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Field HR Manager

Beirut (Lebanon)

  • Organization: IRC - International Rescue Committee
  • Location: Beirut (Lebanon)
  • Grade: Mid level
  • Occupational Groups:
    • Human Resources
    • Managerial positions
  • Closing Date:

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Requisition ID: req8314

Job Title: Field HR Manager

Sector: Human Resources

Employment Category: Regular

Employment Type: Full-Time

Open to Expatriates: No

Location: Beirut, Lebanon

Job Description

The Field Human Resources Manager is responsible for supporting field operations in multiple local locations 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 based in Beirut and requires extensive field travels.

In addition, The Field HR Manager will support the HR Director to adapt and implement Global HR initiatives and practices. The Field HR Manager will be responsible to ensure all HR services are well delivered to more than 354 field based employees and 400 incentive workers.

RESPONSIBILITIES

HR Leadership & Management

  •  Manage and supervise the HR team in Akkar, Bekaa and Tripoli offices in providing 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 with professional standards with the aim of empowering employees and supervisors to have the necessary tools, resources and knowledge to resolve conflicts with mutual respect.
  • Work with Field HR Representatives on maintaining an ongoing positive Team spirit within the field offices.
  • Follow-up disciplinary measures and related employment law matters are properly applied and advise supervisors in determining appropriate disciplinary plans of action.
  • Oversee the carry-out daily HR-related administrative duties 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 timely submission.
  • Under the supervision of the HR Director and in-coordination with HR Manager, oversee the on-boarding and orientation process to welcome new and transferred employees ensuring that they have the tools and knowledge needed to perform their job properly and get engaged within the Organization.
  • 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.

Incentive workers Management:

  •  Coach, train, and mentor HR staff for Incentive workers, with the aim of strengthening their technical capacity, exchanging knowledge within the team and providing professional development guidance.
  • Facilitate the relationship between IRC and its Incentive workers “Volunteers” to ensure sufficient monitoring and compliance as IRC has an agreement with more than 400 Incentive workers serving several programs and Units Such as Child Protection Program, Women Protection& Empowerment Program, Economic Recovery & Development Program.
  • Oversee the liaison between field HR and Program Managers to ensure a timely and proper flow of work in regard of voluntary work while ensuring compliance with P&P and donor requirements.
  • Manage all IW’s inquiries and complaints; IRC reporting mechanism applies to any complaints against IRC Way values and IRC Global Policies.

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.
  • Coordinate with the Senior HR Officer for L&D in Beirut on Staff Capacity Building in addition to insuring successful completion of all the requirements of the COMPASS learning program with participants for each cohort.
  • Conduct online learning campaigns to tangibly increase the percentage of staff benefiting from KAYA.
  • Prepare 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 Senior Officer (2x), HR Officer and Senior HR Assistant

Key Internal Stakeholders: Head of Units, Program Managers, All Field Based Staff; HR team

Key External Stakeholders:  Legal counsel

Qualifications

Education:

  •  Bachelor’s required. Master’s university degree is a plus.

Work Experience:

  •  Minimum of 6 years, preferably 4 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 3 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.

Professional Standards

IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, and Accountability. In accordance with these values, IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Fiscal Integrity, and Anti-Retaliation.



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