanitarian assistance with needs increasingly being exacerbated by economic decline. Of these, 6.8 million are refugees and asylum-seekers who have fled the country. This is no short-term humanitarian episode. The devastating human consequences to huge numbers of people will endure for decades. The destruction of relationships, communities, livelihoods, homes and infrastructure will take years to repair.

IRC is offering a robust humanitarian response to the Syria crisis a rapidly expanding portfolio, supported by more than 1000+ staff in Syria Country Program. IRC is undertaking programs in Syria and the neighboring countries of Turkey, Iraq, Lebanon and Jordan in the fields of health, child protection, early childhood development, education, women’s protection and empowerment, non-food items and food distribution, cash assistance, water and sanitation, protection and rule of law, and livelihood programming. Our work in these challenging settings gives rise to some of the most pressing issues facing contemporary humanitarian action, including questions of access, security, funding and coordination.

Job Overview/Summary:

The HR Partner is a key member of IRC`s Management Team, Under the supervision of the Human Resources Director, The HR partner plays a strategic role in the provision of human resources operations and implementation of IRC's HR policies and procedures and best practices required for the effective implementation of Syria country programs. This includes central initiatives, IRC ways, services, policies, and systems required for human resource operation's management including compensation & benefits, staff onboarding, Contracts management, payroll, and HR reporting.

Major Responsibilities (including but not limited to):

- Collaborate with the HR Director to ensure efficiency regarding legal and staff management issues; participating in discussions about structure and organizational development and change; supporting recruitment of senior positions.

Compensation & Benefits: --------------------------------

- Participate in budget preparation and provide strategic compensation analysis to drive nationalization and ability to attract high-quality talent, define and review salary structure, coordinate annual compensation review process and compensation adjustments, consult with HQ compensation team to align with best practices. - Ensure an attractive and competitive compensation and benefits package is maintained is all locations. - Manage national benefit plans, communicate updates, and conduct information campaigns for national and international staff.

Staff Onboarding and Exit: ------------------------------

- Ensure the implementation of proper and efficient induction for all new joiners along with refresher of policy and process. that includes group sessions and individual sessions. - Support HR team in managing the full employee experience, from on-boarding to exit management. - ensuring all processes are performed in a timely, efficient and client-centered manner.

Contracts Management: -------------------------

- Design and manage different types of contracts given to our local staff ensuring adhering to different country-specific labor laws. - Manage the change of employment processes and documentation including start of new contract, extension, promotion, etc. and ensure personnel files and up to date within the different locations.

Performance Management: ---------------------------

- Provide mentorship and supervision to HR operation's team in different locations, including leading team meetings, individual supervision, and coaching, and conducting goal setting, and performance reviews. - Lead the performance management process with guidance from HRD, create plan to manage annual and mid-year Performance Check-Ins, conduct trainings on goal-setting, utilize budgets to organize development activities and work one-on-one with managers and employees to create country wide development plans, support a culture of continuous feedback through HR initiatives and actions. - Support line managers to fulfil their obligation in the performance management process in the whole country. - Serve as a model of supervisory excellence; supervise and mentor direct-report staff, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback, and leading documented semi-annual performance reviews.

Payroll Management and compliance: --------------------------------------

- Ensure proper payroll processing for all staff in different offices. In addition, ensuring the follow-up of a proper exit process, final settlement, acting allowance, overtime payment on time. - Reviewing and guaranteeing adherence to HR policies and procedures; coordinating together with the HRD development of policies, handbooks and supporting their implementation and dissemination. - Ensuring standardization and use of best practices across IRC management teams; coordinating the use of salary software and HRIS in all locations. - Lead compliance with country-specific labor laws. Train ESMT on standard processes for compliance with the specific law. - Administer and implement recurring and ad-hoc audits to ensure accurate processing of payroll files, etc.

HR Reporting and communication: -----------------------------------

- Lead the design of an iterative HR communications plan with the goal of ensuring that all HR-related information including Benefits, Promotions, Annual Performance Reviews, Training & Development and others are effectively cascaded throughout the organization, ensuring increased visibility for our team. - Reinforcing HR reporting and planning; developing with counsel from the HRD, HR key performance indicators in order to develop an informed and accountable HR management.

Qualifications

- Commitment to IRC’s mission, vision, values, and IRC Way (IRC Professional Code of Conduct); - Credible written, presentation and verbal communication skills; ability to convey information effectively and proven experience in providing training and staff development; - 5 - 8 years of progressive experience as an HR generalist, including Payroll management, performance management, employee relations, compensation and benefits, training and development and HR Administration; - Experienced at leading benefits across multiple countries; - Proven Understanding of different HRIS systems; - Graduate from any reputed national and international university or college; - A natural self-starter who is passionate about serving our colleagues; - An excellent teammate with solid attention to detail and ability to work independently; - Demonstrable track record at delivering timely and accurate information in a fast-paced environment; - Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies; - Experience working with NGOs in project management context and delivering full HR projects; - Ability to quickly build strong working relationships, deploy influence, with managers and staff at all levels.

Language/Travel:

- English is required, while Arabic should be native. - Frequent travel to different site offices in Turkey and Syria.

Key Working Relationships:

Position Reports to: HR Director Position directly supervises: Syria HR operations Team which includes HR officer (Amman and Gaziantep), Sr. HR Officer (NWS), HR Manager (NES). Key Internal Stakeholders: HR Director, SMT, ESMT, Technical Coordinators and managers.

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 as designated and agreed by the HRD.

Professional Standards: IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, Accountability and Equality. In accordance with these values, IRC operates and carries out policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Respect at Work Fiscal Integrity, and Anti-Retaliation.

Returning National Candidates: We strongly encourage national or returning national candidates to apply for this position. If you are a citizen of the Country in which this position is based and are currently located outside of your home country and possess over two years of international work experience, the Middle East Region has introduced an attractive remuneration package. The package includes competitive compensation, return flight to post, shipping allowance, temporary housing and a relocation allowance. Certain restrictions may apply. IRC strives to attract, motivate and retain qualified national staff in our programs.

Accountability to Clients: IRC staff must adhere to the commitment of contributing to the sustainability and development of its (CR) Client Responsiveness Mechanisms, preserving the culture of prioritizing the needs of our clients and affected communities by systematically listening to their perspectives and using their feedback to make programmatic decisions and give them greater influence over program design and delivery.

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.

Diversity and Inclusion: at IRC MENA, we are passionate about creating an inclusive workplace that promotes and values diversity. Organizations that are diverse in age, gender identity, race, sexual orientation, physical or mental ability, ethnicity, nationality, and perspective are validated to be better organizations. More importantly, creating a safe workspace environment where everyone, from any background, can do their best is the right thing to do. So, bring your whole self to work.

IRC is committed to creating a diverse, inclusive, respectful and safe work environment where all persons are treated fairly, with dignity and respect. In keeping with our core values of Integrity, Service, Accountability and Equality, IRC strives to maintain a work environment built on mutual respect in which all individuals treat each other professionally, and free of bias, prejudice, and harassment. IRC expressly prohibits and will not tolerate discrimination, harassment, retaliation, or bullying of IRC Persons in any work setting. All IRC staff, wherever they are located, are accountable for creating an environment free of discrimination, harassment, bullying, and retaliation.

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Potential interview questions

Added 2 years ago - Updated 1 year ago - Source: rescue.org