Deadline of this Job: 27 August 2022
Responsibilities
• Develop strategies and guardrails regarding compensation and benefits for implementation by the HR Country Leads.
• Responsible for development and improvement of short, medium and long-term incentive schemes for key skills within the organization
• Conducting market research and analysis on best practice compensation and benefit structures
• Conduct market research on benefits plans to gain an understanding of local and global leading practice
• Document findings and prepare a benchmarking report for the Remuneration Committee (RemCo)
• Integral member of the RemCo
• Design and develop a reward and benefit plan and obtain the required approvals
• Update of policies, processes and guidelines regarding compensation and benefits
• Drive annual medical insurance renewals to ensure cost effectiveness and a consistent employee experience
• Prepare annual salary review and bonus guidelines and communicate to Remco, Head of People and Culture and HR Country Leads
• Manage the annual salary and bonus review cycle (end to end) for hand-off to payroll
• Ensure annual salary review and bonus cycle is managed within affordability guidelines set by Finance
• Provide Talent Acquisition Team with the generation of employee salary packages to ensure alignment with market and internal pay equity
• Provide salary guidance for promotion cases
• Conduct ongoing research to identify changes in the compensation, benefits and reward landscape (country specific) to ensure adherence to labour law (country specific)
• Consult with Country HR Leads on the implementation and alignment of reward and benefit program
• Support Country HR Leads to resolve escalated employee queries regarding rewards and benefits
• Adhere to benefits service level agreements and quality standards
• Build and maintain relationships with third party benefit and salary survey vendors
• Identify suitable benefit and reward packages that are aligned to leading practice for Organisations similar to EEA
• Align with Group pay rules
• Develop and grow the compensation and benefits capability within EEA
• Process benefits vendor invoices for payment.
• Lead the EEA employee wellness program as part of the EVP in collaboration with the In Country HR Leads
• Explore all non-monetary benefits that can help build and enhance the EVP without adding any costs to EEA
At EEA, we have high expectations for our managers. Each manager plays a key role in creating an exceptional experience not only for our customers but for every person on our team. Our managers help EEA realize our ambitious goals while developing their own leadership skills and facilitating growth for their direct reports.
We believe that great managers:
• Deliver ambitious results: As a high-performing and accountable leader, you create an enabling environment for effective action and bold decision making which contribute to successful delivery of results.
• Act with integrity: As an ethical leader you are honest, respectful, objective, and transparent. You create and build upon a foundation of trust and openness.
• Inspire and mentor the team: As an inspirational leader you walk the talk. You empower and coach your team with trust and humility.
• Are accessible: As a leader Develop and maintain deep connections with stakeholders through approachability and active listening.
• Ensure diversity and inclusion: as an inclusive leader, you ensure diversity and foster a sense of belonging.
Requirements:
Knowledge and Experience:
Job evaluation methodology
• Compiling and managing expenditure budgets
• Analytical, statistical and qualitative skills
• Knowledge of compensation and benefits practices
• Advanced computer skills
• Knowledge of the local and international labour law
• Deep rewards and benefits knowledge and proven expertise
• Strategic thinking
• Design thinking
• Business and global acumen
• Ability to work under pressure
• Ability to work independently
• Be solutions focused
• Able to operate in an environment with high levels of ambiguity
• Good interpersonal and communication skills
• 5-7 years of HR compensation and benefits experience
Qualifications:
BSc in Human Resources Management, Organizational Psychology, Finance or relevant field
Professional Membership of a Remuneration Body/Association highly advantageous
Responsibilities
• Develop strategies and guardrails regarding compensation and benefits for implementation by the HR Country Leads.
