Human Resources Coordinator

Job Description

The Human Resources Coordinator is responsible for providing strategic leadership for the HR function for over 300 staff and incentive workers across the CAR Country Program. The HR Coordinator will lead the HR team to ensure efficient and high-quality staff recruitment, contracts management, orientation, learning and development, performance management, compensation and benefits, policy and labor law compliance, employee engagement and staff care. The position acts as an HR advisor to the Senior Management Team (SMT). The HR Coordinator reports to the Country Director and the Regional HR Director, of Great Lakes Region and is a member of the SMT.

The HR Lead will adapt and implement Global HR initiatives and practices and serve as an advisor to maximize staffing resources and performance, promote a positive organizational culture, minimize risk and ensure economy and efficiency of HR processes and procedures in the service of supporting IRC programs.

Responsibilities

1. Strategic HR Leadership and Management

• Devise and deliver a planned HR approach to attracting, developing, inspiring and retaining the right people, with the right skills to achieve high-quality programmatic outcomes align with Strategic Action Plans (SAPs).

• As a member of the SMT, determine workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate nationalization of roles and staff retention.

• Actively participate in proposal design and grants opening and review meetings (GRMs, GOMs) specifically advising on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensuring a strong HR foundation to support program quality.

• Lead a collaborative approach to employee engagement, gender equality and staff care strategy and supporting initiatives, drawing on country, regional and HQ inputs and resources.

• Conduct monthly and quarterly strategic HR metrics and analysis to advise SMT and Regional HR decision-making; lead on country program inputs to global HR scorecards and action plans.

• Continually assess and refine recruitment tactics; Develop candidate rosters, actively network and employ innovative, creative recruiting methods to attract and hire the best talent. Proactively position IRC as an Employer Brand of Choice in the country.

• Review and approve job position requests, job descriptions and make recommendations, ensuring accuracy and consistency.

• Deliver international HR management, including policy, process and employee relations management, with support from Regional HR Director as needed.

• Lead the performance management process with guidance from regional and HQ HR. Create a plan to manage annual and mid-year Performance Check-Ins, conduct training on goal-setting, utilize budgets to organize development activities and work one-on-one with managers and employees to create country wide development plans. Through HR initiatives and actions, support a culture of continuous feedback.

• 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, collaborating with HQ compensation team to align with standard methodologies.

• Manage national benefit plans, communicate updates and conduct information campaigns for national and international staff. Collaborate with HQ benefits team to align with IRC standard methodologies.

• Devise staff care action plans that elevate morale and support the well-being of staff; create emergency staff care interventions. Collaborate with Regional HR Director and Global Duty of Care Director to align with IRC standard methodologies.

• Oversee HR administration and ensure 100% compliance with current labor laws; collaborate and partner with local counsel as needed.

• Lead all employee relations with professional grace with the aim of empowering employees and supervisors to with the tools and resources vital to resolve conflicts with mutual respect. Act as impartial mediator when necessary. Bring up code of conduct issues, lead or co-lead employee relations investigations and ensure issues are brought to resolution with appropriate follow-up carried out. Partner with and seek counsel from Ethics and Compliance Unit (ECU) as needed.

• Advise supervisors in determining appropriate, consistent and judicious disciplinary measures in line with local labor law and global policy.

• Manage any lay-offs or reorganizations in partnership with SMT, supervisors and regional HR to with an emphasis on compliance, due diligence, communications and staff care.

• Lead exit management to ensure seamless and positive transition for all departing employees.

2.Staff Performance Management and Development

• Serve as a model of supervisory excellence; supervise and mentor direct-report HR staff, including communicating clear expectations, setting/refining performance objectives, providing regular and timely performance feedback, and leading documented semi-annual performance reviews.

• Provide constructive feedback and counsel on career paths and professional development for HR team and IRC staff; champion a culture of continuous learning opportunities.

• Support senior staff to continue to pursue nationalization of senior and management positions.

• Promote and implement staff care and well-being. Model and support healthy work-life balance practices.

3. Communications

• Communicate and encourage active practice of the principles of the “IRC Way – Global Standards for Professional Conduct” throughout the country program.

• Maintain a healthy and empowering office environment that encourages open, honest and productive communication among IRC staff by delivering employee engagement and communication action plans.

• Maintain and demonstrate open communications and partnership on projects and shared goals with other HR Leads at the country level, regional HR and HR HQ levels.

• Provide direct support and advise the CD and SMT on staff communications to ensure clear, consistent, timely and transparent communication on matters impacting staff.

Job Requirements

Education:

• Bachelor’s degree required. Master’s university degree in HR management, International Relations or Development, MBA, Law or related field is preferred.

Work Experience:

• Minimum of 8 years of progressive experience as an HR generalist, including recruitment, performance management, complex employee relations, compensation, training and development and HR Administration.

• Minimum 5 years successful staff management experience

• At least 2 years of experience with an international organization or international experience.

• Strategic leadership experience managing an HR function for large budget programs in the INGO sector is strongly preferred.

• Remote management experience strongly preferred.

Demonstrated Skills and Competencies:

• A commitment to IRC’s mission and humanitarian principles.

• Receptive to building and maintaining positive relationships with people from all backgrounds, genders, cultures and viewpoints.

• Resourceful in figuring out how to get things done, seeking opportunities to learn and grow, contributing creative and innovative ideas and serving as a change champion.

• Resilient and able to thrive in a fast-paced, vibrant environment with a sense of urgency and an ability to deliver results under pressure.

• Results-oriented approach to planning and prioritizing HR activities.

• Demonstrated commitment to pursue work/life balance for self and others.

• Proven track-record of professional discretion, integrity, and ability to manage complex HR situations diplomatically and to effective resolution.

• Highly collaborative and consultative approach.

• Top-tier written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development in English and French

• Excellent management, interpersonal, consultative and negotiation skills and a demonstrated ability to promote harmonious teamwork, in a cross cultural context.

• Very strong proficiency in MS Word, Excel, Outlook and PowerPoint is required.

• Analytical ability in creating effective HR solutions while adhering to labor laws; Working knowledge of CAR labor law is required.

Language/Travel:

• English and French language is required; Local Languages spoken in CAR is a plus.

• Travel: 20% of time spent visiting project sites in country locations. International travel for regional conferences, workshops on a need-to basis.

Standard of Professional Conduct: IRC and IRC employees are required to abide by the values and principles outlined in the IRC Way Code of Conduct which are Integrity, Service, and Accountability. In accordance with these values, IRC operates and implements policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Harassment-Free Workplace, Fiscal Integrity, Anti-Retaliation, Combating Trafficking in Persons and several others.

Diversity, Inclusion and Gender Equality: IRC acknowledges and honors the fundamental value and dignity of all individuals. We are an Equal Opportunity Employer and consider all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, gender identity, age, marital status, veteran status or disability. IRC is also 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.

Returning National Candidates: IRC strives to attract, motivate and retain qualified national staff in our programs. We strongly encourage national or returning national candidates to apply for this position. If you are a national 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 IRC 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.

CVs to be submitted in English or French

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

Diversity, Inclusion and Gender Equality: IRC acknowledges and honors the fundamental value and dignity of all individuals. We are an Equal Opportunity Employer and consider all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, gender identity, age, marital status, veteran status or disability. IRC is also 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.

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Qualifications