HR COORDINATOR

The International Rescue Committee (IRC) responds to the world’s worst humanitarian crises and helps people to survive and rebuild their lives. Founded in 1933 at the request of Albert Einstein, the IRC offers lifesaving care and life-changing assistance to the displaced and refugees forced to flee from war or disaster. At work today in over 40 countries and 22 U.S. cities, we restore safety, dignity and hope to millions who are uprooted and struggling to endure. The IRC leads the way from harm to home.

The humanitarian crisis in Venezuela continues to intensify. Venezuelans face hyperinflation, which puts them out of reach of basic goods and services, including health care and food. A shortage of medical supplies means that it is difficult to diagnose and treat communicable diseases and sexual and reproductive health needs, among other services. The lack of food has resulted in hunger and malnutrition. From 2015-2018, over three million Venezuelans left to seek goods and services in primarily neighboring countries.

The IRC has responded to the crisis by supporting Venezuelans who cross the arc of the migration pattern, including Venezuela, Colombia, and Ecuador. In Venezuela, the IRC has been developing programs since 2018 through the support of local partners, having a presence in Caracas, Zulia, Barquisimeto and Valencia. The IRC works to strengthen the capacity of local partners to provide access to quality sexual and reproductive health services, nutrition, and Child Protection. In Colombia, the IRC works in the areas of health, protection, education, and multipurpose cash assistance in Cucuta, Medellin, Cundinamarca, and Norte de Santander, with funding through various donor, including OFDA/USAID, ECHO, SIDA, GFFO, among others. Ecuador is IRC’s most recent program intervention which will be done through local partners in the areas of sexual and reproductive health and protection for women and children.

JOB OVERVIEW:

Strategic HR Coordination 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 in line 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 succession planning 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 inform 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.
• 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 attract and develop high-quality local talent. Define and review salary structure, coordinate annual compensation review process and compensation adjustments, consulting with HQ compensation team to align with best practices.
• Manage national benefit plans, communicate updates and conduct information campaigns for national and international staff. Consult with HQ benefits team to align with IRC best practices.
• Devise staff care action plans that elevate morale and support the well-being of staff; create emergency staff care interventions. Consult with Regional HR and Global Duty of Care Director to align with IRC best practices.
• Oversee HR administration and ensure 100% compliance with current labor laws; consult 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 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.
• 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 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, distributing and delegating roles and responsibilities, 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 local talent identification and succession for senior and management positions.
• Promote and monitor 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” and Core Values 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 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:  Director Venezuela Crisis response and Regional HR Coordinator as Management in Partnership

Position directly supervises:HR Team in all locations in Venezuela Crisis response

Country: Country Director, Deputy Director Programs, Deputy Director Operations; Deputy Finance Director; Field Managers, Head of Departments and all staff within the country program.

Regional: International Recruiters, Gender Advisor, Regional Director, Deputy Regional Director

HQ: Compensation & Benefits, Talent Management, Recruitment; Duty of Care, Gender Equality, General Counsel Office; ECU.

Key External Stakeholders:Local legal counsel, INGO HR working groups