Field HR Manager

The International Rescue Committee (IRC) responds to the world's worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster. Founded in 1933 at the call of Albert Einstein, the IRC is one of the world's largest international humanitarian non-governmental organizations (INGO), at work in more than 40 countries and 29 U.S. cities helping people to survive, reclaim control of their future and strengthen their communities. A force for humanity, IRC employees deliver lasting impact by restoring safety, dignity and hope to millions. If you're a solutions-driven, passionate change-maker, come join us in positively impacting the lives of millions of people world-wide for a better future.

The humanitarian situation in Libya has deteriorated since the civil war, leaving a significant portion of the population in need of lifesaving assistance and protection, including internally displaced persons, migrants, refugees, asylum seekers, and vulnerable members of host communities. In 2016, the IRC launched an emergency program in Misrata that provided medical care, medicines, and medical supplies to hospitals and primary health care centers. Since then, the IRC has expanded its programming to include GBV prevention and response services as well as protection monitoring. The IRC’s work has further extended to Tripoli and is now expanding to the east and south of the country. The IRC envisages a humanitarian program in Libya that targets refugees, migrants, and other war-affected populations, with interventions designed to save lives and alleviate humanitarian suffering, with a focus on health care and protection services.

Job Overview/Summary: 

The Field Human Resources Manager is responsible for supporting field operations in multiple local locations like but not limited to, Tripoli, Misrata, Benghazi, Shahat, Sabha by providing coaching and guidance on HR related matters including employee relations issues, contract management, orientation, and HR policy and procedure interpretation. This position reports to the HR Director and requires extensive field travels.

In addition, the Field HR Manager will support the HR Director in adapting and implementing Global and Regional HR initiatives and practices. The Field HR Manager will be responsible for ensuring all HR services are well delivered to more than 120 staff and 70 service providers and incentive workers.

Responsibilities

Main Responsibilities
•    Ensure filing system is at all times up to date, fit for purpose, containing relevant and accurate information
•    Ensure all HR data is inputted in a timely manner, is correct, and updated regularly 
•    Ensure payroll and payroll records are correct and that payroll tasks are delivered accurately and in timely manner
•    In coordination with HRD – implement learning and development programs and oversee HR related training such as security training/performance review trainings
•    Participate in the implementation of specific procedures and guidelines to help align the workforce with the strategic goals of the organization.
•    Manage timely and accurate monthly payroll for the country program and ensure proper documentation, reconciliation and compliance with audit requirements, train back up staff to manage payroll.
•    Act as the focal person for all benefits inquires, submit monthly reports where needed and ensure all staff are enrolled to the schemes upon hire, delegate benefits administration as appropriate
•    Manage, train, and mentor the HR officers; create detailed plans to build capacity including performance objectives and commitment to development
•    Ensure that the HR team is working in a harmonized manner with consistency among application of policy throughout all offices, ensure standardization processes, identify gaps and implement mechanism to improve cooperation, communication and team work. 

HR Management

•    Manage and supervise the HR team in Libya offices (west, south and east) and provide all support, coaching and regular feedback on their performance prior to conducting the required performance evaluation process.
•    Manage all HR functions for Field based staff in IRC’s, including but not limited to: orientation, Staff contracts and contracts renewal administration, Changes in status, leave administration, performance management and staff exit management.
•    To ensure HR files-documents are auditable at any time, provide and participate in audit preparation to ensure compliance.
•    Oversee exit management process to ensure seamless and smooth transition for departing employees. 
•    Oversee HR-related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled.
•    Oversee employee relations issues and conflicts in line with the organizational policies and professional standards, empowering employees and supervisors to have the necessary tools, resources and knowledge to resolve conflicts with mutual respect. 
•    Follow-up disciplinary measures and related employment law matters are properly applied and advise supervisors in determining appropriate disciplinary plans of action. 
•    Oversee daily HR administrative functions, such as managing staff contracts and contract renewal, generating employee’s reports and executing compliance-related activities with all existing legal and government reporting requirements.
•    Ensure compliance with IRC’s time and effort reporting requirements for field staff and ensure timely and accurate submission.
•    Under the supervision of the HR Director and in-coordination with HR Manager, oversee the on-boarding and orientation process to ensure that new and transferred employees have all required tools, access, and information for successful integration.
•    Liaise, coordinate and communicate efficiently with the HR team in Beirut to ensure a timely and proper flow of work and exchange of needed HR information.  
•    Maintain confidentiality of all sensitive HR information at all times.

Staff Performance Management and Development
•    Coach, train, and mentor field HR staff with the aim of strengthening their technical capacity, exchanging knowledge within the team and providing professional development guidance
•    Supervise and mentor direct-report staff, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback, and providing documented semi-annual performance reviews.
•    Follow-up on proper implementation of the PME Cycle with the Field HR representatives including running training sessions in all fields to staff on effective Goal settings and evaluation.
•    Provide constructive feedback and counsel on appropriate career paths and professional development.
•    Promote and monitor staff care and well-being. 
•    Conduct online learning campaigns to increase staff enrollment and completion rate on KAYA.
•    Prepare and deliver the presentation following the Employee Engagement results, roll out the results in each field, and conduct focus group discussions to identify priorities and Follow-up on the EE action plan with the EE committee.

Communications
•    Act as focal person to Communicate frequently and regularly on HR changes, initiatives, programs and offerings to Field HR staff.
•    Model and encourage active practice of the principles of the “IRC Way – Global Standards for Professional Conduct” throughout the country program and in the field.
•    Maintain a healthy and empowering office environment that encourages open, honest and productive communication among IRC staff.

Key Working Relationships: 

Position Reports to: HR Director
Indirectly Reports to: N/A
Position directly supervises:  HR Officer (2x)
Key Internal Stakeholders: Head of Units, Program Managers, All Field Based Staff; HR team
Key External Stakeholders: Legal counsel

Job Requirements: 

Education: 
•    Bachelor’s degree required in Human Resources Managers, Business or nay related field. 

Work Experience: 
•    Minimum of 5 years, preferably 3 years as an HR generalist, including recruitment, performance management, compensation, training and development and HR Administration.
•    Knowledge and experience with benefits administration and compensation benchmarking and utilizing HR metrics to inform decision-making
•    Minimum 2 years staff management experience in a fast-paced environment. 
•    Working knowledge of Lebanese labor law 
•    1 to 2 years’ experience with an international organization or international experience.

Demonstrated Skills and Competencies:
•    A commitment to IRC’s mission and vision
•    Strong training and development skills; experience conducting Training of the Trainer
•    Experience and knowledge of recruitment process and practice, including marketing and branding
•    Proven ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional grace.
•    Proven sense of professional discretion, integrity, and ability to manage complex HR situations diplomatically and to effective resolution.
•    Top-tier written and verbal communication skills; 
•    Excellent management, interpersonal and negotiation skills and a demonstrated ability to promote harmonious/cohesive teamwork, in a cross-cultural context.
•    Ability to demonstrate a supportive and consultative approach with direct reports and staff at senior and junior levels
•    Very strong proficiency in MS Word, Excel, Outlook and PowerPoint is required.
•    English and Arabic fluency required.

Standard of Professional Conduct: The IRC and the IRC workers must adhere to the values and principles outlined in the IRC Way – our Code of Conduct. These are Integrity, Service, Accountability, and Equality.

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