HR Manager

Background

The International Rescue Committee 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, IRC offers life-saving care and life-changing assistance to refugees forced to flee from war or disaster. At work today in more than 40 countries and in 22 U.S. cities, IRC restores safety, dignity and hope to millions who are uprooted by conflict or disaster. IRC leads the way from harm to home.

Contextual Background
The humanitarian situation in Libya has deteriorated since the 2014 civil war. According to the United Nations 2018 Humanitarian Needs Overview, 1.1 million people require lifesaving humanitarian assistance and protection, including an estimated 170,000 internally displaced persons (IDPs), 401,000 migrants, refugees and asylum seekers, and 376,000 vulnerable host community. In September 2016, the IRC launched an emergency program in Misrata, Libya that provided medical care, medicines, and medical supplies in hospitals and primary health care centers (PHCCs). Since then, the IRC has expanded its programming to also include the provision of GBV prevention and response services and protection monitoring. The IRC’s programming has also been further expanded to Sirte and Tripoli. The IRC envisages a humanitarian program in Libya targeting refugees, migrants and other war affected populations, with interventions designed to save lives and relieve humanitarian suffering, with a focus on health care and protection services.

Job Summary
Reporting to the HR Director, the role ensures the delivery of HR service for Libya Country Program liaising closely with field offices on HR issues.  Managing HR Officers in Misrata and Tripoli, the HR Manager will manage ER issues for staff, processing of the payroll and associated benefits and statutory obligations, maintaining HR records, supporting the performance management system and targeted learning and development initiatives as well as other HR projects.
Under the support of the HR Director, the HR Manager will actively participate in development and roll out of global HR initiatives and review of local HR policies and procedures.

Major Responsibilities
Performance Management, employee relations and Onboarding
Partner with managers and employees in supporting implementation of organizational goals and activities through recruitment, talent management and learning and development
In partnership with HR Director, ensure strong performance management processes; follow up on all performance management evaluations ensuring that all new employees receive goals within 30 days and that this is done in a timely and professional manner.
Employee Relations:  lead intake, make recommendations, and support resolution of sensitive employee relations matters, including dispute resolutions, disciplinary actions, complaints, and redundancy; conduct workplace investigations if/as needed; Escalate to HR Director if/as needed
Provide oversight for on-boarding and orientation ensuring new and transfer employees are welcomed, engaged and learn orientation material
Carry-out daily HR-related administrative duties such as updating contracts, generating employee reports and executing compliance-related activities with all existing legal and government reporting requirements.
Lead exit management procedure to ensure seamless and positive transition for departing employee
Serve as the primary source of HR knowledge in response to employee and/or supervisor requests, be well versed in IRC Global HR Policies, and provide weekly, monthly and quarterly HR metrics as required.
Act as the focal person for all benefits inquires, submit monthly reports where needed and ensure all staff are enrolled to the schemes upon hire, delegate benefits administration as appropriate
Spearhead internal staff communications, team-building and employee engagement activities.
Prepare training sessions and capacity building activities for both staff and manager across the full spectrum of HR activities
In coordination with HR Director – implement learning and development programs and oversee HR related training such as security training/performance review trainings


People Management
Ensure filing system is at all times up to date, fit for purpose, containing relevant and accurate information
Ensure all HR data is inputted in a timely manner, is correct, and updated regularly
Ensure payroll and payroll records are correct and that payroll tasks are delivered accurately and in timely manner
Ensure that the HR team is working in a harmonized manner with consistency among application of policy throughout all offices, and identify and implement mechanisms to ensure cooperation, communication, and teamwork
Coach, train, supervise and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual performance reviews.


Key Working Relationships:

Position Reports to:                                            HR Director

Position directly supervises:                               Senior HR Officer in Misrata and HR officer in Tripoli


Other Internal and/or external contacts:

Internal:                                                                      All staff and departments with Libya offices
External:                                                                      Relevant stakeholders, lawyer, Ministry of Labor, Social security and tax offices.