Human Resources Partner at International Rescue Committee

Human Resources Partner at International Rescue Committee… See details on how to apply for the opportunities available at International Rescue Committee.


The International Rescue Committee is a global humanitarian aid, relief and development nongovernmental organization.


  • 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.

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