HR Manager

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 – need 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:

This holder of this position is partner to programs team in NES and responsible to ensure smooth HR implementation in Northeast Syria (NES) in addition to ensuring programs’ and support teams are getting necessary support from HR that includes but not limited to, timesheet management, benefits management, IW management, leaves & contracts management and employee relation (ER) management.

Responsibilities:

• Responsible for collecting and reviewing new hires documents for NES , liaising with recruiters on change of status for internal shift in positions, transfers in a timely manner to ensure timely processing for payroll;
• Ensure accurate payroll movement for all NES staff that includes proper exit process, final settlement, acting allowance, overtime payment are recorded and reported to Compensation and benefits team on time;
• Review, maintain and update all personnel files and related HR documents for NES, ensuring compliance with IRC policy and labor laws / Review all personnel files and related HR documents for NES and work with HR team to ensure all files are up to date and in compliance with IRC policy and labor laws;
• Ensure the implementation of proper and efficient induction process for all new joiners along with refresher of policy and process. That includes group sessions and individual sessions;
• Ensure goal setting and Performance management evaluation (PME) process including Performance Improvement Plans (PIP) are conducting on a timely manner and work closely with the HR coordinator and other relevant in this process to ensure efficiency and effectiveness of the process;
• Execute timely exit processes (Separation Forms, exit paperwork, and exit surveys) within one month of separation/ exit processes are followed in a timely manner .Exit process should be finalized within a month of separation;
• Ensure Incentive worker hiring process follows as per the compliance of the organization, along with payment of IW is supported by approved time and attendance sheets;
• Ensure cover and support for all HR subordinates with periodic follow-up fields visits for additional support and coaching;
• Review contracts, employee data & records, leave administration and compliance to HR policies and procedures and work with hiring Managers to develop actionable leave plan;
• Developing and implementing HR policies and procedures includes maintaining employee handbooks, guidelines, and procedures that align with the organization’s goals and comply with local laws and regulations.
• Collaborating with other departments and working closely with them to ensure that HR strategies align with overall business objectives, and providing HR support and guidance to other departments as needed.
• Employee Relations: Manage employee relations disputes, complaints and conflicts in a professional manner with the aim of empowering employees and supervisors to have the necessary tools, resources and knowledge to resolve conflicts in a positive reinforcement manner.
• Generate relevant reports by updating necessary trackers to support in decision making and submit weekly reports to the supervisor.

Required Experience/qualification/Skills:

• Graduate from any reputed national and international university or college.
• A Minimum of 4 years of progressively responsible professional experience of HR and of handling employee relations cases.
• 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.

Language/Travel:

• English is required, while Arabic should be native.
• Frequent travel to different site offices in northeast Syria.

Key Working Relationships:

Position Reports to: HR Partner – Whole of Syria
Position directly supervises: HR officers/assistants in all NES locations.

Indirect Reporting (If applicable):
Key Internal Contacts: Field Management team (FMT)

Key External Contacts: HR working group in NES

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.