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.
The Syria crisis is often described as the worst humanitarian catastrophe since the end of the Cold War. Inside Syria, 7.6 million people are internally displaced and 12.2 million are in need of humanitarian assistance, with 4.8 million in hard-to-reach areas. There are 4 million Syrian refugees in neighboring countries. This is no short-term humanitarian episode. The devastating human consequences to huge numbers of people will endure for decades. The destruction of relationships, communities, livelihoods, homes and infrastructure will take years to repair.
IRC is offering a robust humanitarian response to the Syria crisis. With an annual budget in excess of $140 million and a rapidly expanding portfolio, supported by more than 3,000 staff and workers in the region, IRC is undertaking programs in Syria and the neighboring countries of Turkey, Iraq, Lebanon and Jordan in the fields of health, child protection, education, women’s protection and empowerment, NFI and food distribution, cash assistance, water and sanitation, and livelihood programming. Our work in these challenging settings gives rise to some of the most pressing issues facing contemporary humanitarian action, including questions of access, security, funding and coordination.
The HR Director is responsible for providing strategic leadership for the HR function for over 500 staff and volunteers across northwest and southern Syria Country Program; about 150 staff are based in Amman. The HR Director will lead the HR team to ensure high quality and efficient staff recruitment, contracts management, orientation, learning and development, performance management, compensation and benefits, code of conduct compliance, employee engagement and staff care. The position acts as an HR advisor to the Senior Management Team. The HR Director reports to the Syria Country Director, and the Regional HR Director, and is a member of the Senior Management Team.
The HR Director 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 work processes.
Strategic HR Leadership and Management
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 in a remote management context.
As amember of the SMT, determine workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate nationalizing roles and retaining staff.
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 ensure strong HR foundation to support program quality.
Conduct monthly and quarterly strategic HR metrics and analysis to inform Senior Management Team and Regional HR decision-making; lead on country program inputs to global HR scorecards and Gender Equality initiatives.
In collaboration with the Regional Recruitment team, set strategy for recruitment. Develop 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, consistency.
Deliver international HR management, including policy, process and employee relations management, with support from Regional HR Director.
Lead the performance management process with guidance from regional and HQ HR. Create a plan to manage annual and mid-year reviews, 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.
Participate in budget preparation and provide strategic compensation analysis to drive nationalization strategy and ability to attract high-quality talent. Define and review salary structure; coordinate annual compensation review process and compensation adjustments.
Manage benefit plans and communicate updates and conduct information campaigns for national and international staff.
Devise staff care action plans that elevate morale and support the social, physical, and psychological well-being of staff; create emergency staff care interventions – both in collaboration with the Regional Staff Care Specialist.
Oversee HR-related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled.
Lead all employee relations with professional grace with the aim of empowering employees and supervisors to have the tools and resources necessary to resolve conflicts with mutual respect.
Escalate code of conduct issues, lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out, in partnership with Ethics and Compliance Unit (ECU).
Advise supervisors in determining 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 an equitable and fair manner and meets all legal and labor regulations and requirements.
Manage any lay-offs or reductions in force in partnership with senior management and regional HR carrying out due diligence in compliance, risk reduction techniques, communications and staff care.
Lead exit management procedure to ensure seamless and positive transition for departing employees and analyze turnover and exit interviews to make real-time, continuous improvement.
Staff Performance Management and Development
Serve as a model of supervisory excellence; supervise and mentor direct-report staff, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback, and leading documented semi-annual performance reviews.
Utilize engaging remote management techniques and practices to ensure a one IRC team across Jordan and Syria
Provide constructive feedback and counsel on career paths and professional development for HR team and IRC staff; establish a culture of continuous learning opportunities.
Support the management, coaching and development of national and international staff to build a cadre of skilled, committed and motivated staff.
Support senior staff to continue to pursue nationalization of senior and management positions.
Promote and monitor staff care and well-being. Model healthy work-life balance practices.
||Human Resources and Recruitment
||Community/Social Services/and Nonprofit
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