HR Officer – Compensation and Benefits

HR Officer – Compensation and Benefits

Background/IRC Summary:

The Syria crisis is often described as the worst humanitarian catastrophe since the end of the Cold War. Today, 13.4 million people in Syria – more than half of the country's population – are in need of humanitarian assistance with needs increasingly being exacerbated by economic decline. Of these, 6.8 million are refugees and asylum-seekers who have fled the country. 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 a rapidly expanding portfolio, supported by more than 1000+ staff in Syria Country Program. IRC is undertaking programs in Syria and the neighboring countries of Turkey, Iraq, Lebanon and Jordan in the fields of health, child protection, early childhood development, education, women’s protection and empowerment, non-food items and food distribution, cash assistance, water and sanitation, protection and rule of law, 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.

Job Overview/Summary:

Based in Amman, Jordan, the HR Officer – Compensation and Benefits (C&B Officer) bears the full responsibility for maintaining accurate and complete compensation database for all IRC programs in Syria (Syria officer for Syria Amman based staff and Northwest Syria based staff) Country Programs. C&B Officer will be responsible for processing monthly payroll, tax, and social security reports in addition to full management of health and life insurance reconciliation. C&B Officer will be responsible on handling all payroll supporting documents, ensure all completed and accurate before process/add to the payroll. Compensation and benefits officer play a critical role in collaboration with HR Manager-compensation and benefits in handling all medical and life insurance staff queries, connect with the service provider Third-Party Administrator (TPA) and report as needed any challenges to regional office.

Responsibilities:

Payroll Management:

• End to end national payroll administration, documentation, management, and reporting, Meeting all payroll timelines and delivery for staff based in Amman and Northwest Syria.
• Record changes affecting staff titles, locations, net wages, for example deductions, bonuses, title changes, resignations etc., to maintain and update payroll records, and to feed into payroll reconciliation.
• Finalize exit clearance from financial perspectives and prepare the payment following the IRC national handbook for all employees and release the final settlement on a timely manner with the liaison of finance department.
• Compile the 13th month salary report on monthly basis, while factoring any unpaid leaves or other transactions might affect the 13th month salary calculation.
• Build up the base for shared services cost allocation as mentorship for cost distribution and keep it updated on monthly basis.
• Generate annual Tax report from Mena and reconcile it against payroll records, and assure report is submitted on time – monthly basis.
• Prepare AR/3 for all staff on annual basis and/or when needed or requested by leavers in addition to prepare consolidated annual tax report.
• Update the Expat Payroll Information Sheet on monthly basis and share it with finance in a timely manner with respect to all supporting documents.
• Run accurate and clean monthly salary slips on MenaMe.

Data Management and Analysis:

• Bring together Changes on Mena system & Master-sheet and ensure that employees’ information are accurate and up to date at all times.
• Build up the HRIS – Mena System Country Allocation as guidance for cost distribution and keep it updated on monthly basis.
• Give access to personnel on Mena-Me self-service system and provide guidance when needed.
• In collaboration with HR Manager-Compensation and Benefits prepare and build different report analysis such as but not limited to:
  1. Employees cost to company “CTC” on a monthly basis.
  2. Monthly payroll analysis and prepare changes in monthly cost.
  3. Tax and SS monthly analysis.
  4. Salary Analysis for all new hires and internal mobility.
  5. Employee leaves reconciliations.
• Review and verify issued employee certificates such as salary transfer letter.
• Support HR Ops in reviewing employment contract and service contract in addition to review employee extension sheet.

Insurance Management:

• Handle all additions/deletions transactions related to new employees or current staff dependents and ensure all additions and deletions transactions done on time.
• Prepare tracker sheet to record all changes related to medical and life insurance and maintain updated records on a weekly basis.
• In collaboration with HR Manager-Compensation and Benefits, ensure all payments done on time and accurately.
• Prepare a monthly report with respect to insured member cost and send it to finance team to book the incurred cost.
• Attend employees’ requests and inquiries, support with solving issues related to insurance.
• Hand medical cards to employees and orient them on usage and benefits.
• Issue the PRs and keep policy documentation and payments in files.