• Responsible for development and improvement of short, medium and long-term incentive schemes for key skills within the organization
• Conducting market research and analysis on best practice compensation and benefit structures
• Conduct market research on benefits plans to gain an understanding of local and global leading practice
• Document findings and prepare a benchmarking report for the Remuneration Committee (RemCo)
• Integral member of the RemCo
• Design and develop a reward and benefit plan and obtain the required approvals
• Update of policies, processes and guidelines regarding compensation and benefits
• Drive annual medical insurance renewals to ensure cost effectiveness and a consistent employee experience
• Prepare annual salary review and bonus guidelines and communicate to Remco, Head of People and Culture and HR Country Leads
• Manage the annual salary and bonus review cycle (end to end) for hand-off to payroll
• Ensure annual salary review and bonus cycle is managed within affordability guidelines set by Finance
• Provide Talent Acquisition Team with the generation of employee salary packages to ensure alignment with market and internal pay equity
• Provide salary guidance for promotion cases
• Conduct ongoing research to identify changes in the compensation, benefits and reward landscape (country specific) to ensure adherence to labour law (country specific)
• Consult with Country HR Leads on the implementation and alignment of reward and benefit program
• Support Country HR Leads to resolve escalated employee queries regarding rewards and benefits
• Adhere to benefits service level agreements and quality standards
• Build and maintain relationships with third party benefit and salary survey vendors
• Identify suitable benefit and reward packages that are aligned to leading practice for Organisations similar to EEA
• Align with Group pay rules
• Develop and grow the compensation and benefits capability within EEA
• Process benefits vendor invoices for payment.
• Lead the EEA employee wellness program as part of the EVP in collaboration with the In Country HR Leads
• Explore all non-monetary benefits that can help build and enhance the EVP without adding any costs to EEA
At EEA, we have high expectations for our managers. Each manager plays a key role in creating an exceptional experience not only for our customers but for every person on our team. Our managers help EEA realize our ambitious goals while developing their own leadership skills and facilitating growth for their direct reports.
We believe that great managers:
• Deliver ambitious results: As a high-performing and accountable leader, you create an enabling environment for effective action and bold decision making which contribute to successful delivery of results.
• Act with integrity: As an ethical leader you are honest, respectful, objective, and transparent. You create and build upon a foundation of trust and openness.
• Inspire and mentor the team: As an inspirational leader you walk the talk. You empower and coach your team with trust and humility.
• Are accessible: As a leader Develop and maintain deep connections with stakeholders through approachability and active listening.
• Ensure diversity and inclusion: as an inclusive leader, you ensure diversity and foster a sense of belonging.
Requirements:
Knowledge and Experience:
Job evaluation methodology
• Compiling and managing expenditure budgets
• Analytical, statistical and qualitative skills
• Knowledge of compensation and benefits practices
• Advanced computer skills
• Knowledge of the local and international labour law
• Deep rewards and benefits knowledge and proven expertise
• Strategic thinking
• Design thinking
• Business and global acumen
• Ability to work under pressure
• Ability to work independently
• Be solutions focused
• Able to operate in an environment with high levels of ambiguity
• Good interpersonal and communication skills
• 5-7 years of HR compensation and benefits experience
Qualifications:
BSc in Human Resources Management, Organizational Psychology, Finance or relevant field
Professional Membership of a Remuneration Body/Association highly advantageous
Deadline of this Job: 26 August 2022
Competencies
• PROFESSIONALISM: Knowledge of the human resources policies, procedures and practices and ability to apply them in an organizational setting. Demonstrates use of initiative and makes appropriate linkages in work requirements and anticipates next steps. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
• COMMUNICATION: Speaks and writes clearly and effectively. Listens to others, correctly interprets messages from others and responds appropriately. Asks questions to clarify, and exhibits interest in having two-way communication.Tailors language, tone, style and format to match the audience. Demonstrates openness in sharing information and keeping people informed.
• CLIENT ORIENTATION: Considers all those to whom services are provided to be "clients" and seeks to see things from clients' point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients' needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients' environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.
Education
• Completion of high school diploma or equivalent is required. Supplemental training in human resources, administrative services or related area is desirable.
