Human Resources Business Partner (Syria Country Program)

Job Description

The HR Business Partner will provide HR support, counsel, and management to all units and departments in the country program, with particular focus on driving awareness, understanding, and adoption of key HR practices and human capital strategies within the country program. This position will also work collaboratively with the department heads to ensure that select administrative, operational, and project management deliverables are successfully accomplished across the network of field offices.

This position reports to the HR Director, and also works closely with Regional HR team and other members of the HR department. The role will provide ongoing input to the HR Director to help shape the HR agenda and deployment strategies for the country program.

The HR Business Partner manages a team of HR staff based in Turkey and Northwest Syria while they provide technical support and manage in partnership HR Operations staff in the field locations to ensure high quality and efficient staff onboarding, contracts management, orientation, performance management, employee relations, code of conduct compliance, employee engagement and staff care.

Responsibilities:

Under the direction of the HR Director, drive performance with respect to the following subjects:

- Formulate partnerships across all units in the country program to deliver value-added service that reflects the business objectives of the organization and meets the strategic needs of IRC staff. - Develop and implement HR solutions that support the achievement of strategic objectives in consultation with the HR Director. - Serve as an advisor to maximize staffing resources and performance, develop talent through creation of professional opportunities, workforce planning and succession planning. - Provide effective guidance and support to all staff on employee relations, performance management, compensation/benefits, promotions/changes in status, and general HR issues in collaboration with HR functional teams. - Support the HR Director in the planning and implementation of global and regional HR initiatives for the country program, including opportunities for improvement and develop the functioning of the HR department. - Work collaboratively and engage with the other HR functional team members to build both competency and capability and ensure effectiveness and efficiency of work processes and consistent standards across the program. - HR Knowledge: serve as a reliable source of HR policies, practices and processes in response to employee and/or supervisor requests, ensuring compliance with internal and external standards and applicable labor laws. - Talent Acquisition: provide review and adjudication for new position requests, standard job descriptions, compensation decisions, and other related recruiting activities in partnership with the Talent Acquisition team. Attend panel interviews when needed. - Talent Acquisition: provide back-up support to the field offices for recruitment and onboarding of new staff, with the goal to ensure new hire and orientation practices are implemented in accordance with IRC standards. - Employee Relations: Manage employee relations disputes, complaints and conflicts in a professional manner with the aim of empowering employees and supervisors to have the necessary tools, resources and knowledge to resolve conflicts in a positive reinforcement manner. - Act as impartial investigator and/or mediator (where applicable) when dealing with misconduct reports to ensure equitable and fair procedures are taking place in line with our internal policies & labor law. - Talent Management: participate in core talent activities as relevant for the operational and technical functions and become proficient in delivering select training and development workshops in partnership with Talent Development colleagues. - Employee Exits: monitor and intervene as necessary to ensure IRC standards are met for separation forms, exit paperwork, and exit interviews/surveys. - HR Data & Information: help to maintain shared HR files and create a monthly dashboard of HR KPI’s including relevant or appropriate analysis, trends, insights and actions. - IRC Way: model, promote and uphold a culture of values as reflected in our code of conduct, The IRC Way: Standards for Professional Conduct – Integrity, Service, Accountability, and Equality. - Maintain in-depth knowledge of legal requirements related to Labor Law and Social Security regulations and HR compliance issues. - Stay abreast of industry and functional trends and represent IRC in industry HR forums and leverage this insight to develop appropriate HR strategies and solutions.

Key Working Relationships

Position Reports to: HR Director

Position directly supervises: HR Operation staff in Northwest and Turkey

Position works in collaboration with: In-country HR Team and Unit Heads. Key Internal Contacts: IRC Turkey Staff, Amman based HR Operational staff, Talent Development unit, Compensation and Benefits unit, Talent Acquisition unit

Key External Contacts: HR Working group Forum, Legal entities

Qualifications

Required Experience/qualification/Skills:

- 7-10 years of progressively responsible professional experience in similar role in Human Resources. - Previous experience working with NGOS is preferred. - University studies in Human Resources, Business administration or related field. - Very strong proficiency in Microsoft office is required. - Strong working knowledge of multiple human resource disciplines including employee relations, Project Management, compensation and benefits, performance management, learning and development, organizational development, etc. - Excellent influencing and analytical skills, particularly in building strong relationships with leaders at all levels. - Excellent written and verbal communication skills - Experience in a large, matrixed organization is a plus

Demonstrated Skills and Competencies:

- A commitment to IRC’s mission, vision, values and IRC Way – Professional Code of Conduct. - Highly learning agility and problem-solving skills and ability to adapt quickly to change and apply new information and skills to work duties.

- 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 and a sense of humor is a must. - Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies. - Ability to build and foster effective and positive working relationship with colleagues, and maintain confidentiality to the highest degree

Language/Travel:

- Excellent written and oral communication in both English and Arabic are required, Turkish is asset. - Ability to travel to Country and Regional Workshops

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.