Human Resource and Payroll Manager

Over 80 years ago, Albert Einstein helped create the International Rescue Committee (IRC). Today, we are a leading humanitarian and development organization working in more than 40 countries and 26 U.S. cities to help people whose lives and livelihoods are shattered by conflict and disaster to survive, recover, and gain control of their future. The IRC has been present in Liberia since 1996 serving as a lead partner in the health sector. The country program supports the Ministry of Health (MOH) in strengthening the health care systems and service delivery at all levels in accordance with the MOH national standards.

In recent years, IRC Liberia has deepened its commitment to supporting both local civil society organizations and community groups in their recovery efforts - first from the devastating civil war and now from the Ebola crisis.The Scaling Up Health Services Project presents an opportunity to bring these two critical elements together by strengthening civil society engagement in the delivery of health services and the rebuilding of health systems in Liberia.

Scope of Work

:The IRC has entered into a cooperative agreement with USAID to implement the USAID Community Health Activity Liberia.The USAID Community Health Activity is a consortium consisting of IRC, Last Mile Health (LMH), Community Safety Initiative (CSI), Development Education Network-Liberia (DEN-L) and EQUIP Liberia - will strengthen the Liberian community health system to provide health care services in hard-to-reach areas to support sustainable country ownership of community-based health services, through technical assistance and capacity building of Ministry of Health (MOH)/County Health Teams (CHTs). The project will increase the coverage of service providers in underserved districts and improve their capacity to deliver quality health services while strengthening CHTs and communities’ capacity to plan, manage and monitor health services.The project will directly work with local civil society organizations (CSOs) at the county and community level, providing them with funding opportunities and strengthening their technical and operational capacity to play a key role in service delivery.

Job Overview

The Human Resources and Payroll Manager (HRPM) is responsible for providing strategic leadership for the HR function for over 50 staff and incentive workers across all project sites. The HRPM will manage the HR team to ensure efficient and high-quality staff recruitment, payroll, contracts management, orientation, learning and development, performance management, compensation and benefits, policy and labor law compliance, employee engagement and staff care. The position acts as an HR advisor to the Project Leadership.

The HR and Payroll Manager will adapt and implement Global HR initiatives and practices - to maximize staffing resources and performance, promote a positive organizational culture, minimize risk, and ensure - efficiency of HR processes and procedures in the service of supporting the USAID Community project. 

Responsibilities

Recruitment and On-Boarding

• Initiate and coordinate all recruitment request and follow through on hiring procedures in line with the IRC policy.
• Prepare and post all job advertisements for all vacant positions in appropriate channels and ensure wide and appropriate distribution, this includes e-filling of application and sending out HR communications.
• Maintain recruitment resource database (CVs)
• Maintain an organize recruitment resource database and bi-weekly update the recruitment status report and share with Project Director
• Organize interviews and follow through on hiring procedures inline with IRC policy
• Liaise with hiring Managers to ensure new staff are oriented upon hire. Include providing pre-assignment information, orienting employee to the IRC Way in the Office

Contract Management

• Preparing and track offer letters and employment contracts
• Prepare(COS) Change of Status forms as required and draft/track Staff Contracts, termination forms/notifications.
• Ensure internal equity is maintained for staff compensation and benefits and advice programs lead accordingly
• Ensure staff understands their benefits package and lead an effective administration of the benefits.
• Maintain accurate and up to date personnel records of all employees including orderly archiving
• Ensure the IRC Way violations are captured, reported, and followed through monthly.

(HRIS)Human Resource Information System Management

• Lead and support payroll process for national staff including processing of NASSCORP payments.
• Support the management of IRC Liberia HRIS system and ensuring that it is accurate and maintained up to date
• Support the maintenance of all talent acquisition and management processes in Cornerstone and HRIS as assigned, to ensure 100% data integrity.
• Act as a focal point for all Cornerstone Inquiries
• Capacity building for employees, management, and HR focal points in the use of Cornerstone and HRIS.

Staff Performance Management and Development

• Coordinate timely performance appraisals and maintain an updated PME database for all staff in coordination with field offices.
• Ensure that performance evaluations for all staff are conducted on time, and review all evaluations to ensure quality and consistency.
• Compiletraining needs from PME and ensure that they are captured in the Annual learning and development plan.
• Serve as a model of supervisory excellence; supervise and mentor direct-report HR staff, including communicating clear expectations, setting/refining performance objectives, providing regular and timely performance feedback, and leading documented semi-annual performance reviews.
• Provide constructive feedback and counsel on career paths and professional development for HR team and IRC staff; foster a culture of continuous learning opportunities.
• Support senior staff to continue to pursue nationalization of senior and management positions.
• Promote and monitor staff care and well-being. Model and support healthy work-life balance practices.

Strategic HR Leadership and Management

• Oversee HR administration and ensure 100% compliance with current labor laws; consult and partner with local counsel as needed.
• Manage any lay-offs or reorganizations in partnership with Project Leadership, supervisors, and regional HR to with an emphasis on compliance, due diligence, communications, and staff care.
• Lead exit management to ensure seamless and positive transition for all departing employees.
• Advise supervisors in determining appropriate, consistent and judicious disciplinary measures in line with local labor law and global policy
• Lead all employee relations with professional grace with the aim of empowering employees and supervisors - with the tools and resources necessary to resolve conflicts with mutual respect. Act as impartial mediator when necessary. Escalate code of conduct issues, lead or co-lead employee relations investigations and ensure issues are brought to resolution with appropriate follow-up carried out. Partner with and seek counsel from Ethics and Compliance Unit (ECU) as needed.

Health Insurance Management

• Coordinate the national staff health insurance scheme ensuring timely and accurate reports from service provider.
• Ensure all staff and eligible dependents are registered on the medical insurance scheme, monitor staff medical coverage and ensure the scheme is functioning well
• Liaise with the health service provider to resolve any issues with the services
• Follow-up on all medical insurance matters for staff including adding and deleting staff to/from the employers’ liability and the medical and hospitalization insurance policy schemes as well as follow-up on payments and claims

Communications

• Communicate and encourage active practice of the principles of the “IRC Way – Global Standards for Professional Conduct” throughout the country program.
• Maintain a healthy and empowering office environment that encourages open, honest, and productive communication among IRC staff by delivering employee engagement and communication action plans.
• Maintain and leverage open communications and partnership on projects and shared goals with other HR Managers at the country level, regional HR and HR HQ levels.
• Provide direct support and advise the Project Director and Leadership on staff communications to ensure clear, consistent, timely and transparent communication on matters impacting staff.

Key Working Relationships

Position Reports to:  Finance and Admin Director and Regional HR Director

Position directly Supervises:  none

Key Internal Stakeholders

Country: Program Director, Deputy Program Director, Finance Coordinator, Sr, Grants Manager and all Project staff.

Regional/HQ: Compensation & Benefits, Talent Management, Recruitment; Gender Equality, General Counsel Office; ECU.

Key External Stakeholders:  Local legal counsel, Various Ministries as necessary and INGO Working Groups.