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.
The IRC began relief operations in Jordan in 2007 to respond to a massive influx of Iraqi refugees. Today, the 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 1,500 staff 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.
The IRC seeks a talented, results-oriented Human Resources Manager, Compensation & Benefits to lead this key function in support of IRC country strategy and mission. As an integral member of the IRC HR team in both country programs Jordan and Syria, the HR Manager – C&B will oversee the execution of IRC’s global compensation & benefits initiatives, ensuring the organization remains competitive, equitable and proactive in the design and implementation of compensation & benefits programs and policies to drive impact across our large and diverse country programs.
The HR Manager – C&B will have specialized experience with all aspects of compensation and benefits, internal mobility and duty of care, contributing to the design of compensation and benefits philosophy and programs. The manager will possess strong analytical and project management skills, excellent written and verbal communication skills and be able to operate with minimal direction. The manager will stay abreast of trends in the local market, network with other compensations and benefits professionals, and provide thought advice regarding progressive practices to attract and retain the right talent for both, IRC Jordan and Syria
The position holder will deliver its services to multiple groups of clients including IRC Jordan, IRC Syria and IRC Regional Office.
Compensation and Benefits:
Leads the development, implementation, and administration of compensation and benefit programs for all client groups covering all employment and workers categories of IRC,
Evaluate the effectiveness of existing compensation policies, guidelines and procedures
Recommend new processes and restructure established processes to ensure they are cost effective and consistent with compensation trends and organizational objectives
Manages common compensation functions including salary structure evaluation and design, merit pay processes, job classifications, salary budget review, and market compensation analyses in line with IRC Global HR Operating Policies and Procedures
Manages benefits programs including health, life, disability, medical savings accounts, paid time off, and voluntary plans
Works with HR Directors and Senior Management teams to ensure that compensation and benefits programs remain competitive, are aligned with organizational strategy, and meet all legal requirements
Develop and document procedures to streamline processes and ensure compliance with regulatory requirements and work with HR Directors to educate managers
Support in the development of the compensation and benefits department/programs budgets
Manages comp and benefits vendor/partner relationships
Partner with the Regional HR Director to develop and implement strategic regional total rewards plans and initiatives
Provide data analysis and prepare reports on process performance metrics.
Provide input and recommendations to ensure existing practices are effectively demonstrating IRC values and the achievement of targeted business goals.
Conduct ongoing research into emerging trends, issues and best practices pertaining to benefit plan design and compensation practices.
Regularly participate in compensation surveys in order to have an up-to-date market information to facilitate compensation decision making.
Manage the monthly payroll generation process and ensure the payroll data is properly locked and backed-up.
Ensure all Personnel files and records are properly documented, under lock and key, and support in any audit requirements
Review and approve contracts and extension letters of staff based on availability of all supporting documents before raising to authorized signatories.
Manage the monthly reporting to respective HR members the list of staff who will be completing their probation periods, contract end dates…etc.
Oversee HR-related administrative duties and ensure full compliance with existing legal and governmental reporting requirements and that all legal obligations are fulfilled.
Manage social security monthly reporting, work injury reporting and follow ups as the official focal point of IRC with Social Security Corporations.
Manage proper income tax reporting of staff and issuance of income tax annual reports for staff in full cooperation with Finance team members.
Review & Manage the end of service clearance, financial settlements process & procedure of all separated staff.
Manage employee deductions as per IRC’s policies and JOR Labor law including but not limited to; unpaid leaves, employee salary advance, other deductions, tracking and reporting, etc.
Participate in audit preparation to ensure compliance in meeting donors and organization’s requirements.
Develop an internal HR social audit framework and conduct internal spot checks to assure full compliance and highlight areas of improvement in areas pertaining to the Total Rewards function.
||Community/Social Services/and Nonprofit
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