Tunisia: Senior Human Resources Manager

The International Rescue Committee (IRC) responds to the world's worst humanitarian crises and helps people whose lives and livelihoods are shattered by conflict and disaster to survive, recover, and gain control of their future . Founded in 1933 at the request of Albert Einstein, the IRC works with people forced to flee from war, conflict and disaster and the host communities which support them, as well as those who remain within their homes and communities . At work today in over 40 countries and 22 U.S. cities, we restore safety, dignity and hope to millions who are uprooted and struggling to endure. The IRC leads the way from harm to home.

BACKGROUND: The humanitarian situation in Libya has deteriorated since the 2014 civil war. According to the United Nations Humanitarian Response Plan for 2017, 1.3 million people require urgent health assistance, including an estimated 700,000 IDPs and 1 million refugees and migrants. In response, the IRC launched an emergency program in September 2016 in Libya that provides medical care, medicines, and medical supplies in hospitals and primary health care centers (PHCCs). At present, the IRC is conducting these activities in Misrata. In the coming months, IRC Libya will start new health and protection projects in Misrata, Sirte, and possibly Tripoli and southern Libya. To prepare for these new projects, a large volume of staff in Tunisia and Libya will need to be recruited, on-boarded, and trained.

SCOPE OF WORK

The Sr. Human Resources Manager will be responsible for the overall management and implementation of IRC's Human Resources Policies, Procedures, Guidelines and Tools. S/he will work with the Head of Office and Senior Human Resources Partner, to ensure that organizational HR policies and procedures are adapted to the specific context of each response, adequate and known to staff. The Sr. HRM will conduct training on site for national HR staff and others and facilitate development and implementation of appropriate HR management responses including plans and Standard Operating Procedures that fits IRC's policy and standards. S/he will provide expert HR advice to all levels of IRC staff working in the Libya program emergency response. The Sr. HR Manager, is responsible for the selection and hiring of the national HR staff (HR Managers, Officers and Assistants) and leading the overall HR functions including work- force planning, recruitment, staff administration management, staff development, etc. S/he will also be encouraged to participate in other departmental activities, including team meetings, continuing education activities, annual conferences, and research activities.

Major Responsibilities:

HR Strategic Planning

• Set up the HR department and provide management oversight and leadership.
• Develop an HR strategy for the country program which is in line with the organizations, regional, and global goals and objectives.
• Develop and implement a manpower planning helping the new/existing country program to have the needed staff with the right competence on time, both national and international.
• Devise and implement metrics as and when needed.

Hiring & Recruitment

• Oversee full-cycle recruitment process and directly recruit senior-level positions; Employ traditional sourcing strategies, actively network and employ innovative, creative recruiting methods to hire the best talent
• Facilitate and coordinate recruitment and selection process according to IRC policies and procedures; set in place the recruitment team as appropriate;
• Coordinate recruitments and orientations/transition of both new/ transferring staff.
• Review and approve job position requests, job descriptions and make recommendations, ensuring accuracy and consistency
• Coordinate vacancy posting in internal and external media as appropriate.
• Coordinate interviews and provide interview outcome summary.
• Ensure, the tracking system of the recruitment process and compile monthly report on recruitment are maintained.
• Review all job offers and contracts and ensure internal equity

HR Administration & Compliance

• Co-Lead implementation for IRC's Global HR Operating Policies and Procedures
• Oversee HR-related administrative duties and ensure they are compliant with existing legal and government reporting requirements
• Ensure IRC is in compliance with all labor laws, and minimization of legal exposure.
• Ensure the International and National Staff Handbooks are developed and in place; Review of policies and procedures, making recommendations
• Ensure, File and update of all head office staff personnel and statutory documents and ensure that all staff information are properly kept, updated and confidentially maintained
• Monitor and coordinate staff contract management.
• Lead exit management procedure to ensure seamless and positive transition for departing employee
• Serve as an ambassador and champion for the IRC Way: Standards for Professional Code of Conduct; escalate code of conduct issues to the Head of Office and Senior HR Business Partner for additional support and to ensure issue is resolved and appropriate follow-up is carried out
• On an as needed basis liaise with the local legal counsel on HR issues that requires legal interpretations
• Represents IRC in HR consortiums and INGOs cluster meetings;

Compensation & Benefits Management

• In partnership with the Senior HR Business Partner, define and review in-country salary structure and benefits plans and communicate changes or updates
• Facilitate administration of staff benefits and compensation as stipulated in the HR policies
• When possible, ensure the budgeting and implementation of an HR payroll system in place
• Ensure the process of the monthly HR payroll documentation on timely basis ensuring completeness and accurate documentation
• Ensure that all exiting staff clearance forms are submitted before final dues are processed.
• From the early days of an emergency response and in collaboration with the finance team, ensure all staff are properly oriented and trained on the completion and submission of monthly Time&Effort sheets.

