HR Manager Compensation and Benefit

Human Resources

Overview

Oversee compensation and benefits for Syria country program and ensure competitive practices.

You have:

• Bachelor’s degree in human resources, Business Administration or related field from an accredited college or university.
• 4 years of progressively responsible experience in compensation design and administration for a large organization, including international compensation plans.
• Strong analytical, planning and organizational skills.
• Proficiency with Microsoft Office tools, especially Excel, HRIS software and related reporting tools (Workday and ADP preferred).
• Valid English and proficiency in Arabic is required.

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 - are in need of 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:

Under the supervision of the HR direction, The HR manager for organizational structure, Compensation and benefits -WOS designs, develops, executes, and communicates Syria country program’s compensation and benefits guidelines, policies, and procedures. The HR Manager OS C&B will ensure the compensation in all four geographical locations we operate in remain competitive by keeping current with both sector specific and general compensation trends and best practices to enhance the organization’s ability to attract and retain employees. The HR Manager OS C&B also works with different department leads to ensure structural changes are in line with our global guidelines.

Responsibilities:

- Responsible for the design and preparation of the payroll process and templates and administration of staff benefits and other allowances including the 13th month salary. - Subject matter expert on current market practices and trends to ensure compensation policies, procedures, and practices are externally market competitive. - Ensures country salary structure reviews are conducted in accordance with IRC’s compensation guidelines and methodology. - Ensures compliance with all applicable local regulations and laws related to IRC’s compensation practices. Interprets and implements financial regulations according to geographical differences in applicable IRC. - Create /Generate annual Tax report and reconcile it against payroll records, and ensure report is submitted on time and on a monthly basis. - Prepare and update the international staff Payroll Information Sheet on monthly basis and share it with finance in a timely manner including all supporting documents. - Owns Syria country program job analyses and evaluations to determine appropriate salary bands and compensation levels. Updates annual salary band structure according to the organization’s need, internal equity and external market developments. - In coordination with HRD and regional Compensation and benefits lead, design compensation trainings to build HR team’s compensation capability, educate leaders and staff. Create compensation reports and tools to improve effectiveness of compensation Administration. - Develop and maintain a tracking system to analyze metrics to ensure effective pay decisions and pay practices. Makes recommendations for adjustments to policies and processes when appropriate. - Partner with grants team in the development process of new proposals to ensure proper pay, benefits and bonus information are budgeted for and taken into consideration. - Coach and mentor compensation and benefits team to ensure performance excellence. - Manage the performance of the compensation and benefits team by ensuring they have challenging objectives, provide both administrative and technical support, on-the-job training, and ensuring they are regularly updated with new initiatives, policies and procedures. - Ensure an up to date and accurate record management system is in place and that staff files (both electronic and physical) are updated in compliance with IRC Iraq Cross Border audit checklist. - Technical lead for HRIS system ensuring all data is accurate and up to date, HR team is trained and supported in the implementation of the HRIS, liaison between the team and HRIS support for troubleshooting and improvement. - Finalize exit clearance and prepare final settlement following the IRC national handbook for all employees and release the final settlement on a timely manner with the liaison of finance department. - Model, encourage and implement active practice of the principles of the “IRC Way – Global Standards for Professional Conduct”. - Maintain a healthy and empowering environment that encourages open, honest and productive communication among staff in dealing with structure or compensation and benefits. - Provide direct support to HRD and HR Partners on staff communications relating to benefits and compensation to ensure clear, consistent and transparency in communications. - Perform other duties as assigned and contribute to the success of the HR department and function at IRC.

Staff Performance Management, Learning & Development

- Hire, supervise, and build the capacity of team members in relevant technical and management competencies. - Develop and implement remote management capacity building approaches to build the strengths the teams in Syria. - Coach, train, supervise and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual performance reviews. - Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions. - Approve and manage time, attendance and leave requests to ensure adequate departmental coverage; ensure monthly, accurate timesheet submission and carry out probationary reviews. - Hold high-quality meetings with each direct report on a regular and predictable basis, minimally on a monthly basis. - Provide a measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team and providing guidance on career paths. - As required, identify staff performance issues and work with Human Resources to document and address these in accordance with the National Staff Employment Policies. - Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions. - Promote and monitor staff care and well-being. Model healthy work-life balance practices. Support appropriate interventions in response to identified staff care needs of both national and international staff. - Look for opportunities to support staff in their career growth, where appropriate. As part of succession plan and nationalization goals, identify, train and develop capability and capacity of national staff to successfully transition role and responsibilities, by the end of assignment.

Qualifications

- Bachelor’s degree in human resources, Business Administration or related field from an accredited college or university. - 4 years of progressively responsible experience in compensation design and administration for a large organization, including international compensation plans. - Strong analytical, planning and organizational skills. - Demonstrated ability to communicate effectively and professionally. - Ability to work independently; Excellent judgment. - Proactive and strategic mindset. - Attention to detail and understanding of quality review process. - Experience with business process design/continuous improvement. - Proficiency with Microsoft Office tools, especially Excel, HRIS software and related reporting tools (Workday and ADP preferred).

Demonstrated Skills and Competencies:

- A commitment to IRC’s mission, vision, values and IRC Way – Professional Code of Conduct. - Credible written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development. - Validated sense of professional discretion, integrity, and ability to handle complex situations diplomatically and to effective resolution. - Excellent management and interpersonal skills and a solid ability to promote harmonious/cohesive teamwork, in a cross-cultural context.

- Validated ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional patience.

- Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other partners to maximize cooperation and productivity. - Curiosity, a desire to continually learn and develop is a must. - Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies.

Language/Travel:

English is required, while Arabic Should be native.

Travel: Frequent travel to different site offices in Turkey and Syria

Key Working Relationships:

Position Reports to: HR Director

Position directly supervises: HR Compensation and benefits officers.

Indirect Reporting (If applicable):

Key Internal Contacts: All staff and departments in WOS offices

Key External Contacts: NA

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