Senior HR manager- Central African Republic

Under the supervision of the HR Coordinator, The Human Resources Senior Manager is a generalist position responsible for providing practical expertise for specific HR fields for around 300 staff and incentive workers across the CAR Country Program. The HR Senior Manager is a pivotal role and designed to ensure the implement of efficient HR operations in the areas of: learning and development, employee relations, employee engagement and staff care. The position acts as an HR technical support to the HR Department closely collaborating and reporting to the National HR Coordinator.

The Senior HR Manager will adapt and implement Global HR initiatives and practices and serve as an advisor to maximize Learning and Development resources, support in promoting a culture of staff care, and minimize employee relations risks through continuous efforts to improve employee engagement.

Responsibilities

Staff care

• Closely work with the Regional Staff Care Specialist to support the implementation of staff care culture in CAR by providing multiple channels of marketing for IRC Employee Assistance and Resilience Program (KonTerra program) including but not limited to distributing materials produced regionally and globally, support the initiatives in creating locally relevant materials, speaking at staff forums and serving as a focal point of contact for staff questions on the EARP program.

• With the support of the Regional Staff Care Specialist, implement local assessments on staff welfare and workplace environments. Modalities could include: Survey, focus groups, site visits, and key informant interviews

• Support the development of specific staff care plans to be incorporated into strategic action implementation plan and support country program to develop responsive and appropriate staff care plans that social, physical, and psychological well-being of staff.

• Develop and coordinate a comprehensive database of staff care services through identifying and assessing potential local counselors in the areas where IRC works; liaise with other local agencies, INGOs and professional organizations to maximize learning and efficiency.

Learning and development

• Partner with Managers and consolidate Learning plans and analysis to be shared with HR Coordinator.

• Support implementation of Regional and Global initiatives in the areas of L&D, including but not limited to People Priority of the Regional Road map; promotion of development opportunities, and fostering a learning mindset in the CAR’s diverse and complex context.

• Collaborate with Talent Management Unit to ensure initiatives and resources are relevant and accessible to the CP and mainly staff in the field.

• Support putting in place a mechanism to provide constructive feedback and counsel on career paths and professional development for HR team and IRC staff; champion a culture of continuous learning opportunities.

• Provide HR orientation for new employees as directed by HR Coordinator, including Safeguarding and Code of Conduct Trainings.

Employee engagement

• Participate in employee engagement and GEDI action planning and interventions with the aim of improving morale, team cohesion, learning and development and other prioritized areas.

• Promote good team spirit within the organization. Develop team building activities.

• Under the direction of HR Coordinator, support the implementation of People Survey action plan and ensure continuous follow up and reporting.

• Communicate and encourage active practice of the principles of the “IRC Way – Global Standards for Professional Conduct” throughout the country program.

• Provide direct support and advise HR Coordinator and on staff communications to ensure clear, consistent, timely and transparent communication on matters impacting staff.

Employee relations

• Advise the HR Coordinator on all employee relations in a professional manner with the goal of giving employees and supervisors the tools and resources to resolve conflicts in a mutually respectful manner. Act as an impartial mediator when necessary. Monitor code of conduct issues, participate in or co-lead labor relations investigations and ensure that issues are resolved and appropriate follow-up is conducted.

• Advise the HR Coordinator and supervisors in determining appropriate, consistent and sound disciplinary actions consistent with local labor law and overall policy.

• In collaboration with Regional ER Coordinator, advise managers on the interpretation/application of HR policies and procedures to ensure compliance with, donor, and local legal requirements, Respect at work policy and other internal policies.

• Oversee HR administration and ensure 100% compliance with current labor laws; collaborate and partner with local counsel as needed.

• Attend to other requests and projects as assigned by the HR Coordinator

Communications

• Communicate and encourage active practice of the principles of the “IRC Way – Global Standards for Professional Conduct” throughout the country program.

• Maintain a healthy and empowering office environment that encourages open, honest and productive communication among IRC staff by delivering employee engagement and communication action plans.

Key Working Relationships:

Position Reports to: HR Coordinator

Key Internal Stakeholders:

• In country HR Team members and all staff within the country program.

• Regional and HQ: Regional Staff care Specialist, Regional ER Coordinator, ECU representatives

Key External Stakeholders: Local legal counsel, and in – country INGO HR working groups

Job Requirements:

Education:

• Bachelor’s degree required. Master’s university degree in HR management, International Relations or Development, MBA, Law or related field is preferred.

Work Experience:

• Minimum of 05 years of progressive experience as an HR generalist, including recruitment, performance management, Staff Care, complex employee relations, compensation, training and development and HR Administration.

• Minimum 3 years successful staff management experience

• At least 2 years of experience with an international organization or international experience.

• Formal training or working knowledge in Critical Incident Stress Management (CISM)

• Ability to work in a high-stress, rapidly changing environment with professional grace and a positive approach

• Demonstrated consultative leadership style and problem-solving approach that promotes social

• Experience designing and implementing learning programs at country level

Demonstrated Skills and Competencies:

• A commitment to IRC’s mission and humanitarian principles.

• Receptive to building and maintaining positive relationships with people from all backgrounds, genders, cultures and viewpoints.

• Resourceful in figuring out how to get things done, seeking opportunities to learn and grow, contributing creative and innovative ideas and serving as a change champion.

• Resilient and able to thrive in a fast-paced, vibrant environment with a sense of urgency and an ability to deliver results under pressure.

• Results-oriented approach to planning and prioritizing HR activities.

• Demonstrated commitment to pursue work/life balance for self and others.

• Highly collaborative and consultative approach.

• Top-tier written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development in English and French

• Excellent management, interpersonal, consultative and negotiation skills and a demonstrated ability to promote harmonious teamwork, in a cross cultural context.

• Very strong proficiency in MS Word, Teams, Outlook, Excel, Outlook and PowerPoint is required.

• Analytical ability in creating effective HR solutions while adhering to labor laws; Working knowledge of CAR labor law is required.

Language/Travel:

• English and French language is required; Local Languages spoken in CAR is a plus.

• Travel: 20% of time spent visiting project sites in country locations. International travel for regional conferences, workshops on a need-to basis.

Standard of Professional Conduct: IRC and IRC employees are required to abide by the values and principles outlined in the IRC Way Code of Conduct which are Integrity, Service, Accountability and Equality. In accordance with these values, IRC operates and implements policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Harassment-Free Workplace, Fiscal Integrity, Anti-Retaliation, Combating Trafficking in Persons and several others.

Diversity, Inclusion and Gender Equality: IRC acknowledges and honors the fundamental value and dignity of all individuals. We are an Equal Opportunity Employer and consider all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, gender identity, age, marital status, veteran status or disability. IRC is also 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.

Returning National Candidates: IRC strives to attract, motivate and retain qualified national staff in our programs. 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 IRC 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.

How to apply

https://rescue.csod.com/ux/ats/careersite/1/home/requisition/29590?c=rescue

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