Social Security:

• Maintain an excellent knowledge of social security laws, regulations, and updates.
• Report new and departing employees on the social security platform in timely manner.
• Conduct a monthly cross check against social security records.
• Full knowledge of work injuries management, in terms of reporting, follow ups, providing documentation, and closing cases.
• Report new salaries on annual basis, with consideration to social security regulations and employment details.
• In collaboration with HR Manager-Compensation and Benefits, visit social security department in a periodic basis to follow up on different and pending cases as well as getting all required reports as needed.

Required Experience/qualification/Skills:

• Bachelor Degree.
• Work Experience: Approximately 2- 4 years of solid experience in handling payrolls and Human Resource Information systems, general knowledge of HR functions with shown focus on compensation and benefits function.
• Solid sense of personal integrity and accountability.
• Attention to details.
• Ability to meet deadlines and flexibility in working under pressure.
• Maintain the confidentiality of all sensitive HR information at all times.
• Team work spirit.
• Very strong proficiency in MS Word, Excel, Outlook and PowerPoint is required

Demonstrated Skills and Competencies:

• A commitment to IRC’s mission, vision, values and IRC Way – Professional Code of Conduct.
• Credible written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development
• Validated sense of professional discretion, integrity, and ability to handle complex situations diplomatically and to effective resolution.
• Excellent management and interpersonal skills and a solid ability to promote harmonious/cohesive teamwork, in a cross-cultural context.
• Validated ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional patience.
• Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other partners to maximize cooperation and productivity.
• Curiosity, a desire to continually learn and develop and a sense of humor is a must.
• Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies.

Language/Travel:

• Proficiency in English and Arabic is required.

Key Working Relationships:

Position Reports to: HR Manager – Compensation and Benefits
Position directly supervises: N/A

Indirect Reporting (If applicable): N/A
Key Internal Contacts: HR Partners (Jordan, Syria, Regional, and Inside Syria) and staff based in Jordan.

Key External Contacts: Legal Authorities and HR Services Providers.

Professional Standards: IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, Accountability and Equality. In accordance with these values, IRC operates and carries out policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Respect at Work Fiscal Integrity, and Anti-Retaliation.

Returning National Candidates: We strongly encourage national or returning national candidates to apply for this position. If you are a citizen of the Country in which this position is based and are currently located outside of your home country and possess over two years of international work experience, the Middle East Region has introduced an attractive remuneration package. The package includes competitive compensation, return flight to post, shipping allowance, temporary housing and a relocation allowance. Certain restrictions may apply. IRC strives to attract, motivate and retain qualified national staff in our programs.

Accountability to Clients: IRC staff must adhere to the commitment of contributing to the sustainability and development of its (CR) Client Responsiveness Mechanisms, preserving the culture of prioritizing the needs of our clients and affected communities by systematically listening to their perspectives and using their feedback to make programmatic decisions and give them greater influence over program design and delivery.

Gender Equality: IRC is committed to narrowing the gender gap in leadership positions. We offer benefits that provide an enabling environment for women to participate in our workforce including parental leave, gender-sensitive security protocols and other supportive benefits and allowances.

Diversity and Inclusion: at IRC MENA, we are passionate about creating an inclusive workplace that promotes and values diversity. Organizations that are diverse in age, gender identity, race, sexual orientation, physical or mental ability, ethnicity, nationality, and perspective are validated to be better organizations. More importantly, creating a safe workspace environment where everyone, from any background, can do their best is the right thing to do. So, bring your whole self to work.

IRC is committed to creating a diverse, inclusive, respectful and safe work environment where all persons are treated fairly, with dignity and respect. In keeping with our core values of Integrity, Service, Accountability and Equality, IRC strives to maintain a work environment built on mutual respect in which all individuals treat each other professionally, and free of bias, prejudice, and harassment. IRC expressly prohibits and will not tolerate discrimination, harassment, retaliation, or bullying of IRC Persons in any work setting. All IRC staff, wherever they are located, are accountable for creating an environment free of discrimination, harassment, bullying, and retaliation.

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