Senior HR Officer

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:

The Senior HR Officer is responsible for providing support to the various human resource functions of the Syria Country Program who are based in Amman in collaboration with the Direct supervisor/ HR Director. This includes maintaining HR records, following up staff benefits, supporting the performance management system and targeted learning and development initiatives as well as other HR projects
Responsibilities:

• Representation of the HR department and managing multiple Requests from HRD, HRM, Regional team and Amman and Turkey based staff.
• Work together with the HR Manager in the implementation of IRC’s Global HR Operating Policies and Procedures and ensure all HR activities are carried-out in adherence to these standards; Undertake necessary steps to align IRC HR functions with Jordan labor law
• Administration of all HR functions for national, International and Turkey staff in IRC’s offices, including but not limited to orientation, Staff contracts and contracts renewal administration, Changes in status, leave administration, staff exit management and following up with Compensation and benefits unit regarding benefits entitlements, health insurance for staff
• Support with international staff HR administration management including but not limited to assignment​letters extensions and exit management, etc.
• Prepare and submit 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.
• Prepare and review new hires contracts and make sure it is all correct, make sure all onboarding documents are complete and Ensure compliance to hiring policies and procedures, follow up the signatures for the contracts.
• Handling the on-boarding and orientation process to welcome new and transferred employees ensuring that they have the tools and knowledge needed to perform their job properly and get engaged within the Organization.
• Serve as a focal point for Partnerships department inquires including but not limited to conducting pre- Awards assessments, Partners Capacity building and Project support plans
• Follow up with Admin team on work permit applications and tracking system and legal requirements for both national and international staff in consultation with HRM and legal advisor
• In collaboration with L&D unit implement the performance management process for Jordan based staff, with guidance from HR Director including but not limited to delivering trainings to staff, following up on submission and calibration sessions
• Handle all related task regarding Volunteers including but not limited to recruiting, retaining, Extension, monthly payments and exit management and adherence to related policies
• Serve as a focal point in initiating a unified organizational structure and reflecting the change
• Handling all operational tasks regarding Temporary Transfer assignments and Acting allowances for employees.
• Prepare timely and accurate monthly Turkey payroll for the country program and train back up staff to manage this when absent.
• Maintain the HR data base (inclusive of the leave database, tracking of staff probationary periods, timesheets etc.). Regularly update the personnel records filing system ensuring that information is filed in an orderly and timely manner
• Support the Learning & Development Manager, develop and implement country program professional development plan according to IRC’s Global HR Operating Policy and Procedures and support with capacity building of national staff.
• Support the regional staff care specialist in developing staff care action plans for the country program that elevate morale and support the social, physical, and psychological well-being of staff.
• Oversee HR-related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled.
• Support with 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.
• Support the HR Manager with Escalating 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. And 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.
• Handle exit management procedure to ensure seamless and positive transition for departing employees and analyze turnover and exit interviews to make real-time, continuous improvement and Handle any lay-offs or reductions in force in partnership with senior management and HR Manager carrying out due diligence in compliance, risk reduction techniques, communications, and staff care.
• Model and encourage active practice of the principles of the “IRC Way – Code of Conduct” throughout the country program.
• Maintain a healthy and empowering office environment that encourages open, honest, and productive communication among IRC staff and is devised to meet the remote management context, by delivering an employee engagement and communication strategy.
• Track and collect the timesheet for all staff on a timely manner.
• Maintain the HR data base (inclusive of the leave database, tracking of staff probationary periods, performance evaluation, timesheets etc.) and submit monthly and yearly reports where needed such as gender reports, year-end accruals, etc.
• Regularly update the personnel records filing system ensuring that information is filed in an orderly and timely manner.
• Prepare official letters using the IRC templates, service certificate, etc
• Supporting Operational Task Management
• Relationship Building and management with all key stakeholders
• Deliver training on HR policies when required.
• Always maintain confidentiality of all sensitive HR information.

Staff Performance Management, Learning & Development

• Hire, supervise, and build the capacity of team members in relevant technical and management competencies.
• ​Develop and implement remote management capacity building approaches to build the strengths the teams in Syria.
• ​Coach, train, supervise and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual performance reviews.
• ​Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• ​Approve and manage time, attendance and leave requests to ensure adequate departmental coverage; ensure monthly, accurate timesheet submission and carry out probationary reviews.
• ​Hold high-quality meetings with each direct report on a regular and predictable basis, minimally on a monthly basis.
• ​Provide a measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team and providing guidance on career paths.
• ​As required, identify staff performance issues and work with Human Resources to document and address these in accordance with the National Staff Employment Policies.
• ​Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• ​Promote and monitor staff care and well-being. Model healthy work-life balance practices. Support appropriate interventions in response to identified staff care needs of both national and international staff.
• ​Look for opportunities to support staff in their career growth, where appropriate. As part of succession plan and nationalization goals, identify, train and develop capability and capacity of national staff to successfully transition role and responsibilities, by the end of assignment.

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Required Experience/qualification/Skills:

• At least 3 – 6 years of progressively responsible professional experience in Human Resources Management
• Bachelor’s degree required. Master’s university degree in HR management, International Relations or Development, MBA, Law or related field is preferred.
• Previous experience in an emergency or conflict-afflicted setting 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:

• ​English & Arabic is required.
• Travel: 15% to field sites upon​need.

Key Working Relationships:

​Position Reports to: Human Resources Director
Position directly supervises: HR Assistant
​Indirect Reporting (If applicable):
​Key Internal Contacts: All HR team members, Department Heads, Finance and Operation Staff; and all staff within Syria CP.
​Key External Contacts: health insurance Company, Social Security, Ministry of Interior; Ministry of Labor. Lawyer in both hubs

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​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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