HR Manager

CONTEXTUAL BACKGROUND

The Syria crisis is often described as the worst humanitarian catastrophe since the end of the Cold War. Inside Syria, 7.6 million people are internally displaced and 12.2 million are in need of humanitarian assistance, with 4.8 million in hard-to-reach areas. There are 4 million Syrian refugees in neighboring countries. This is no short-term humanitarian episode. The devastating human consequences to huge numbers of people will endure for decades. The destruction of relationships, communities, livelihoods, homes and infrastructure will take years to repair.

The IRC began relief operations in Jordan in 2007 to respond to a massive influx of Iraqi refugees. Today, the IRC is offering a robust humanitarian response to the Syria crisis. With an annual budget in excess of $140 million and a rapidly expanding portfolio, supported by more than 1,500 staff in the region, IRC is undertaking programs in Syria and the neighboring countries of Turkey, Iraq, Lebanon and Jordan in the fields of health, child protection, education, women’s protection and empowerment, NFI and food distribution, cash assistance, water and sanitation, and livelihood programming.

Job Overview/Summary:

The HR Manager manages a team of HR staff based in Amman & North field of Jordan to ensure high quality and efficient staff onboarding, contracts management, orientation, performance management, employee relations, code of conduct compliance, employee engagement and staff care. The HR Manager reports directly to the HR Director.

The HR Manager will support the HR Director to adapt and implement Global HR initiatives and practices and serve as an advisor to maximize staffing resources and performance, promote a positive organizational culture, minimize risk and ensure effectiveness & efficiency of work processes.

RESPONSIBILITIES

HR Leadership & Management

• Manage all HR functions for Amman &Field based staff, IRC Middle East region team and shared service unit team, including but not limited to: Orientation, Staff contracts and contracts renewal administration, leaves administration, performance management and staff exit management.
• Manage and administer the whole process of staff performance evaluation cycle, by conducting trainings and following up on the progress of the whole process.
• Review & validate the recruitment requisition forms & Global recruitment requisition forms; to ensure accuracy, completeness and compliance with IRC’s policies and procedures before being submitted to HR Director.
• Constant review to IRC Internal by-law & employee handbook in high coordination and collaboration with other HR managers.
• Being focal point for social security (work injuries) matters.
• Lead exit management process to ensure seamless and smooth transition for departing employees.
• Conduct exit interviews with exiting staff, generate exit reports, analyze the gaps and share outputs with HR director and other stakeholders and suggest improvement plans.
• Oversee HR-related administrative duties and ensure compliance with existing legal, governmental & Donors’ reporting requirements.
• Manage employee relations disputes, complaints and conflicts in a professional manner with the aim of empowering employees and supervisors to have the necessary tools, resources and knowledge to resolve conflicts in a positive reinforcement manner.
• Act as impartial investigator and/or mediator (where applicable) when dealing with misconduct reports to ensure equitable and fair procedures are taking place in line with our internal policies & labor law.
• Follow-up disciplinary measures and related employment law matters are properly applied and advise supervisors in determining appropriate disciplinary plans of action.
• Conduct and organize the IRC Way & code of conduct trainings, performance evaluation and any required training on Quarterly basis for all Amman basedIRC Jordan staff.
• 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.
• Managing and supervising the on-boarding and orientation process for national and International staff 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, Assuring the proper arrangements of new staff equipment’s (ID, laptop, phone ..Where applicable).
• Following up on 90 days action plan & staff probation period.
• Being a focal point for IRC Temporary Transfer Assignment –TTA.
• Issuing employee’s official letters (Non-salary related).
• Liaise, coordinate and communicate efficiently with the Recruitment, Compensation & Benefits team members Field HR Manager to ensure a timely and proper flow of work and exchange of needed HR information.
• Other duties assigned by supervisor

Staff Performance Management and Development

• Coach, train, and mentor 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.
• Provide constructive feedback and counsel on appropriate career paths and professional development.
• Promote and monitor staff care and well-being; approve and manage all leave requests to ensure adequate coverage.

Communications

• Communicate frequently and regularly on HR changes, initiatives, programs and offerings.
• Model and encourage active practice of the principles of the “IRC Way – Global Standards for Professional Conduct”.
• Maintain a healthy and empowering office environment that encourages open, honest and productive communication among IRC staff.
• Conduct periodic progress reports on HR initiatives, monthly HR reports, analytics reports ..etc.

Key Working Relationships:

• Position Reports to: HR Director
• Indirectly Reports to: N/A
• Position directly supervises:(2) HR Officers, (2) HR Assistants
• Key Internal Stakeholders: Head of Units, Grants, Amman Based Staff; HR team, IRC Middle east regional staff, shared services unit.
• Key External Stakeholders:INGO and UN HR staff; Legal counsel; Ministry of Interior; Ministry of Labor, Social Security.

Bachelor’s required.

Work Experience:

• Minimum of 4 years, preferably 4 years as an HR generalist, including recruitment, performance management, compensation, training and development and HR Administration.
• Minimum 2 years of experience in a supervisory role in a fast-paced environment.
• Previous INGO experience is preferred but not a must.

Demonstrated Skills and Competencies:

• A commitment to IRC’s mission and vision
• Strong training and coaching skills;
• Experience and knowledge of recruitment process and practice, including employer branding
• Proven ability to organize short-Midterm plans, organize priorities and work under administrative and programmatic pressures with detail orientation and professional grace.
• Excellent communication skills with ability to manage complex HR situations diplomatically and to effective resolution.
• Excellent command of Arabic & English languages (Witting, Reading, speaking)
• 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 all levels.
• Very strong proficiency in MS Word, Excel, Outlook and PowerPoint is a must.

Language Skills:

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.