• Passing the Global General Service Test (GGST) is a prerequisite for recruitment consideration in the General Services and related categories in the United Nations Secretariat. Successful passing of the Administrative Support Assessment Test (ASAT) in English at the United Nations Headquarters (UNHQ), Economic Commission for Africa (ECA), Economic and Social Commission for Western Asia (ESCWA), United Nations Office at Geneva (UNOG), United Nations Office at Vienna (UNOV), International Criminal Tribunal for Rwanda (ICTR) or International Criminal Tribunal for the former Yugoslavia (ICTY) may be accepted in lieu of the GGST.
• The GGST is administered to applicants when required before the administration of a written assessment and/or interview.
Competencies
• PROFESSIONALISM: Knowledge of the human resources policies, procedures and practices and ability to apply them in an organizational setting. Demonstrates use of initiative and makes appropriate linkages in work requirements and anticipates next steps. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
• COMMUNICATION: Speaks and writes clearly and effectively. Listens to others, correctly interprets messages from others and responds appropriately. Asks questions to clarify, and exhibits interest in having two-way communication.Tailors language, tone, style and format to match the audience. Demonstrates openness in sharing information and keeping people informed.
• CLIENT ORIENTATION: Considers all those to whom services are provided to be "clients" and seeks to see things from clients' point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients' needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients' environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.
Education
• Completion of high school diploma or equivalent is required. Supplemental training in human resources, administrative services or related area is desirable.
• Passing the Global General Service Test (GGST) is a prerequisite for recruitment consideration in the General Services and related categories in the United Nations Secretariat. Successful passing of the Administrative Support Assessment Test (ASAT) in English at the United Nations Headquarters (UNHQ), Economic Commission for Africa (ECA), Economic and Social Commission for Western Asia (ESCWA), United Nations Office at Geneva (UNOG), United Nations Office at Vienna (UNOV), International Criminal Tribunal for Rwanda (ICTR) or International Criminal Tribunal for the former Yugoslavia (ICTY) may be accepted in lieu of the GGST.
• The GGST is administered to applicants when required before the administration of a written assessment and/or interview.
Deadline of this Job: 26 August 2022
Overview
This role is responsible for the provision of efficient and effective human resource management support services to departments within approved HR policies and procedures. Supporting recruitment, performance, and learning and development.
Key responsibilities:
• Implementation of recruitment cycle from job description and specification review, shortlisting, interviewing, referencing and processing of offer letters and feedback to candidates as per the SOPs.
• Onboarding of new staff on document verification, accommodation and relocation by liaising with procurement departments and the front office.
• Orientation of new staff on familiarization of departments and the Programme.
• Ensuring the Induction of new employees in the various departments by processes through the administration of activities;
• Ensure new staff undergo Health and Safety training prior to reporting to their departments.
• Ensure new employees are placed on probation performance management and confirmation post the probation period.
• Ensure staff on short term contracts are placed on a performance cycle and completed at the tail end of their contract. evaluations are undertaken as scheduled and provide support as required;
• Provide support to staff and managers on performance management matters
• Providing support to the Human Resource Officer and Senior Human Resource Manager to initiate appropriate performance management reward mechanisms;
• Processing of the training award letters for approved Continuous Professional Development Plan for staff.
• Tracking and updating the Continuous Professional Development Plan for the programme
• Follow up post trainings of all CPD reports post training and updating the training tracker.
• Tracking and updating the talent management functions for review by the HRO and SHRM.
• Liaise with Human Resource Officer in identifying learning and development requirements and ensure training adhere to guidelines;
• Provide support in facilitation of training as required;
• Provide support in the preparation of HR weekly and monthly reports;
• Provide support in Human Resource Policy formulation process and facilitate implementation.
Qualifications:
• Bachelor’s degree in Human Resource Management or related field
• Member of IHRM
• Minimum of two (2) years relevant experience in Human Resources administration activities in a busy multi-cultural environment.
