Organizational Context

 

The International Federation of Red Cross and Red Crescent Societies (IFRC) is the world’s largest humanitarian organization, with a network of 191-member National Societies. The overall aim of IFRC is “to inspire, encourage, facilitate, and promote at all times all forms of humanitarian activities by National Societies with a view to preventing and alleviating human suffering and thereby contributing to the maintenance and promotion of human dignity and peace in the world.” IFRC works to meet the needs and improve the lives of vulnerable people before, during and after disasters, health emergencies and other crises.

IFRC is part of the International Red Cross and Red Crescent Movement (Movement), together with its member National Societies and the International Committee of the Red Cross (ICRC). The work of IFRC is guided by the following fundamental principles: humanity, impartiality, neutrality, independence, voluntary service, unity, and universality.

IFRC is led by its Secretary General, and has its Headquarters in Geneva, Switzerland. The Headquarters are organized into three main Divisions: (i) National Society Development and Operations Coordination; (ii) Global Relations, Humanitarian Diplomacy and Digitalization; and (iii) Management Policy, Strategy and Corporate Services.

IFRC has five regional offices in Africa, Asia Pacific, Middle East and North Africa, Europe, and the Americas.

IFRC also has country cluster delegations and country delegations throughout the world. Together, the Geneva Headquarters and the field structure (regional, cluster and country) comprise the IFRC Secretariat.

The Under-Secretary General, Management Policy, Strategy and Corporate Services (USG-MPSCS), reports directly to the Secretary General, and leads the Management Policy, Strategy and Corporate Services Division. This Division consists of four departments: The Financial and Administrative Management Department (FAMD); the Human Resources Management Department (HRMD); the Supply Chain Management Department (SCMD); and the Global Services Centre (GSC), which is based in Budapest (Hungary).

The Directors of the four departments within the Management Policy, Strategy and Corporate Services (MPSCS) Division report directly to the USG-MPSCS.

The IFRC Regional Directors have coordination lines to the USG-MPSCS to ensure effective coordination across the Secretariat.

The Regional Human Resources (HR) Manager reports directly to the Regional Head of Corporate Services. The technical reporting line of this position is the Director, Human Resources Management Department (HRMD) in Geneva. The Regional HR Manager is a member of the HRMD Global Team. For operational reasons, this position is eligible for rotation across regions and/or to headquarters in Geneva.

 

Job Purpose

 

Under the supervision of the Regional Director and the technical guidance of the Director, HRMD, the Regional Human Resources (HR) Manager is primarily responsible for providing human resources support and advice to the Region in line with the overall global Federation HR policy and Strategy. The incumbent is accountable for the overall management of the HR Team as well as Staff Health in the Regional Office. In coordination with HRMD in Geneva, the incumbent safeguards the HR processes in the region, ensuring compliance with HR rules, policies, regulations, procedures, and standards. The incumbent also serves as a member of the Global HR Team, keeping abreast of, and developing, global HR policies and practices.

 

Job Duties and Responsibilities

 

Building and Strengthening Human Resources (HR) Capacity

• Establish and build a cohesive approach to HR in the Region.
• Manage and develop a high-performing, cohesive and engaged Regional Office HR staff, ensuring optimal utilisation of resources to deliver a high-quality service.
• Serve as technical advisor to HR colleagues in the Regional Office and other locations such as Country Cluster Delegations, Country Delegations and Country Offices.
• Build an appropriate human resource management structure that supports HR activities of the Regional Office.
• Ensure that the Regional HR staff have the necessary guidance, tools, and competencies to provide quality and effective HR services to stakeholders.
• Create a working environment within the unit that ensures staff growth, motivation, and satisfaction.
• Provide quality and professional advice to line managers on all aspects of HR.
• Contribute to the development of a high-quality team of HR staff in the Region and coordinate and support the strengthening of HR networks within the RC/RC Movement.
• Offer direct HR technical support to emergency operations.
• Strengthen and maintain the HR-in-Emergencies skillset of the extended HR team to ensure that there is adequate HR staff to support an emergency operation.
• Establish and strengthen inter-agency HR networks to share policies and practices; keep abreast of HR developments and priorities in other international organisations in order to perform even more effectively within the Federation and National Societies.

Recruitment and Selection

• Consolidate plans and forecasts for staffing needs and coordinate international recruitment using the Federation systems and procedures.
• Oversee thorough background checks for all new hires.
• Classify positions and ensure coherence to Global Classification system.
• Provide guidelines and tools for managers to set and meet diversity targets.
• Coordinate with the Disaster Management (DM) Unit to ensure that the HR system, using the applicable DM tools, enables fast deployment of people, while working towards improving the system.
• Develop other suitable HR tools and solutions for resourcing in close coordination and collaboration with HRMD in Geneva.Lead the coordination and deployment of staff in emergencies in the Regions using the Federation HR tools and systems.
• Ensure the timely, efficient and cost-effective recruitment/selection, deployment and management of talent in the region.
• Oversee an updated and fit-for-purpose onboarding process and Movement/Humanitarian Action induction modules in multiple languages.

