HR Partner

This is to announce that Amman delegation has a vacancy for an HR Partner at the Human Resources Unit in Amman, Jordan.

The Field HR Partner (hereinafter HRP) acts as a strategic partner, change agent, employee advisor and functional expert supporting and contributing to the ICRC operations. The HRP brings intelligence and insights on people matters to the Regional Management Team (RMT) and the HR Managers (HRM) in the field and ensures People division strategies and objectives are aligned to the region´s priorities and operational needs. 

The role assesses and anticipates people related needs in the field and ensures integrated solutions are provided jointly with the People division respective sub-units. The HRP is responsible for providing direction, guidance, support and advice to HRMs in the field, reporting functionally to the HQ HRP and keeping close collaboration with People functions at HQ in order to translate local/regional needs into regional/global People strategies. 

RELATIONSHIPS

·         Internally, advises and partners with the operations Coordinators (Ops Cos) assigned to the delegations, and as needed with the other RMT members. Acts as functional expert (blue line), mentor and coach to the HRMs.;

·         Actively collaborates with operational regions and sub-regions as assigned, as well as with all actors of the People Division such as the Talent Management Unit, the various People sub-units in Geneva or in the field;

·         Externally, interacts with the HR community beyond ICRC and HR service providers such as the IFRC, Partner National Societies, International NGOs, UN Agencies, HR related Regional Networks, or others for specific issues and in accordance with the People division’s strategies.

GENERAL DUTIES

·         Understands and adheres to the seven Fundamental Principles of the International Red Cross and Red Crescent Movement

·         Understands and adheres to the ICRC Code of Conduct and Procurement Code of Ethics

·         Understands the roles of the components of the International Red Cross and Red Crescent Movement

·         Respects and observes staff regulations and security rules at all times.

·         Represents the ICRC in a professional manner at all times.

·         Develops and maintains a pleasant and conducive working environment with colleagues and line managers

·         Performs all duties with the highest level of confidentiality in the interest of the employees and the ICRC

·         May be asked to perform tasks not covered in this job description and to provide support to other departments when necessary

·         Advocate for a sustainable solution when possible and working in close contact with the GVA sustainability team.

ACCOUNTABILITIES AND RESPONSIBILITIES

Acts as strategic partner to the operational regional management aligning regional and People strategic objectives;

·         Brings in field perspectives to HQ HRP to be considered in the People Strategy, Regional Strategic Framework (if available or any other existing regional strategy) and People Roadmap along with the staffing model;

·         Supports HQ HRP and Regional Management with field statistics and progress made on each pillar of the delegations’ roadmaps;

·         Follows-up closely with HRMs to deliver on People roadmap objectives tailored to each delegation, aligning them with regional priorities ;

·         Develops, monitors and is accountable for the People elements in the Regional Hub

·         Represents the People Division in Regional meetings (whenever needed), People Field regional or global meetings, etc;

·         Supports the Region on individual cases of Senior Managers in the field (HoDs, Heads of Support etc.) to avoid conflicts of interests with HRMs (recruitment, performance issues etc.);

·         Represents the employer in engagements with regional staff representatives and provides solutions to the regional management.

Represents the field, ensuring People global initiatives, processes, tools and strategies are fit for purpose and adequately deployed to the field

·         Understands thoroughly the organizational culture, the operational region but also each delegation, and adapts the communications and implementation of People strategies and initiatives accordingly;

·         Is an active member of the virtual HR team made of the regional HR Partners and regional HR Specialists (Reward, LRU, Employer Branding & Communication,Staff-Health, Framework & Compliance, Integrity) aiming to support HRMs in their work and ensuring a coordinated response to all types of situations including crisis mechanism response;

·         Ensures the implementation of global initiatives, processes and tools at the delegation’s level by maintaining  a fit for purpose approach;

·         Participates actively in the maintenance and development of HR processes, policies and tools, feeding upward insights from the field to ensure that the changes proposed are relevant and sustainable for the field;

·         Communicates timely relevant HR information to HRMs, ensuring they are aware, informed, prepared and equipped prior to any HR related changes;

·         Raise awareness about HR trends that affect the regional operations;

·         Is the lead focal point for one or more transversal thematic areas, ensuring that the People Division prioritizes and integrates field knowledge and operational realities into its contributions;

·         Contributes to the improvement of People services at the Regional Hub level;

·         The Field HRP serves as a strategic bridge between the field and HQ, ensuring that institutional initiatives are effectively aligned with field priorities and operational requirements.