• Knowledge in talent management areas of recruitment, performance and Learning and Development.
• Knowledge in HRMIS
Competencies:
• Demonstrate high levels of integrity and confidentiality
• Excellent interpersonal, verbal and written communication skills
• Strong Organizational, planning and administrative skills
• Strong attention to detail and ability to work with minimal supervision
• Teamwork with the ability to work diverse teams
Human Resources Partner job at International Rescue Committee
Overview
This role is responsible for the provision of efficient and effective human resource management support services to departments within approved HR policies and procedures. Supporting recruitment, performance, and learning and development.
Key responsibilities:
• Implementation of recruitment cycle from job description and specification review, shortlisting, interviewing, referencing and processing of offer letters and feedback to candidates as per the SOPs.
• Onboarding of new staff on document verification, accommodation and relocation by liaising with procurement departments and the front office.
• Orientation of new staff on familiarization of departments and the Programme.
• Ensuring the Induction of new employees in the various departments by processes through the administration of activities;
• Ensure new staff undergo Health and Safety training prior to reporting to their departments.
• Ensure new employees are placed on probation performance management and confirmation post the probation period.
• Ensure staff on short term contracts are placed on a performance cycle and completed at the tail end of their contract. evaluations are undertaken as scheduled and provide support as required;
• Provide support to staff and managers on performance management matters
• Providing support to the Human Resource Officer and Senior Human Resource Manager to initiate appropriate performance management reward mechanisms;
• Processing of the training award letters for approved Continuous Professional Development Plan for staff.
• Tracking and updating the Continuous Professional Development Plan for the programme
• Follow up post trainings of all CPD reports post training and updating the training tracker.
• Tracking and updating the talent management functions for review by the HRO and SHRM.
• Liaise with Human Resource Officer in identifying learning and development requirements and ensure training adhere to guidelines;
• Provide support in facilitation of training as required;
• Provide support in the preparation of HR weekly and monthly reports;
• Provide support in Human Resource Policy formulation process and facilitate implementation.
Qualifications:
• Bachelor’s degree in Human Resource Management or related field
• Member of IHRM
• Minimum of two (2) years relevant experience in Human Resources administration activities in a busy multi-cultural environment.
• Knowledge in talent management areas of recruitment, performance and Learning and Development.
• Knowledge in HRMIS
Competencies:
• Demonstrate high levels of integrity and confidentiality
• Excellent interpersonal, verbal and written communication skills
• Strong Organizational, planning and administrative skills
• Strong attention to detail and ability to work with minimal supervision
• Teamwork with the ability to work diverse teams
Human Resources Partner job at International Rescue Committee
Deadline of this Job: 26 August 2022
Job Overview/Summary:
The Human Resources Partner (HRP) for Program Delivery will support country program’s leadership and Regional HR Directors through leading the HR department of the assigned country program and ensuring HR priorities and results are achieved. When on assignment, they serve as a thought partner for the Country Director on all people matters and be in charge for the overall management and implementation of IRC’s Human Resources Policies and Procedures as well as global, regional and country specific priorities. They will coordinate closely with the Regional HR Director to ensure that organizational HR policies, processes and priorities are adapted to the specific context of each location, adequate and known to staff. The HRP will devise a training and skill building plan for the HR team and ensure transfer of knowledge. When not deployed, they will provide technical support and lead on special projects as designated. This role will serve in a roving capacity which might evolve and change over time to support IRC and CRRD’ Country Programs continued growth, and innovation.
This position is open for candidates national of their own countries in globally approved locations where IRC is present and registered.
Key Responsibilities:
HR Management and Leadership Support (Minimum 50% of the Job, In person or remote)
• 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.
• Identify workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate staff development and retention.
• Actively participate in proposal design and grants opening and review meetings (GRMs, GOMs) specifically guiding on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure strong HR foundation to support program quality and timely implementation.
• Assess the critical metrics for the operational scorecard and lead on inputs to both, country and regional ones.
