Human Resources Director
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, 6.1 million people are internally displaced and 13.1 million are in need of humanitarian assistance, with three million in hard-to-reach areas. There are 5.4 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 regional portfolio of $90 million within a rapidly expanding portfolio, supported by more than 3000 staff and workers in the region, IRC is undertaking programs in Syria and the neighboring countries of Iraq, Lebanon and Jordan. Inside Syria, the IRC is specifically focused on health, cash assistance, education, child protection, women’s protection and empowerment, 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 a member 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.
· 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.
· Maintain and leverage open communications and partnership on projects and shared goals with other HR Leads at the country level, regional HR and HR HQ levels.
· Provide direct support and advise the CD and SMT on staff communications to ensure clear, consistent and transparency in communications
Key Working Relationships:
Position Reports to: Country Director and Regional HR Director**
Position directly supervises: **Senior HR Managers and a team of HR staff in Amman and Syria
Key Internal Stakeholders:
· Country: Deputy Director Programs, Deputy Director Operations; Field Operations; Finance Controller; Area Coordinators, Head of Departments and all staff within Syria CP.
· Regional: Regional Recruitment Team, Senior Staff Care Specialist, Gender Equality Advisor, and other Regional Staff.
· HQ: Compensation & Benefits, Talent Management Team. General Counsel Office. Ethics & Compliance Unit (ECU).
Key External Stakeholders: The Syria INGO forum’s HR Working Group; INGO and UN HR staff; Legal counsel; Social Security, Ministry of Interior; Ministry of Labor.
- Bachelor’s degree required. Master’s university degree in HR management, International Relations or Development, MBA, Law or related field is preferred.
· 10 years of progressive experience as an HR generalist, including recruitment, performance management, employee relations, compensation, training and development and HR Administration.
· Minimum 5 years staff management experience in a fast-paced environment.
· At least 3 years of experience with an international organization or international experience.
· Remote management experience a plus; INGO experience strongly preferred.
Demonstrated Skills and Competencies:
· A commitment to IRC’s mission and vision
· Strategic leadership experience managing an HR function for large budget programs in the INGO sector is strongly preferred.
· Strategic experience with managing staff, global workforce planning, and development of HR processes during a start-up phase is a plus.
· Superior remote management skills
· Top-tier written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development in English and Arabic.
· Proven sense of professional discretion, integrity, and ability to manage complex HR situations diplomatically and to effective resolution.
· Excellent management, interpersonal and negotiation skills and a demonstrated ability to promote harmonious/cohesive teamwork, in a cross cultural context.
· Proven ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional grace.
· Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other stakeholders to maximize cooperation and productivity.
· Very strong proficiency in MS Word, Excel, Outlook and PowerPoint is required.
· Curiosity, a desire to continually learn and develop and a sense of humor is a must.
- Analytical ability in creating effective HR solutions while adhering to labor laws; Working knowledge of Syriaian labor law is a plus
- English and Arabic language is required
- Travel: 90% of time spent in Amman. International travel for regional conferences, workshops, trainings.
Standards of Professional Conduct: The IRC and IRC workers must adhere to the values and principles outlined in the IRC Way – Code of Conduct. These are Integrity, Service, and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Harassment-Free Workplace, Fiscal Integrity, Anti-Retaliation, Combating Trafficking in Persons and several others.
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.
Returning National Candidates:** We strongly encourage national or returning national candidates to apply for this position. If you are a national 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.
Only Applicants who apply through the link below will be considered :