HR Manager - Partnership

Requisition ID: req51090

Job Title: HR Manager - Partnership

Sector: Human Resources

Employment Category: Regular

Employment Type: Full-Time

Open to Expatriates: No

Location: Amman, Jordan

Deadline: 7, April, 2024

Work Arrangement:

Job Description

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 - are in need of 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:

The HR Manager for Partnership is responsible for providing support to all the existing and future IRC partners in Syria on the human resource functions. This includes, but not only: policies, recruitment processes, setting benefits and statutory obligations, GEDI policies, HR records, performance management system and targeted learning and development initiatives as well as other HR projects.

Under the support of the HR Director, the HR Manager for Partnership will actively develop and roll out all initiatives related to capacity building of partners in collaboration with partnership and programs units.

Responsibilities:

HR and Sub-Awards

• Participate in the Partner Project Capacity Review process of potential partners and contribute to efforts to collaboratively analyze and manage material risks identified.

• Contribute to Partnership Project Opening, Review and Closure Meetings, including to review successes, challenges, and lessons learned with the partner, capturing effective HR practices for future partnerships.
• Manage the filing system/documentation of all HR capacity sharing initiatives.
• Measure training progress by conducting pre and post evaluation of HR capacity building initiatives.
• Support Organizational Capacity Assessment (OCA) implementation efforts (When applicable)
• Coordinate between IRC colleagues and partner colleagues to facilitate HR project support interventions.

Program Support & Capacity Sharing

• Provide (or delegate) HR training and mentoring support to partners, in accordance with partner project support plans, with a focus on supporting the partner to strengthen HR systems and capacities that are responsive to the needs of the partner (rather than replicating IRC’s systems and policies).
• In coordination with the Senior Capacity Sharing Manager, support in the development HR specific partner support plans.
• Ensure that all HR staff members understand and apply IRC’s partnership principles, and that staff with significant partnership components are guided by IRC’s partnership skills and approaches.
• During the recruitment process, ensure that partnership experience and skills is valued equally to technical skills.
• Promote and utilize guidance and tools that support appropriate recruitment of partnership skills and approaches aligned with IRC's 4-R staff recruitment process, PEERS, IRC Way, and RESCUE100.
• Support HR department in collaboration with Talen Development Manager in delivering capacity building to HR staff.
• Work closely with talent development Manager and Perform other HR related tasks as requested by the HR Director as required.

Qualifications

• At least 4-6 years of progressively responsible professional experience in similar role from which 4 years in Project Management and Managerial role
• Previous experience working with NGOS in the development/humanitarian sector, with knowledge of donor rules and regulations.
• University studies/ Higher education in Human Resources, Business administration or related field. Adult Learning certification is desired.

• Strong experience working in adult training/capacity building of local NGOs/partners.
• Proven sense of professional discretion, integrity, and ability to manage situations diplomatically and to effective resolution.

• Strong project management, coordination interpersonal and negotiation skills and a demonstrated ability to promote harmonious/cohesive teamwork, in a cross-cultural context.
• Strong remote management skills required.

• Diplomatic and strong acumen in establishing positive working relationships with employees and all other stakeholders to maximize cooperation and productivity.

• Excellent presentation and training skills and proven track record in developing capacity of staff
• The ability to work under pressure and with employees from all levels.
• Very strong proficiency in MS Word, Excel, and PowerPoint 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 and a sense of humor is a must.
• Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies.

Language/Travel:

Excellent written and oral communication in both English and Arabic are required.

Travel: 30% to field sites in Syria and Turkey as well as attending regional and global workshops and meetings.

Key Working Relationships:

Position Reports to:Human Resources Director

Position directly supervises: N/A

Indirect Reporting (If applicable): N/A
Key Internal Contacts: Head of Teams (especially, Partnership Coordinator, Deputy Director - Programs and the Deputy Director - Finance), Budget Holders and HR department

Key External Contacts: IRC partner organizations

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.