• Observe and analyze monthly HR data such as turnover rates, time to fill, workforce composition, etc., to diagnose and identify priorities and evaluate effectiveness of relevant HR programs.
• Set strategy for recruitment. Develop candidate rosters, actively network and employ innovative, creative recruiting methods to attract and hire the best talent.
• Review and approve country job positions, review job descriptions and make recommendations, ensuring accuracy and consistency.
• Lead on the selection and recruitment of all senior-level (band level 5 and above) positions and ensure their proper onboarding.
• Deliver international HR management, including policy, process and employee relations management.
• Lead the performance management process with guidance from Regional and HQ HR. Create a plan to implement the annual and mid-year reviews, conduct training on goal setting, use budgets to organize development activities and work one-on-one with managers and employees to create country wide development plans. Through various initiatives and actions, embed a culture of regular feedback.
• In coordination with Global Comp. and Benefits team, define and review salary structure; coordinate annual compensation review process and compensation adjustments.
• Devise staff care action plans that elevate morale and support the social, physical, and psychological well-being of staff; create emergency staff care interventions.
• Be responsible for HR-related administrative duties and support compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled in compliance with local jurisdictions.
• Lead all employee relations with professional grit with the aim of empowering employees and supervisors to have the tools and resources vital to resolve disagreements with mutual respect.
• Call out behavioral issues, lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out.
• Coach supervisors in resolving 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 a fair manner and meets all legal and labor regulations and requirements.
• Handle any lay-offs or reductions in workforce in partnership with senior and regional management and to maintain compliance, due diligence, communications and staff well-being.
• Develop HR policies as per the need of the country program.
• Play a critical role in any change initiative, either by initiating and driving the change or by serving as a facilitator for changes that other leaders and departments initiated.
• Contribute to the development of the in-country Gender Action Plans. Support the work of Gender Champion team and Women@Work resource groups.
HR Operational Support
• Provide HR technical support and carry out any special projects.
• Undertake technical assessments or evaluations of HR structures, policies and/or activities in line with global CRRD HR priorities.
• Assist in the creation and launch of new CRRD HR policies, procedures, tools, training materials, data analysis, etc.
• Analyze data, note trends and flags, and provide recommendations to drive data-driven decision making in talent-related management processes.
• Participate in global and regional conferences and meetings, leading sessions as required.
Job Requirements:
• Minimum 8 years of relevant work experience as thoughtful HR Business Partner preferably in the non-for-profit sector, with experience in humanitarian organizations a distinct advantage.
• Successful implementation of HR activities at a country or regional level working with multiple collaborators and partners, across different regions and at a range of organizational level
• Strategic experience leading an HR function for large budget programs in the INGO sector is strongly preferred.
Demonstrated Skills and Competencies:
• A commitment to IRC’s mission, vision, values and IRC Way – Professional Code of Conduct
• Excellent project management and organizational skills including creation of detailed work plans and superior time management
• Ability to deliver high quality work on schedule
• Solid written and verbal communication
• Ability to anticipate and assess situations accurately and recommend/implement effective courses of action required.
• Strong facility with analysis and practical use of HR data
• Highly collaborative, inclusive, consultative, and resourceful work style
• Outstanding interpersonal, presentation, verbal, and written communication skills
• Ability to work within a highly matrixed and sophisticated agency organizational structure and to adapt to shifting priorities
• Exceptional discretion and confidentiality in dealing with critical material
• Ability to handle stress and function effectively under challenges
• Excellent judgment, tact, initiative, creativity, critical thinking, problem solving, organizational skills, and self-motivation.
• Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other partners to improve cooperation and productivity.
• Analytical ability in creating effective HR solutions while adhering to labor laws.
