People & Culture Officer-Raqqa

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 P&C Officer will be responsible for providing support to the various human resource functions of Syria country program. This includes supporting HR functions according to Local HR policies and procedures.

Under the support of the HR Manager, the P&C Officer will actively participate in the development and roll out of HR initiatives and review of the HR policies and procedures.

Responsibilities:

• Participate in periodic reviews of HR policies and procedures, recommending changes to the HR Manager.
• Maintain a comprehensive understanding of the IRC HR Handbook, support employee interpretations, and maintain compliance.
• Take responsibility for the overall management of Field HR files and records, including maintaining a complete, secure, and confidential copy of each staff file.
• Responsible for running the HRIS for all field staff, ensuring data accuracy and providing training to new users.
• Handle leave requests including staff timesheets and leave-related documents and ensure accurate leave balance tracking in the system.
• Work closely with the HR manager to handle employee relations disputes, complaints, and conflicts in a professional manner, following company policies and regulations.
• Assist the recruitment team in all field position recruitment processes, including posting vacancies and facilitating interview arrangements.
• Support and develop innovative activities to enhance working relationships and team building.
• Lead the onboarding and offboarding procedures promptly and conduct orientation sessions for all new staff.
• Handle tasks and duties related to incentive workers, including selection, preparing agreements, handling onboarding and offboarding processes, processing monthly payments, conducting IRC Way sessions, issuing experience letters, and addressing related issues.
• Support monthly payroll processing by compiling and updating required changes to compensation and benefits.
• Support the performance management system, including tracking and ensuring the timely completion of annual goal setting and year-end check-in processes.
• Overview and ensure that end-of-probation evaluations occur and that relevant forms are completed.
• Maintain ongoing communication with our staff regarding the performance management process, cycle, tools, and policies.
• Provide support to supervisors in handling challenging performance management situations, such as employees on Performance Improvement Plans (PIPs), cases of non-performance, and exits due to poor performance.
• Assist in the annual analysis and communication of merit increments.
• Collaborate on the development of the annual Learning and Development plan for all staff.
• Facilitate all approved staff training requests as outlined in the Annual L&D Plan.
• Address employee inquiries and requests related to human resources issues, rules, and regulations.
• Perform other job-related tasks as requested by the supervisor.

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 of 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.

Required Experience/qualification/Skills:

• University studies/ Higher education in Human Resources, Business administration or related field.
• At least two years of progressively responsible professional experience in Human Resources.
• Professional experience with INGOs/NGOs and/or international experience is a plus; interest in humanitarian 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 is a must.
• Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies.
• Proficient in MS Word, Excel, Outlook, and PowerPoint.

Language/Travel:

• English Arabic are required.

Key Working Relationships:

Position Reports to: HR Manager
Position directly supervises: HR Assistant in Hassaka

Indirect Reporting (If applicable):
Key Internal Contacts: All staff and departments in the Field Office

Key External Contacts: International NGO HR forums and other relevant team members at the Field Office

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.

How to apply

https://forms.cloud.microsoft/r/4yCLMTyvPq