HR Coordinator

Founded in 1933 at the request of Albert Einstein, the International Rescue Committee (IRC) responds to serious humanitarian crises around the world and helps victims to survive and rebuild their lives. IRC's mission is to help people whose lives and livelihoods are shattered by conflict and disaster to survive, rebuild and take control of their future. IRC is present in more than 40 countries and 22 cities in the United States.

Job Summary

The Human Resources Coordinator is responsible for providing strategic leadership for the HR function for over 300 staff and incentive workers across the CAR Country Program. The HR Coordinator will lead the HR team to ensure efficient and high quality staff recruitment, 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 Senior Management Team (SMT). The HR Coordinator reports to the Country Director and the Regional HR Director, of Great Lakes Region and is a member of the SMT.

The HR Lead will 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 economy and efficiency of HR processes and procedures in the service of supporting IRC programs.

RESPONSIBILITIES

Strategic HR Leadership and Management

• Devise and deliver a planned HR approach to attracting, developing, inspiring and retaining the right people, with the right skills to achieve high-quality programmatic outcomes align with Strategic Action Plans (SAPs).
• As a member of the SMT, determine workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate nationalization of roles and staff retention.
• 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 ensuring a strong HR foundation to support program quality.
• Lead a collaborative approach to employee engagement, gender equality and staff care strategy and supporting initiatives, drawing on country, regional and HQ inputs and resources.
• Conduct monthly and quarterly strategic HR metrics and analysis to advise SMT and Regional HR decision-making; lead on country program inputs to global HR scorecards and action plans.
• Continually assess and refine recruitment tactics; Develop candidate rosters, actively network and employ innovative, creative recruiting methods to attract and hire the best talent. Proactively position IRC as an Employer Brand of Choice in the country.
• Review and approve job position requests, job descriptions and make recommendations, ensuring accuracy and consistency.
• Deliver international HR management, including policy, process and employee relations management, with support from Regional HR Director as needed.
• Lead the performance management process with guidance from regional and HQ HR. Create a plan to manage annual and mid-year Performance Check-Ins, conduct training on goal-setting, utilize budgets to organize development activities and work one-on-one with managers and employees to create country wide development plans. Through HR initiatives and actions, support a culture of continuous feedback.
• Participate in budget preparation and provide strategic compensation analysis to drive nationalization and ability to attract high-quality talent. Define and review salary structure, coordinate annual compensation review process and compensation adjustments, collaborating with HQ compensation team to align with standard methodologies.
• Manage national benefit plans, communicate updates and conduct information campaigns for national and international staff. Collaborate with HQ benefits team to align with IRC standard methodologies.
• Devise staff care action plans that elevate morale and support the well-being of staff; create emergency staff care interventions. Collaborate with Regional HR Director and Global Duty of Care Director to align with IRC standard methodologies.
• Oversee HR administration and ensure 100% compliance with current labor laws; collaborate and partner with local counsel as needed.
• Lead all employee relations with professional grace with the aim of empowering employees and supervisors to with the tools and resources vital to resolve conflicts with mutual respect. Act as impartial mediator when necessary. Bring up 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.
• Advise supervisors in determining appropriate, consistent and judicious disciplinary measures in line with local labor law and global policy.
• Manage any lay-offs or reorganizations in partnership with SMT, 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.

Staff Performance Management and Development

• 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; champion a culture of continuous learning opportunities.
• Support senior staff to continue to pursue nationalization of senior and management positions.
• Promote and implement staff care and well-being. Model and support healthy work-life balance practices.

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 demonstrate open communications and partnership on projects and shared goals with other HR Leads at the country level, regional HR and HR HQ levels.
• Provide direct support and advise the CD and SMT on staff communications to ensure clear, consistent, timely and transparent communication on matters impacting staff.

Key Working Relationships:

• Position Reports to: Country Director and Regional HR Director
• Position directly supervises: HR Team in CAR

Key Internal Stakeholders:

• Country: Deputy Director Operations; Finance Controller; Field Coordinators, Head of Departments and all staff within the country program.
• Regional: Identify any regional positions (i.e. recruitment, GE, duty of care, etc.)
• HQ: Compensation & Benefits, Talent Management, Recruitment; Gender Equality, General Counsel Office; ECU.

Key External Stakeholders: Local legal counsel, and in – country INGO HR working groups