Staff Development

• Develop tailored on-boarding programmes, training materials and personal development options for staff.
• Advise managers and staff regarding opportunities and responsibilities for staff development. Monitor training enrolment and completion rates; discuss development needs and opportunities with responsible parties.
• Enhance leadership and management development in line with operational needs and global developments.
• Liaise with the Manager, Occupational Health, Safety and Wellbeing, and other relevant staff, to establish and maintain an appropriate staff psychosocial and wellbeing programme.
• Advise and build capacity and performance of staff members and managers to handle sensitive and complex issues and topics.

 

Job Duties and Responsibilities (continued)

 

Remuneration and Benefits

• Oversee and coordinate remuneration and benefits systems for locally recruited staff in Federation offices following an overarching Federation-wide approach aimed at ensuring the existence and applicability of effective and attractive systems tailored to country contexts yet harmonised at the regional level as much as possible.
• Guide and support local HR Teams in the analysis of benchmarking reports and the design/development of salary scales and benefit packages for locally hired staff.
• Provide technical guidance and support to help Country and Cluster Offices meet all required statutory labour requirements.

HR Policy and Procedures

• Support managers in reviewing and harmonising Staff Regulations for local staff as needed, maintaining a register of approved National Staff Regulations and ensuring compliance with all applicable statutory requirements.
• Interpret HR policy, procedures and Staff Regulations and advise managers accordingly.
• Support management in nurturing a working environment which enables effective performance and compliance with set standards of discipline.
• Support the Regional Director and managers in ensuring implementation and compliance of the Staff Code of Conduct.
• Facilitate effective consultation and good working relationships with management and staff bodies.
• Develop an appropriate system for health and psychological support for staff in the Region based on global standards.
• Ensure effective implementation of HR procedures, systems, and processes.
• Serve as the key HR focal point for the roll out of the Child Protection Policy and related instruments.

Performance and Data Management

• Establish regional targets to meet HR-related KPIs.
• Coach, support and advice managers and staff in performance management, including handling misconduct and other forms of grievances.
• Generate data-driven key HR metrics, narratives, and reports to inform decision-making and to enable action on key HR strategic global matters such as diversity, equity, inclusion, and child protection.

Provide Technical Support to National Societies

• Provide technical support to initiatives aimed at National Societies in the region, as needed.
• Support HR capacity building in National Societies in close cooperation with the relevant national society development Unit.

Case and Complaints Management

• Act as the focal point in the Region in providing inputs to Geneva on case management issues and processes as well as on inter-staff conflicts.
• Receive any complaints or allegations in a confidential manner, referring the issue to the most appropriate party; and ensure that timely follow-up and appropriate actions are communicated and implemented.

Contribute to the building of an effective, high-quality, fit-for-purpose Global HR Team

• Always demonstrate the highest level of confidentiality, integrity, and professionalism.
• Work actively to achieve the Global HR Team’s strategic objectives within the Organization’s strategic documents – Strategy 2030 and the Agenda for Renewal.
• Participate in the development of a customer service-oriented culture that values proactivity, continuous improvement, innovation, and high performance.
• Support the Surge Optimisation process, and ongoing Surge requirements by designing process and procedures which ensure HR is best placed to provide.

 

Education

 

Required:

• Advanced degree (Masters or equivalent), in HR management or any other related field. A combination of a university degree and extensive related experience may be accepted in place of advanced university degree.
• Professional HR qualification.

Preferred:

• Certification or other qualification in Project Management.

 

Experience

 

Required:

• At least 7 years HR experience in a multicultural environment.
• Demonstrated HR professional experience working in an international organization, NGO, or other relevant international and cross-cultural environment.
• RC/RC experience or experience of working for an international organisation.
• Experience in managing and supporting diverse and multicultural teams.
• At least 5 years of OD and/or change management experience.
• At least 5 years of experience in recruitment and selection or talent management or experience with business partnering.
• Knowledge of a broad spectrum of key HR areas and practices, including employment law, HR Administration, workforce and organisational planning, compensation and benefits, performance management, learning and development, employee relations, employee engagement as well as staff health and safety.
• Experience in the use of computerized tools and HR systems and databases.
• Working experience in different regions. Ability to communicate clearly and concisely in spoken and written English.

Preferred:

• Experience working in the Field.
• Good working knowledge of another IFRC official language (French, Spanish or Arabic).
• Competency in other languages.

 

Knowledge, Skills and Languages

 

Required:

• Demonstrated mentoring and coaching skills.
• Demonstrated ability to lead and develop HR colleagues.
• Excellent written and interpersonal communication skills.
• Strong cultural sensitivity.
• Excellent organizational and planning skills.
• Well-developed cross-functional and networking abilities.
• Excellent customer service orientation.
• Demonstrated ability to provide advice to Senior Management.
• High-level knowledge of computerised tools and HR systems.
• Ability to communicate clearly and concisely in spoken and written English

Preferred:

• Good working knowledge of another IFRC official language (French, Spanish or Arabic).
• Competency in other languages.

 

Competencies, Values and Comments

 

Core Competencies: Communication; Collaboration and Teamwork; Judgement and Decision Making; National Society and Customer Relations; Creativity and Innovation; Building Trust.

Values: Respect for diversity; integrity; professionalism; accountability.

Managerial Competencies: Managing Staff Performance; managing Staff Development.

Functional Competencies: Strategic Orientation; Building Alliances; Leadership; Empowering Others.