Talent Manager for Red Line Rapid Deployment Staffing Mechanism

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ICRC - International Committee of the Red Cross

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Purpose

As indicators lead us to believe that the ICRC will be facing multiple crises in the years to come, Talent Managers will likely need to operate in a crisis mode more frequently, and this requires us to fundamentally change how we work and staff positions while in crisis mode. As such, we must challenge ourselves to potentially define new ways of looking at how we manage staffing when the ICRC Rapid Deployment Mechanism is activated and in-between when operations require it.

In this capacity, you are in charge of benchmarking the schemes of roasters, rapid deployment staffing mechanisms that exist in humanitarian organizations (IFRC, OCHA, ECHO, UNOPS, CANADEM, etc.) as well as internally– Regional and Resident Surge pools, Red Cross & Red Crescent National Societies, ICRC Alumni, ICRC Retirees – middle and senior Red Line managers, etc. and delivering a synthesis of the different options that could be explored to best fit the Generalist and Red line pool. This includes assessing the financial and human resource impact related to the respective options upon adopting such model by OP_DIR.

Once adopted, you will be responsible for implementing the approved rapid deployment staffing mechanism, and for recruiting the staff to be on the roaster and enrolling the internal staff identified, ensuring proper training, onboarding and contingency planning.

Furthermore, in coordination with the other Talent Managers in the Unit, you are the focal point in the team for all rapid deployments and you lead the identification of operational profiles. You will be in charge for keeping the mechanism up to date and maintaining the network with other humanitarian organizations on this topic.

Main duties & responsibilities (1/3)

Analysis, conceptualization and process design of an efficient Red Line RD Staffing Mechanism in close coordination with the Staffing Steer Co

Complete a thorough needs assessment based on internal processes, current mechanisms, and lessons learned exercises from previous Rapid Deployments and staffing forecast for the Operations populations.
Benchmark existing schemes of rosters in other international organizations (IFRC, OCHA, ECHO, UNOPS, CANADEM, etc.) and detail a comparative study.
Ensure swift integration of existing internal talent pools in the solution design, such as the Regional and Resident Surge pools, Red Cross & Red Crescent National Societies, ICRC Alumni, ICRC Retirees – middle and senior Red Line managers, etc.
Analyze internal options and their financial and human resources impact, such as larger standing teams, etc.
Present different options fully tailored to the operations needs and their respective costs, resources needed, and risk analysis based on which a model will be selected for final adoption by the Operations Management(OP_DIR).
Promote and advise on all matters related to the Red Line Rapid Deployment Staffing Mechanism.
Advise and support other métiers across the ICRC in building their mechanisms when relevant.

Main duties & responsibilities (2/3)

Implementation and operational management of the Red Line Roster

Based on the RD Staffing Mechanism model selected by OP_DIR, lead the talent acquisition for the new Red Line RD Roaster, seeking experienced humanitarian practitioners, managers and experts to join and be readily available for deployment; furthermore, ensure seamless integration of existing internal/external talent pools in the RD staffing mechanism , enrolling on the Roaster the Regional Surge, Resident Surge, Retired Middle and Senior Managers, Alumni, etc.
Together with the Talent Acquisition Team, ensure a prompt follow-up on all aspects of the recruitment process – from attraction through recruitment to vetting & onboarding.
Ensure the operational maintenance of the roaster at all times, with accurate information and up-to-date data.
In close coordination with the other Talent Manager in the Unit, be the focal point in the team for all RD exercises and lead the talent identification for the pool internally & externally.
Together with the Regions and their HR Partners, ensure accurate and updated information on the Regional Surge and the resident surge and maintains direct contact with the Regional Operational Teams.
In the event of a crisis, support the Crisis Team by leading the deployment of the Red Line RD roaster, as per the organizational needs (at times, the weekends included).
Ensure the Red Line Rapid Deployment roaster is aligned with the Operational needs and in line with the Institutional Strategy on matters like Diversity, Equality and Inclusion.

Main duties & responsibilities (3/3)

Talent Management

When the RD Mechanism is triggered, ensure orderly deployment of the Red Line RD roaster staff in cooperation with the RD Crisis Team and the delegations concerned.
Manage recurrent recruitment campaigns of experienced managers with relevant profiles to build and maintain the continuous pipeline of operational HR needs during the humanitarian crisis.
Ensure all new Red Line RD staff are provided with relevant onboarding and training opportunities, including compulsory institutional training - SAFE, SIP, SCMS, Protection, etc.
Identify talent from our resident population in coordination with Regional HR Partners and Talent Managers.

Desired profile, experience and skills

University degree in Human Resources or related.
Typically, 10-12 years overall professional experience, including at least 5 years in an HR Business Partner role or similar role, providing a deep understanding of HR practices and their contribution to business strategy.
Proven experience in managing rapid deployment rosters for humanitarian organizations in crisis mode.
Strong experience in Operational Management and Process Design, Analysis and Implementation.
Strong understanding of end-to-end Talent Management (particularly internal mobility and career management), HR, and Employee Experience processes.
Strong ability to read and carry out data and people analytics, mastering excel and with ease with tools & systems. Experience in Workforce Planning would be an asset.
Self-starter, intrapreneurial spirit, capable of autonomous work and taking personal initiative, while being a strong team player.
Connector, at ease with building collaborative relationships and networks across cross-functional teams and with a wide range of stakeholders.
Excellent interpersonal skills and strong customer service mindset, including strong leadership, negotiation and diplomacy.
Ability to influence others and communicate effectively, persuasively and connect with a wide range of audiences at all levels of the organization.
Organized and result-driven. Superior time management skills and ability to deal with ambiguity and reprioritize tasks in response to unexpected changes in priorities/requests.
Strong analytical and problem-solving skills, with a preference for action and not afraid to “roll up sleeves”.
A curious mindset: like asking questions and learning.
Excellent communication skills and fluency in English required – French would be an asset.
ICRC field experience, ideally at a managerial level in Operations, is a strong asset.