Human Resources Partner at International Rescue Committee

• Devise and deliver a planned HR approach to attracting, developing, inspiring and retaining the right people with the right skills to achieve strategic, high-quality programmatic outcomes.
• Identify workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate staff development and retention.
• Actively participate in proposal design and grants opening and review meetings (GRMs, GOMs) specifically guiding on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure strong HR foundation to support program quality and timely implementation.
• Assess the critical metrics for the operational scorecard and lead on inputs to both, country and regional ones.
• Observe and analyze monthly HR data such as turnover rates, time to fill, workforce composition, etc., to diagnose and identify priorities and evaluate effectiveness of relevant HR programs.
• Set strategy for recruitment. Develop candidate rosters, actively network and employ innovative, creative recruiting methods to attract and hire the best talent.
• Review and approve country job positions, review job descriptions and make recommendations, ensuring accuracy and consistency.
• Lead on the selection and recruitment of all senior-level (band level 5 and above) positions and ensure their proper onboarding.
• Deliver international HR management, including policy, process and employee relations management.
• Lead the performance management process with guidance from Regional and HQ HR. Create a plan to implement the annual and mid-year reviews, conduct training on goal setting, use budgets to organize development activities and work one-on-one with managers and employees to create country wide development plans. Through various initiatives and actions, embed a culture of regular feedback.
• In coordination with Global Comp. and Benefits team, define and review salary structure; coordinate annual compensation review process and compensation adjustments.
• Devise staff care action plans that elevate morale and support the social, physical, and psychological well-being of staff; create emergency staff care interventions.
• Be responsible for HR-related administrative duties and support compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled in compliance with local jurisdictions.
• Lead all employee relations with professional grit with the aim of empowering employees and supervisors to have the tools and resources vital to resolve disagreements with mutual respect.
• Call out behavioral issues, lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out.
• Coach supervisors in resolving appropriate disciplinary plans of action in a judicious manner. Follow-up disciplinary measures and related employment law matters.
• Act as impartial mediator in disciplinary procedures and ensure it is administered in a fair manner and meets all legal and labor regulations and requirements.
• Handle any lay-offs or reductions in workforce in partnership with senior and regional management and to maintain compliance, due diligence, communications and staff well-being.
• Develop HR policies as per the need of the country program.
• Play a critical role in any change initiative, either by initiating and driving the change or by serving as a facilitator for changes that other leaders and departments initiated.
• Contribute to the development of the in-country Gender Action Plans. Support the work of Gender Champion team and [email protected] resource groups.

Job Requirements:

Work Experience:

• Minimum 8 years of relevant work experience as thoughtful HR Business Partner preferably in the non-for-profit sector, with experience in humanitarian organizations a distinct advantage.
• Successful implementation of HR activities at a country or regional level working with multiple collaborators and partners, across different regions and at a range of organizational level
• Strategic experience leading an HR function for large budget programs in the INGO sector is strongly preferred.