Provides expert guidance and advice on people strategy, policies and processes to the HR Managers in the field

·         Ensure seamless and efficient HR delivery by acting as a People function expert along with providing strategic guidance, technical expertise, and operational support to HRMs in the field, ensuring alignment with People policies, processes, and compliance standards ;

·         Extends timely support to HRMs of the Region with detailed guidance on the issues and concerns raised;

·         Provides continuous coaching, accompaniment and advisory support to HRMs, ensuring effective application of HR tools, policies, and people management practices;

·         The Field HR Partner in the field will also act as backup and or replacement of the HQ HR Partner on specific topics or files and of other region’s or sub-region’s HR Partners;

·         Coordinates and supports HRMs in technical trainings and also facilitates regional trainings / workshops;

·         Analyzes and improves the coherence and pertinence of the HR setups evolution in the region;

·         Conducts regular visits to the field to ensure Delegations are compliant with HR standards and that support provided by HQ to the field is fit for purpose;

·         Provides guidance on HR tools, dashboards and TeamSpace to the delegation HR Managers;

·         In close coordination with the HQ HR Partner, provides support on complex issues that HR Managers have difficulties to address;

·         Acts as a focal point to advice on matters related to HRSpace, ICRC intranet structure, HR Dashboards and all HR TeamSpaces libraries and thus able to rapidly access information and provide quality HR services;

·         Onboards new HRM’s in their roles, accompanying them in their understanding of the People ecosystem (People transformation, People strategy, delegation’s roadmap, regional strategy,);

·         Interacts with the Operations Coordinators of their respective delegations to align with operational priorities;

·         Provides support to HR Managers and Heads of Delegations in complex files including, but not limited to, disciplinary processes of mobile or senior staff. 

HR Focal point within the region for providing resources to staff members while consulting, listening and responding to staff members

·         Facilitates, measures and improves the quality of management and teamwork;

·         Promotes inclusive and diverse workforce and environment ;

·         Promotes a healthy work/life balance;

·         Assesses performance and potential of HRMs during Talent Reviews and on an ongoing basis and co-designs and manages HRMs’ development plans and PIP’s when required;

·         Is a key contributor to HRMs’ and HR teams’ capacity building and to the HRMs’ annual PMD cycle;

·         Represents staff members’ needs while addressing management concerns related to employee relations matters escalated by HRMs in the field.Is available and approachable for HRMs in the field and for the operational regional management;

·         Provides HRMs in the field with the resources they need to commit themselves meeting objectives;Ensures fair, ethical, and equitable HR processes and practices.

Provide temporary direct HR support to ICRC Delegations:

·         Upon specific request, temporarily assume functions and directly implement HR tasks in a given context due to a critical staffing gap in the set-up of the concerned ICRC Delegation / Mission (6 weeks to 3 months)

·         Upon specific request, participate in rapid deployments under SURGE to support the ICRC’s crisis / emergencies in the region (6 weeks to 3 months)

ADDITIONAL DUTIES

·         Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, mitigating legal risks and ensuring regulatory compliance, and partners with the legal department as needed/required;

·         Ensures the follow-up of all messages and correspondence related to the work, in relation with the concerned interlocutors and/or departments

·         Contribute to the definition of the People Field Unit’s objectives;

·         Supports and advises HRP colleagues when needed as well as shares good practices;

·         Represents the ICRC in an appropriate manner during meetings and in the field, and avoids any activity that may reflect negatively on the ICRC’s image;

·         Takes responsibility for own professional learning and development;

·         Travels regularly, up to 30% - 40%;

·         May be required/requested to perform additional duties not listed above.

PROFESSIONAL EXPERIENCE AND EDUCATION REQUIRED

·         Advanced university degree with specialization in HR or equivalent.

·         Specialized training in project management and change management.

·         Fluent command of English and French.

·         Computer proficiency.

·         Typically, 12-15 years’ overall professional experience.

·         Strong academic background, with at least 10 years’ experience as an HR country manager in a similar large global organization.

·         Training or experience in HR partnership, personal development, labor law, conflict management and knowledge assessment tools.

·         At least 10 years’ experience in staff management.

Please note that:

-          Submission deadline for applicants: 29^th October 2026, taking into consideration, that Akhtaboot applicants, due to system capacity, need to apply before 29^th October midnight.

-          The position will be filled once we find the right candidate.

-          The position is open for Jordanian nationals, and eligible dependents governed by Jordanian law.

-          Only applications with a cover letter and resume in English will be considered.

-          The salary range is between 3,969 – 4,586 Jordanian Dinar.

ICRC does not charge a fee or any favors at any stage of the recruitment process. if the candidate is asked for any fee or any service against our Code of Conduct, he/she must report to code_of_conduct@icrc.org or http://icrc.integrityplatform.org/

Kindly be informed that ICRC manages recruitment through a third party and doesn’t keep files of applicants. However, after receiving/downloading applications, note that the ICRC will keep your application file for a year, after which it will be deleted. If you’d like us to delete your file before this, kindly let us know.

We encourage applications from people with disabilities. We are committed to providing an inclusive and accessible recruitment process and to creating a workplace where everyone can contribute and thrive.