Coordinator, Human Resources

The International Federation of Red Cross and Red Crescent Societies (IFRC) is the world’s largest humanitarian organization, with a network of 191-member National Societies (NSs). The overall aim of IFRC is “to inspire, encourage, facilitate, and promote at all times all forms of humanitarian activities by NSs with a view to preventing and alleviating human suffering and thereby contributing to the maintenance and promotion of human dignity and peace in the world.” IFRC works to meet the needs and improve the lives of vulnerable people before, during and after disasters, health emergencies and other crises.

IFRC is part of the International Red Cross and Red Crescent Movement (Movement), together with its member National Societies and the International Committee of the Red Cross (ICRC). The work of IFRC is guided by the following fundamental principles: humanity, impartiality, neutrality, independence, voluntary service, unity, and universality.

IFRC is led by its Secretary General, and has its Headquarters in Geneva, Switzerland. The Headquarters are organized into three main Divisions: (i) National Society Development and Operations Coordination; (ii) Global Relations, Humanitarian Diplomacy and Digitalization; and (iii) Management Policy, Strategy and Corporate Services.

IFRC has five regional offices in Africa, Asia Pacific, Middle East and North Africa, Europe, and the Americas. IFRC also has country cluster delegations and country delegations throughout the world. Together, the Geneva Headquarters and the field structure (regional, cluster and country) comprise the IFRC Secretariat.

IFRC has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the Red Cross and Red Crescent Movement, including sexual exploitation and abuse, sexual harassment and other forms of harassment, abuse of authority, discrimination, and lack of integrity (including but not limited to financial misconduct). IFRC also adheres to strict child safeguarding principles.

The IFRC has been present in Afghanistan since 1990, supporting the Afghan Red Crescent Society (ARCS)’s development, auxiliary role, contributing to its partnership development, humanitarian footprint, and sustainability. The IFRC coordinates/facilitates engagement from and cooperation with Partner National Societies (PNS) and represents them in the country as an international organization as well as engaging with the International Committee of the Red Cross (ICRC) on Movement Coordination and Cooperation in line with an existing Movement Cooperation Agreement. Other Movement partners with presence in Afghanistan are Danish Red Cross, Norwegian Red Cross, Qatar Red Crescent Society and Turkish Red Crescent.

Afghanistan is experiencing one of the world's worst humanitarian crises, fuelled by implications deriving from a decades-long conflict, a deterioration of economic conditions, recurring natural hazards – including droughts, earthquakes, floods, and landslides – which often cause disasters, displacement, gaps in health services, and other pre-existing needs. It is estimated that around 24 million people, more than half of the country’s population, need assistance in 2025. The humanitarian crisis in Afghanistan, like elsewhere in the world, requires an approach which addresses immediate needs while at the same time providing durable solutions in a manner that also tackles root-causes and people’s vulnerabilities

Reporting to Head of Country Delegation, the HR Coordinator is responsible for coordinating and overseeing day-to-day human resources operations across the Afghanistan Country Delegation, ensuring effective implementation of HR policies, systems, and standards in line with organizational principles and local labour laws. The position supervises two HR staff and works in close collaboration with the HR Business Partner from the Asia Pacific Regional Office to ensure alignment and consistency in HR practices, staff development, and compliance with global frameworks. The role ensures HR preparedness and HR in emergencies support and planning during emergencies The role also supports Afghan Red Crescent Society (ARCS) HR capacity strengthening when relevant and part of the ARCS priorities.

HR Coordination and Leadership

• Coordinate and oversee all HR functions for the country delegation, ensuring that HR operations are effective, timely, and compliant with internal policies and Afghan labour laws.
• Supervise, mentor, and provide technical guidance to HR team members, ensuring high performance and professional growth.
• Act as the focal point for all HR coordination including field operations and provide HR input to contingency and emergency response plans.
• Work closely with the HR Business Partner (Asia Pacific Regional Office) on all country delegation HR matters.

2.Recruitment and Onboarding

• Manage end-to-end recruitment and selection processes for national staff, ensuring transparency and fairness.
• Coordinate job advertisements, screening, interviews, reference checks, offer preparation etc.
• Facilitate onboarding and induction processes for new staff, ensuring understanding of organizational culture, safeguarding, and HR policies.
• Maintain updated job descriptions and ensure regular review in collaboration with hiring managers.

