Regional HR Manager, MENA

Country: Lebanon
Organization: International Federation of Red Cross And Red Crescent Societies
Closing date: 31 May 2021

Background

The International Federation of Red Cross and Red Crescent Societies (IFRC) is the world's largest humanitarian organization, with 192 member National Societies. As part of the International Red Cross and Red Crescent Movement, our work is guided by seven fundamental principles; humanity, impartiality, neutrality, independence, voluntary service, unity and universality.

Organizational Context

The International Federation of Red Cross and Red Crescent Societies (IFRC) is the world’s largest humanitarian organization, with a network of 192-member National Societies. The overall aim of the 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.” The IFRC works to meet the needs and improve the lives of vulnerable people before, during and after disasters, health emergencies and other crises. The 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 the IFRC is guided by the following fundamental principles: humanity, impartiality, neutrality, independence, voluntary service, unity, and universality. The 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. The IFRC has five regional offices in Africa, Asia Pacific, Middle East and North Africa, Europe, and the Americas. The 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 three 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), Budapest (Hungary). The Directors of the three departments within the Management Policy, Strategy and Corporate Services (MPSCS) Division report directly to the USG-MPSCS. The USG-MPSCS also manages the Director of the IFRC Global Services Centre in Budapest.

Job Purpose

Under the guidance of the Regional Director, the Regional HR Manager is primarily responsible for providing HR support and advice to the Region in line with the overall global Federation HR policy and Strategy. The incumbent is accountable for:

  • Establishing and building a cohesive approach to all aspects of human resources in the Region;
  • Providing overall management of the HR team and practice in the Regional Office;
  • Establishing and monitoring HR related Key Performance Indicator (KPI) targets to improve overall organizational performance;
  • Supporting managers in selecting top quality and committed professionals in all core areas of programming;
  • Ensuring that all HR projects and tasks are completed effectively;
  • Being the key HR focal point when a disaster occurs in the region;
  • Nurturing a working environment which enables effective performance and compliance of set standards of discipline;
  • Monitoring and disseminating HR Policies, Procedures and Standards across the Region;
  • Serving as part of the Global HR team; keeping abreast of and developing global HR policies and practices;
  • Recruiting and coaching HR staff.

Job Duties and Responsibilities

A. Building and Strengthening HR capacity

  • Establish and build a cohesive approach to human resources in the Region.
  • Manage Regional Office HR staff, ensuring optimal utilisation of resources to deliver a high-quality service.
  • Provide technical support/management to HR Officers in other locations, from a distance and/or direct technical support as may be required.
  • Build an appropriate human resource structure that supports HR activities of the Regional Office.
  • 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 emergency skillset of the extended HR team to ensure that there are numerous 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.
  • Receive any complaints or allegations in a confidential manner, referring the issue to the most appropriate party; ensure timely follow-up and appropriate actions are communicated and implemented.

B. Recruitment and selection

  • Consolidate plans and forecasts for staffing needs and coordinate international recruitment using the Federation systems and procedures.
  • 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 HR Geneva.
  • Lead the coordination and deployment of staff in emergencies in the Regions using the Federation HR tools and systems.

C. 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 Staff Health Officer to establish and maintain a staff wellness programme.
  • Advise and build capacity and performance of staff members and managers to handle sensitive and complex issues and topics.

D. Remuneration and Benefits

  • Oversee and coordinate remuneration and benefits systems for locally recruited staff in Federation offices following the overall Federation approach with an aim to have effective and attractive systems in place which are tailored to the country context yet harmonised at the regional level as much as possible.
  • Provide technical support to help Country and Cluster Offices meet all required statutory labour requirements.

E. 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.
  • 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. Administer contracts.
  • Carry out background reviews or preliminary assessments on issues related to violation of Code of Conduct or other IFRC Policies or workplace issues upon request. Ensure findings and needed information are provided to Audit in a prompt and confidential manner and that any HR related communication with staff is carried out efficiently, confidentiality and properly recorded.
  • Consult on a regular basis with the Regional Director to develop, implement and report on an action plan to address any HR related areas or practices.
  • Communicate to staff matters of policy and procedures keeping staff informed of new developments.
  • Serve as the key HR focal point for the roll out of the Child Protection Policy.
  • Ensure staff, volunteers and all those affiliated with the Movement are aware of their rights and obligations.

F. 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.
  • Maintain up to date HR data for staff in the Region while ensuring protection of HR data and adherence to relevant policies.
  • Generate HR data, narrative and reports to inform decision-making and to enable action on key HR strategic global matters such as Diversity and child protection.

G. 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 NSD Unit.

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

Experience

Required:

  • At least 8 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 OD and/or change management experience.
  • At least 5 years of experience in recruitment and selection or talent management or experience with business partnering

Preferred:

  • Experience working in the Field
  • Working experience in different regions

Knowledge, skills and languages

Required:

  • Demonstrated mentoring and coaching skills
  • 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
  • High level skills in use 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)
  • Other languages

Competencies and values

Core Competencies: Communication; Collaboration and Teamwork; Judgement and Decision Making; National Society and Customer Relations; Creativity and Innovation; Building Trust;
Managerial Competencies: Managing Staff Performance; managing Staff Development
Functional Competencies: Strategic Orientation; Building Alliances; Leadership; Empowering Others

Comments

The Federation is an equal opportunity employer.

How to apply:

Interested candidates are invited to apply via the following link:

https://www.ifrc.org/en/who-we-are/working-with-us/current-vacancies/job-description/?id=78575



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