Talent Management Sr. Coordinator – Onboarding

Washington D.C. | New York City | Nairobi | London

Organization: IRC - International Rescue Committee
Location: Washington D.C. | New York City | Nairobi | London
Grade: Mid level - Mid level
Occupational Groups:
- Human Resources
- Managerial positions
Closing Date:

Background/IRC Summary:

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 refugees forced to flee from war or disaster. At work today in over 40 countries and 28 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.

Job Overview:

The mission of the Learning and Development (L&D) team is to take the IRC’s people to the next level. The team is accountable for improving the capability of IRC staff by providing language, culture and technology-appropriate processes, tools, training, and guidance. Offerings span across the employee lifecycle including onboarding, staff and leadership development, performance management, recognition, quality individual and team learning and career planning and workforce management.

The Talent Management Sr. Coordinator – Onboarding will have responsibility for coordinating IRC’s global on-boarding and off-boarding program, including designing, developing, implementing, scaling and evaluating the program. The impact of this role is to bring to life the philosophy and strategy for the way IRC manages new joiner onboarding and off boarding, including establishing standards and accountability for our global staff. The incumbent will be responsible for organization-wide processes, programs and resources that support the successful onboarding/off-boarding of IRC’s dispersed and global workforce. The role will scale and strengthen existing offerings and innovate additional ways to help new joiners around the world successfully onboard. This role applies experience in both research-supported models and practical, hands-on experience with leading practices to shape and customize what onboarding is at the IRC and how we implement it in contextually appropriate ways. Driving engagement and behavioral change are important aspects of success in this role. Impact of onboarding efforts are aimed at driving up the employee experience of inclusion, driving down the early employee-initiated turnover and supporting new joiners’ success in their roles. This role offers an opportunity to shape the future direction of onboarding using innovative, user-centered design.

Major Responsibilities:

• Build in-house subject matter expertise in the areas of employee experience with onboarding and offboarding

• Drive the direction of the program in alignment with the People & Culture (P&C) department and IRC’s Strategy 100 .

• Responsible for all design aspects of the organization-wide onboarding/off-boarding program in addition to design of standard methodology guides, tools, and templates for onboarding/off-boarding at the Regional/Function/Location/Team/Role levels.

• Maintain, improve, and scale existing program elements

• Innovate new program elements

• Design and implement approaches to expand the onboarding program’s scale, reach and adoption across cultural, technical, language and literacy barriers

• Collaborate with HR Partners and Regional roles to adapt onboarding/off-boarding tools and processes to fit language and contextual needs

• Partner with Recruitment, HR/Ops and Learning Innovation to enhance technology-enabling solutions such as those available in existing HR platforms (Cornerstone (ATS), WorkDay (HRIS) and KAYA (LMS) or identifying new platforms

• Identify, develop, and collaborate with the roles who own onboarding/off-boarding locally

• Find opportunities to enhance the manager and employee relationship, emphasizing each role’s accountabilities in this process

• Incorporate tracking and accountability measures into the Onboarding Process for GEDI (Gender Equality, Diversity, & Inclusion), policy compliance and other learning goals to measure & report on knowledge transfer, process consistency, etc.

• Build and deliver training on onboarding/off-boarding-related topics

• Ensure collaboration with translation focal points to ensure materials are multilingual.

• Embed IRC values and leadership standards into onboarding processes, and incorporate onboarding principles, concepts, and expectations into broader learning programs such as performance management and manager training.

• Continuously measure success and seek options to strengthen onboarding resources, tools, and training

• Regularly collect data and feedback to evaluate the process for increased impact

• Collaborate with L&D colleagues to integrate onboarding principles, terminology, and tools into other L&D offerings

• Own communications and engagement plans and draft content related to this program area

Key Working Relationships:

• Position Reports to: Director, Employee Experience

• Position directly supervises: May eventually include formal supervision or informal oversight of various support roles

• Other Key Working Relationships: Provides guidance and oversight to Regional and local-level implementing partners

Requirements:

• Bachelor’s degree or equivalent; Master’s degree in a related field a plus

• At least 5+ years of proven experience building and delivering global learning and development processes

• Proven success implementing learning and development programs for a diverse and dispersed workforce

• Proven expertise with facilitating L&D programs in a virtual and in-person setting

• Familiarity with technology platforms and tools that enable successful onboarding

• Ability to work with external suppliers to ensure strong working relationships

• Proficiency in English required. Proficiency in French, Spanish or Arabic a plus

Demonstrated skills and competencies:

• Strong communication, project management, and organizational skills

• Exceptional attention to detail

• Flexible, creative, solution focused thinking

• Commitment to customer service and process improvement

• Able to prioritize and balance multiple tasks and projects

• Comfortable interpreting and working with data

• Familiarity with organizational change practices

• Ability to interact within a multi-cultural environment and with all levels of the organization

• High proficiency with Zoom and MS Teams

Work Environment

• Standard office work environment: considerable time spent at a computer terminal

• Domestic or international travel may be required occasionally

• Fully remote or hybrid arrangements possible

• Flexible work hours required to overlap with global colleagues across multiple time zones

The IRC and IRC workers must adhere to the values and principles outlined in IRC Way - Standards for Professional Conduct. These are Integrity, Service, and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity, and Anti-Retaliation.

IRC is an Equal Opportunity Employer. IRC considers all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, age, marital status, veteran status or disability.

Compensation:

Posted pay ranges apply to US-based candidates. Ranges are based on various factors including the labor market, job type, internal equity, and budget. Exact offers are calibrated by work location, individual candidate experience and skills relative to the defined job requirements.

COVID-19 Vaccination Requirement:

In accordance with IRC’s duty to provide and maintain a workplace that is free of known hazards and our commitment to safeguard the health of our employees, clients, and communities, IRC requires new hires to furnish proof of vaccination against COVID-19 in order to be considered for any in-office or hybrid positions. All IRC US offices require full vaccination to attend any in-office functions (e.g., meetings, trainings).

Commitment to Diversity and Inclusivity:

IRC is committed to building a diverse organization and a climate of inclusivity. We strongly encourage applications from candidates who can demonstrate that they can contribute to this goal.

Equal Opportunity Employer:

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

US Benefits:

We offer a comprehensive and highly competitive set of benefits. In the US, these include: 10 sick days, 10 US holidays, 20-25 paid time off days (depending on role and tenure), medical insurance starting at $145 per month, dental starting at $7 per month, and vision starting at $5 per month, FSA for healthcare, childcare, and commuter costs, a 403b retirement savings plans with up to 4.5% immediately vested matching contribution, plus a 3-7% base IRC contribution (3 year vesting), disability & life insurance, and an Employee Assistance Program which is available to our staff and their families to support counseling and care in times of crisis and mental health struggles.

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We do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.

Before applying, please make sure that you have read the requirements for the position and that you qualify.
Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.

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