Senior HR Manager – Talent Acquisition (Syria Country Program)

Human Resources

Overview

Oversee talent acquisition and recruitment strategies for the Syria country program

You have:

• At least 7 years of progressively responsible professional experience in similar role
• Previous experience in an emergency or conflict-afflicted setting is required
• English & Arabic are required
• Ability to analyze HR metrics and utilize data for recruitment
• Strong relationship-building skills with stakeholders

Job Description

The Senior HR Manager – Talent Acquisition is in responsible of selecting the most qualified people that believe in IRC's mission and IRC Syria Country Program Strategy. As the head of the Talent Acquisition team for the Syria country program, The Senior HR Manager – Talent Acquisition oversees leading applicants through the recruitment processes and connecting them with IRC job openings. S/he must exert creativity in attracting qualified candidates and show excellent interpersonal skills that enable IRC to build long-term connections with both applicants and hiring managers. To make the IRC Syria hiring process more efficient and successful, s/he must be conversant with figures and pulling insights from HR metrics.

The Senior HR Manager – Talent Acquisition will oversee the whole recruiting process, from developing a talent pipeline and rosters to ensuring a high offer acceptance rate. S/he will efficiently connect applicants with the jobs in which they would be most successful by using knowledge of Syria Country Program's recruiting needs and search requirements.

Responsibilities:

- Recruit highly qualified talent and meet monthly and quarterly Time to Fill goals in collaboration with Regional HR Talent Acquisition Team, Coordinators, and Senior Management Team

- Oversee Syria Programs national recruitment efforts and provide support for International recruitment to Regional Talent Acquisition Team upon request from HRD Director

- Lead Syria Recruitment initiatives in support of the Human Capital Strategy, ensuring compliance with local labor legislation and donor requirements in all Syria CP locations.

- Build relationships and understanding of IRC programs to be able to contribute to proposal design and organizational design phase by participating in planning meetings;

- Coordinate with HR Director on workforce planning to enable proactive identification of expected vacancies; To aid with staffing choices, provide advice on demographic analyses and recruiting estimates.

- Provide an efficient and high-quality experience for every candidate from application stage to offer, evaluating skill level, driving the interview process and offer process, including robust reference checks, salary recommendations, and closing of candidates by leading, developing, and supervising the Syria Country Program's Talent Acquisition team.

- Gain a thorough grasp of IRC's programs and operations to assist hiring managers with talent sourcing, recruitment, and hiring.

- Create strong talent pools in areas of strategic significance and/or difficult to fill roles utilizing the global recruitment system to develop and manage the Syria CP talent roster.

- Co-create a contextualized recruiting strategy to attract the top applicants in the region • Host structured and large-scale recruitment events to help IRC become an Employer of Choice.

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 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

- At least 7 years of progressively responsible professional experience in similar role - Previous experience in an emergency or conflict-afflicted setting is required.

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 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.

Language/Travel:

- English & Arabic are required - Travel: 15% to field sites in Gaziantep & Northeast Syria as well as attending regional and global workshops and meetings as needed.

Key Working Relationships:

Position Reports to: Human Resources Director, Syria Position directly supervises: Talent Acquisition team

Indirect Reporting (If applicable): N/A Key Internal Contacts: HQ & Regional Talent Acquisition Team, Syria Country Program Department Heads, Senior Management Team

Key External Contacts: : IRC candidates — internal and external, INGO forums, local and regional associations, forums and universities

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 4 years ago - Updated 1 year ago - Source: rescue.org