3.HR Administration and Compliance

• Oversee due diligence and vetting for new hires, employment contracts, renewals, and extensions, ensuring compliance with Afghan labor law and IFRC policies.
• Supervise HR record management, ensuring completeness, confidentiality, and accuracy of personnel files (hard & soft copies) adhering IFRC and common data protection standards
• Approve monthly payroll processes.
• Ensure HR procedures are consistently implemented across offices and regularly reviewed.
• Work closely with the HRBP to review and update HR policies to reflect global and local requirements.
• Coordinate with Legal, Security, and HRBP on disciplinary or misconduct cases.

4.Employee Relations and Staff Wellbeing

• Provide advice to staff and managers on HR policies, employee rights, and responsibilities.
• Support the resolution of employee relations issues, disciplinary actions, and grievance procedures in a fair and confidential manner.
• Promote a positive, respectful and harassment-free workplace culture.
• Lead staff wellbeing initiatives, including psychosocial support and stress management.
• Conduct regular staff engagement and feedback surveys.
• Collaborate with the HRBP to strengthen employee relations strategies.

5.Performance Management and Learning

• Coordinate the performance management process, ensuring timely completion and quality feedback as per IFRC policies.
• Support managers in identifying learning and development needs and follow up on implementation of training and skill development
• Work with HRBP to develop capacity-building initiatives for national staff, focusing on leadership, safeguarding, and HR compliance.
• Develop succession planning and career progression frameworks.

6. Reporting and HR Information Systems

• Maintain accurate and updated HR databases and trackers (staff lists, leave, recruitment, contracts, etc.).
• Ensure staff details / information in system are updated regularly.
• Ensure HR data integrity and timely submission of reports (at least quarterly) and updates requested by the Regional Office.
• Use HR analytics to inform strategic and management decisions.

7. HR in Emergencies

• Implement fast-track recruitment procedures in line with IFRC guidelines, ensuring fairness, speed, and compliance.
• Support HR in emergencies planning within the contingency plan and emergency appeal/operational strategy frameworks, including HR resource projections and budget input in close coordination with the Operations lead.
• Lead emergency HR mobilization and onboarding during crises.
• In coordination with the in-country operations lead, maintain an emergency staff tracking system for all contracted and seconded personnel to ensure duty of care, compliance, and proper end-of-mission processes.

8.Safeguarding, Diversity, and Inclusion

• Promote and uphold the organization’s safeguarding, PSEA (Prevention of Sexual Exploitation and Abuse), and Code of Conduct policies.
• Ensure HR processes support diversity, inclusion, and equal opportunity principles.
• Report and follow up on safeguarding concerns in coordination with relevant focal points.

Required 

• Bachelor’s degree in human resources management, Business Administration, or related field 

Required

• Min. 7 years of professional experience in HR.
• Proven record in change management and staff care initiatives.
• Experience working with the end-to-end employee lifecycle, including in recruitment, contracting, onboarding and offboarding, and safeguarding and vetting.
• Experience in HR generalist function and providing HR services to managers or relevant stakeholders.
• Experience supervising staff and coordinating HR functions across multiple locations
• Solid understanding of Afghan labor law and HR best practices
  

Preferred

• Experience working in a Humanitarian Organization
• Experience working internationally and/or in complex and volatile contexts
• Experience in capacity building with partners, staff and/or volunteers

Required

• Understanding of key policies and practices
• Ability to work in a cross-cultural, cross-functional and multi-cultural environment and communicate with a variety of stakeholders.
• Ability to work with complete integrity and confidentiality.
• Excellent organizational and planning skills with the ability to multi-task, operate flexibly and work autonomously
• Knowledge of HR systems and procedures or practical knowledge of HR information systems
• Excellent interpersonal skills in advising on HR and strong customer service orientation
• Analytical, problem solving and conflict resolution skills.
  
• Fluent spoken and written English
• Fluent spoken and written Dari / Pashto

Preferred

• Good command of another IFRC official language (French, Spanish or Arabic)

Values: Respect for Diversity, Integrity, Professionalism, Accountability. 
Core competencies: Communications, Collaboration & Teamwork, Judgement & Decision, National Society & Customer Relations, Creativity & Innovation, Building Trust.
Functional competencies: Strategic orientation; Building alliances; Leadership; Empowering others
Managerial competencies: Managing staff performance; Managing staff development,