Job Overview/Summary:
The Human Resources Partner (HRP) for Program Delivery will support country program’s leadership and Regional HR Directors through leading the HR department of the assigned country program and ensuring HR priorities and results are achieved. When on assignment, they serve as a thought partner for the Country Director on all people matters and be in charge for the overall management and implementation of IRC’s Human Resources Policies and Procedures as well as global, regional and country specific priorities. They will coordinate closely with the Regional HR Director to ensure that organizational HR policies, processes and priorities are adapted to the specific context of each location, adequate and known to staff. The HRP will devise a training and skill building plan for the HR team and ensure transfer of knowledge. When not deployed, they will provide technical support and lead on special projects as designated. This role will serve in a roving capacity which might evolve and change over time to support IRC and CRRD’ Country Programs continued growth, and innovation.
This position is open for candidates national of their own countries in globally approved locations where IRC is present and registered.
Key Responsibilities:
HR Management and Leadership Support (Minimum 50% of the Job, In person or remote)
• 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.
• Identify workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate staff development and retention.
• Actively participate in proposal design and grants opening and review meetings (GRMs, GOMs) specifically guiding on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure strong HR foundation to support program quality and timely implementation.
• Assess the critical metrics for the operational scorecard and lead on inputs to both, country and regional ones.
• Observe and analyze monthly HR data such as turnover rates, time to fill, workforce composition, etc., to diagnose and identify priorities and evaluate effectiveness of relevant HR programs.
• Set strategy for recruitment. Develop candidate rosters, actively network and employ innovative, creative recruiting methods to attract and hire the best talent.
• Review and approve country job positions, review job descriptions and make recommendations, ensuring accuracy and consistency.
• Lead on the selection and recruitment of all senior-level (band level 5 and above) positions and ensure their proper onboarding.
• Deliver international HR management, including policy, process and employee relations management.
• Lead the performance management process with guidance from Regional and HQ HR. Create a plan to implement the annual and mid-year reviews, conduct training on goal setting, use budgets to organize development activities and work one-on-one with managers and employees to create country wide development plans. Through various initiatives and actions, embed a culture of regular feedback.
• In coordination with Global Comp. and Benefits team, define and review salary structure; coordinate annual compensation review process and compensation adjustments.
• Devise staff care action plans that elevate morale and support the social, physical, and psychological well-being of staff; create emergency staff care interventions.
• Be responsible for HR-related administrative duties and support compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled in compliance with local jurisdictions.
• Lead all employee relations with professional grit with the aim of empowering employees and supervisors to have the tools and resources vital to resolve disagreements with mutual respect.
• Call out behavioral issues, lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out.
• Coach supervisors in resolving 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 a fair manner and meets all legal and labor regulations and requirements.
• Handle any lay-offs or reductions in workforce in partnership with senior and regional management and to maintain compliance, due diligence, communications and staff well-being.
• Develop HR policies as per the need of the country program.
• Play a critical role in any change initiative, either by initiating and driving the change or by serving as a facilitator for changes that other leaders and departments initiated.
• Contribute to the development of the in-country Gender Action Plans. Support the work of Gender Champion team and Women@Work resource groups.
HR Operational Support
• Provide HR technical support and carry out any special projects.
• Undertake technical assessments or evaluations of HR structures, policies and/or activities in line with global CRRD HR priorities.
• Assist in the creation and launch of new CRRD HR policies, procedures, tools, training materials, data analysis, etc.
• Analyze data, note trends and flags, and provide recommendations to drive data-driven decision making in talent-related management processes.
• Participate in global and regional conferences and meetings, leading sessions as required.
Job Requirements:
• Minimum 8 years of relevant work experience as thoughtful HR Business Partner preferably in the non-for-profit sector, with experience in humanitarian organizations a distinct advantage.
• Successful implementation of HR activities at a country or regional level working with multiple collaborators and partners, across different regions and at a range of organizational level
• Strategic experience leading an HR function for large budget programs in the INGO sector is strongly preferred.