Performance Management

• Lead the performance management process including creating a plan to manage annual reviews, conduct training on goal-setting, utilize budgets to organize development activities and work one-on-one with managers and employees
• Coordinate and ensure timely completion of the annual performance evaluation process.
• Coordinate and ensure timely completion of the annual merit plan process

Employee Relations & Discipline

• Lead all employee relations with professional grace; lead investigations to resolve issues/conflict in the workplace with close collaboration with Senior HR Business Partner
• Act as an impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements
• Maintain an effective negotiation process and harmonious employee/employer relationship
• Advise supervisors in determining appropriate disciplinary plans of action

HR Team Management

• Serve as the primary source of HR knowledge in response to employee and/or supervisor requests, be well versed in IRC Global HR Policies, and provide weekly, monthly and quarterly HR metrics as required
• Ensure all Generalist HR activities are carried-out in adherence to these standards
• Work with the Senior Management team to determine workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate nationalizing roles and staff retention
• Manage, train, mentor HR team; create detailed plan to build capacity for every HR staff, including performance objectives, recruitment and commitment to development
• Ensure that the HR team is working in a harmonized manner with consistency among application of policy throughout all offices, and identify and implement mechanisms to ensure cooperation, communication and teamwork

Staff Care

• Develop supportive plans of action for staff care as part of the overall response strategy, ensuring a comprehensive approach to support the well-being of staff and foster a positive working environment. Recommendations in this plan should address actionable activities and advice to support the morale and the social, physical, and psychological well-being of staff.
• Conduct assessments for staff care needs in all operational sites and field offices, when needed.
• Work to actively engage in building trust with staff at all levels and in all roles.
• Develop, gather and distribute Stress and Trauma Management (STM) educational reading and materials to all staff on a regular basis.
• Conduct formal and informal STM trainings and ensure structures are in place to support stress management activities and structures.
• Utilize various methods to understand the support needs, concerns, and stress levels of staff, and advise management through regular consultation on how to better meet the needs of staff to minimize any issues.
• Develop & coordinate staff care services with other local agencies and professional organizations.

HR Information and reports

• Spearhead internal staff communications, team-building and employee engagement activities
• Elevate requests as needed to the Deputy/Field Director and/or Senior HR Business Partner
• Coordinate all HR reports (weekly, monthly, and quarterly) preparations.

• Submit all HR reports or data request on time.

• Actively participate in global and regional HR/EPRU conferences, leading sessions as required.

KEY WORKING RELATIONSHIPS

Position Reports to: IRC Libya Head of Office with a dual report line to Regional HR Business Partner.

Position directly supervises : HR Officer / Manager in Libya.

Works closely with: Other country program and management team.

REQUIREMENTS

• Master's Degree in Human Resources or Bachelor's Degree required and advanced professional certification in human resource management ( SPHR, GPHR, CIPD or other HR professional certification)
• At least 6 years of experience in human resources management including a minimum three years in conflict/emergency locations
• Demonstrated success as an HR generalist supporting employee groups of 200+ employees in multiple locations within the region or global environment required.
• Demonstrated ability to identify, recommend and implement best practice approaches that deliver rapid, consistent, high-quality HR management and service provision in an emergency environment
• Proven abilities to effectively work with local legal counsel and government departments (Ministry of Labor, Immigration etc) to rapidly identify host country legal requirements, for expatriate and national staff negotiate approvals and constructively resolve HR legal issues.
• Strong collaborator with effective interpersonal and analytical skills who is able to work seamlessly across countries, cultures, and organizational units required
• Demonstrated ability to work, manage, and meet competing deadlines in a fast-paced, high volume environment and on deadline; aptitude for problem solving and decision making needed
• Superb written and verbal communication skills required. Capable of managing conflict and conflicting views.
• Good knowledge of HRIS systems preferred.
• Fluency in English required, with priority placed on French and Arabic as well.
• Understanding of humanitarian principles, codes of conduct and ideally, specific sub-sector work linked to NGO field operations contexts;

The IRC and IRC workers must adhere to the values and principles outlined in IRC Way - Standards for Professional Conduct. These are Integrity, Service, and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity, and Anti-Retaliation

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