Human Resources Coordinator
The Human Resources Coordinator is responsible for providing strategic leadership for the HR function for over 100 staff across Sudan Program. The HR Coordinator will manage 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) as a member of the SMT. HR Coordinator reports to the Country Director, Sudan and East Africa Regional HR Director.
The HR Coordinator 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.
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, diversity and inclusion, and staff care strategy and supporting initiatives, drawing on country, regional and HQ inputs and resources.
- Monthly HR reporting as well as analyses of monthly and quarterly strategic HR metrics to inform SMT and Regional HR decision-making; lead on country program HR scorecards and action plans.
- Continually assess and refine recruitment tactics; Develop recruitment tracking system, 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 and learning.
- 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 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.
- 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.
- 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.