The IRC Yemen began its Health, Nutrition and Water, Sanitation and Hygiene (WASH) programs in response to the impact of conflicts in Abyan and Aden Governorates in October 2012. Currently IRC Yemen is operating in eight governorates in the south and north of Yemen through direct programming and through a local partnership, in Health, WASH, Nutrition, Economic Recovery Development and Women Protection and Empowerment. These sectors are responding to food insecurity, cholera and other humanitarian needs within the displaced and conflict affected populations.
SCOPE OF WORK:
The HR Coordinator is responsible for providing strategic leadership. The HR Coordinator will ensure high quality and efficient staff recruitment, contracts management, orientation, learning and development, performance management, compensation and benefits, code of conduct compliance, employee engagement and staff care. The HR Coordinator will provide technical support and capacity building for HR team and will be working closely with the HR Managers to facilitate the development of a highly effective, strategic HR function. The HR Coordinator will also serve as a HR Advisor to the Country Management Team (CMT). This position reports directly to the Country Director.
RESPONSIBILITIES:
•Work with the HR Managers to ensue staff understand and apply HR best practices and IRC policy, and engaging staff to foster and implement a creative and productive workplace that actively promotes learning and staff development.
•Serve as a member of the Country Management Team.
•Maintain a healthy and empowering office environment that encourages open, honest and productive communication among IRC staff by delivering an employee engagement and communication strategy.
•Assess capacity of HR staff across IRC offices in Yemen in their ability to appropriately and adequately manage all HR issues and work with Managers to conduct training to address any gaps.
•Provide constructive feedback and counsel on career paths and professional development for HR team and IRC staff; establish a culture of continuous learning opportunities.
•Support the management, coaching and development of national staff to build a cadre of skilled, committed and motivated staff.
•Work with HR Manager to update orientation/onboarding materials for new staff orientation and conduct training for all HR staff to carry out orientations effectively. Ensure revised staff orientation adequately covers issues such as IRC Way, IRC Anti-Harassment Policy and the various pre-existing channels for staff to report ethical issues, incountry and beyond.
•Work with HR Managers to conduct training sessions specifically aimed at compliance, transparent recruitment process, contract management, HR reporting, staff personnel files management and effective orientation.
•Review contracts, employee data & records, leave administration and compliance to HR policies and procedures and work with HR Managers to conduct training aimed at all HR staff.
•Review all personnel files and related HR documents country wide and work with HR team to ensure all files are up to date and in compliance with IRC policy.
•Work with HR Managers to develop and execute capacity building plan aimed at Human Resources staff across IRC Yemen to enable them deliver timely and accurate HR services.
•Review the current structure of the HR department, division of tasks and staffing levels, and if felt beneficial, proposal revisions.
•Support and provide guidance to the HR Managers staff to effectively implement Performance Management Program and link it to staff development/capacity building and training.
•Serve as a mentor for and build the capacity of HR team to ensure sustainable and reliable HR services in all field offices.
•Ensure standardization of HR forms across offices and ensure use and sharing of best practices between field locations.
•Review and revise the country program’s HR policy handbooks.
•Strengthen the on boarding of new staff to ensure they are provided with a comprehensive introduction to IRC policies and procedures, in particular those related to IRC Way, IRC’s Anti-Harassment Policy, and means of reporting a complaint within IRC.
•Actively participate in proposal design and grants opening and review meetings (GRMs, GOMs) specifically advising on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure strong HR foundation to support program quality.
•Escalate code of conduct issues, lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out, in partnership with Ethics and Compliance Unit (ECU).
•Perform other tasks as requested by supervisor.