Demonstrated Skills and Competencies:
• A commitment to IRC’s mission, vision, values and IRC Way – Professional Code of Conduct
• Excellent project management and organizational skills including creation of detailed work plans and superior time management
• Ability to deliver high quality work on schedule
• Solid written and verbal communication
• Ability to anticipate and assess situations accurately and recommend/implement effective courses of action required.
• Strong facility with analysis and practical use of HR data
• Highly collaborative, inclusive, consultative, and resourceful work style
• Outstanding interpersonal, presentation, verbal, and written communication skills
• Ability to work within a highly matrixed and sophisticated agency organizational structure and to adapt to shifting priorities
• Exceptional discretion and confidentiality in dealing with critical material
• Ability to handle stress and function effectively under challenges
• Excellent judgment, tact, initiative, creativity, critical thinking, problem solving, organizational skills, and self-motivation.
• Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other partners to improve cooperation and productivity.
• Analytical ability in creating effective HR solutions while adhering to labor laws.
Deadline of this Job: 22 August 2022
The ideal candidate will be responsible for supporting the Recruitment function of the Company specifically with the focus on recruitments and talent acquisition initiatives for entry level and experienced hiring. The position will primarily be responsible for agile talent acquisition activities; identifying and engaging world-class candidates for our various vacancies and design thinking about talent search tactics and achieving the defined talent acquisition metrics. This will be achieved by creating effective sourcing strategies, building lasting relationships with potential candidates, providing exceptional candidate experience and securing great talent in a very dynamic and competitive market.Principal Accountabilities (KEY Performance areas):
• Utilize sourcing techniques to attract the highest quality of candidates and build a consistent candidate pool.
• Establish effective recruitment strategies and identify creative recruiting methods to source the most qualified candidates and consistently improve quality of hires
• Determine applicant requirements by studying job descriptions and work with hiring managers to develop recruiting plans and co-development and update of job descriptions.
• Build and maintain strong working relationships with hiring managers and interface with all levels of management to meet the talent requirements.
• Improve organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.
• Obtain necessary pre-hire documentation from candidates including compensation history, reports confirmation of prior work experience, certification confirmation or other job specific required credentials to be considered for a position within the company.
• Align the hiring process, beginning with screening applicants and interviewing potential hires, making recommendations, writing offer letters, conducting reference checks and negotiating offers of employment.
• Ensure positive applicant experience throughout the hiring process and ensure smooth on-boarding experience as an onboarding buddy for all new hires
• Solicit feedback from hiring managers concerning “satisfaction level” and adjust performance/staffing strategy according to the feedback to ensure continued customer satisfaction.
• Assist with recruitment outreach and developing as well as building a diverse candidate pipeline and executing strategies.
• Maintain appropriate records and recruitment documentation and other employment activities, decisions and efforts in an organized and thorough fashion
• Manage content on the talent acquisition agenda and manage the LinkedIn recruiter tool as appropriate
• Co-design with the marketing or creative department advertisements and any collateral for recruitments both internally and externally
• Responsible for recruitment analytics and reporting and providing overall talent acquisition status for the company.
Skills, Competencies and Experience
• Bachelors degree in Business, Human Resources, Social Sciences, Training, Education & Development or related
• Professional qualification in Human Resources.
• Minimum 3 years prior recruitment experience within a high volume, fast paced and customer-focused work environment.
• Exceptional problem solving, time management and organizational skills.
• Ability to approach problems flexibly and demonstrate creativity in solving them.
• Proven track record of driving process improvements
• Desire to provide outstanding customer service.
• Excellent written and verbal communication skills
• Ability to exercise tact and discretion
• Taking initiative to efficiently meet the demands of multiple internal and external customers.
• Ability to work independently, execute multiple tasks simultaneously, and cut through ambiguity.
• Unrivalled attention to detail and consistent delivery of the highest quality of service.
Behavioral competencies
• High level of integrity and ethics
• Team Player
• Results Focused
• Attention to details and accuracy
• Interpersonal skills