HUMAN RESOURCES MANAGER

Reports to (role)

• Line Manager: Head of Delegation or Head of Support
• Functional Manager: Regional HR Partner or HR Manager 2 – 4

What we do

The International Committee of the Red Cross (ICRC) works worldwide to provide protection and humanitarian assistance to people affected by conflict and armed violence. We take action in response to emergencies and, at the same time, promote respect for international humanitarian law. We are an independent and neutral organization, and our mandate stems essentially from the Geneva Conventions of 1949. We work closely with National Red Cross and Red Crescent Societies and with their International Federation in order to ensure a concerted, rational and rapid humanitarian response to the needs of the victims of armed conflict or any other situation of internal violence. We direct and coordinate the international activities conducted in these situations.

Purpose

The HR Manager (HRM) acts as a strategic partner, change agent, employee champion and functional expert supporting and contributing to the ICRC operations. The HRM brings intelligence and insights on People And Culture matters (PAC) to the Delegation Management Team and the HR Service Providers (HR Officers, HR Assistants, sometimes Finance & Administration Managers) in the field and ensures PAC strategies and objectives are aligned to the Delegation´s strategic objectives (PFR) and operational needs.

The role assesses and anticipates PAC related needs and ensures integrated solutions are provided jointly with Regional HR Partner and PAC Centers of Expertise (CoEs). The HRM serves as the main interlocutor partnering with the respective management team on all PAC issues such as operational advice on staffing issues and working conditions. S/he is responsible for the whole employee life cycle from recruitment to performance management, reward and payroll, career path and workforce planning to exit management, Diversity Equity and Inclusion, as well as staff health and well-being. Furthermore, the HRM plans, organizes, and controls the HR activities of the assigned area of responsibility and ensures HR policies and processes are harmonized, compliant with ICRC standards and local legislation. The HRM is heading a department and responsible to manage, mentor and coach a team as well as ensure the budget and organizational design of her/his own department is fit for purpose.

General Duties

• Understand and adheres to the 7 Fundamental Principles of the Red Cross/Red Crescent Movement;
• Understand and adheres to the ICRC Code of Conduct;
• Understand the components of the Red Cross/Red Crescent Movement;
• Respects and observes staff regulations and security rules at all times;
• Represent the ICRC in a professional manner at all time;
• Develop and maintain a pleasant and conducive working environment with colleagues and line managers;
• Perform all duties with the highest level of confidentiality in the interest of the employees and the ICRC;
• May be asked to perform duties and task not covered in this job description as well as to provide support to other departments when necessary.

Accountabilities & Functional responsibilities

Act as strategic partner to the management team aligning PAC, Delegation’s PFR, regional (RSF) and institutional strategies (20-40%)

• Actively participates in the reflection, analysis and understanding of the working environment, giving insight on HR impacts or requirements of the decisions potentially taken;
• Is responsible to develop and maintain the HR Roadmap of the Delegation on an annual basis (including HR Quality Assessment) that is aligned with the Global PAC strategy
• Analyze and improve the coherence and pertinence of the HR set-ups evolution;
• Ensure functional responsibility for HRSP in the field and provide support and advice in the application of HR tools, policies, processes and guidelines;
• Provide guidance and input on organizational restructures, workforce planning and succession planning;
• Contributes to the Delegation’s PFR
• Contributes to the Contingency Plan of the Delegation and facilitate HR response in case of a crisis e.g. CMT, RDM
• Is responsible and accountable for the HR department budget
• Collaborate with Compensation & Benefits Managers in Geneva to establish pay practices and pay bands that help to recruit and retain talents
• Prepare periodic reports for management, as necessary or requested, to track strategic goal accomplishment and use evidence or data to help make informed decisions;

Act as change agent to the management initiating, facilitating, and coordinating changes on HR practices, processes and tools (20-40%)

• Remain up to date about tools, techniques, and practices of change in order to effectively and efficiently manage change and respond to the organization’s requirements;
  Contribute to the development and promotion of HR global initiatives, and participates in their implementation in the Delegation;
  Communicate timely relevant HR information to the HRSPs and management team, ensuring all key stakeholders are aware, informed and prepared prior to the deployment of any HR related changes;
  Lead and facilitate change on organizational design, system and process redesign;
  Coach and assist HRSPs in the field and the management team in good HR Management practices and people management responsibilities (HR Capacity Building);
  Raise awareness about HR trends that affect the regional operations;
  Contribute to Global initiatives initiated by the Region (HRPs) or HQ at large to improve HR standards, policies, and practices;
  Is responsible for the engagement in the Delegation (e.g. Our Voice);
  Is responsible for employee relations, which includes interactions with Staff Association.

Act as the HR function expert providing guidance and support on procedures, process, policies and tools (10-30 % to be adjusted)

• Take responsibility for continuous improvements in the local HR Management;
• Provide support and advice to HRSPs in the field in the application of HR tools, policies and guidelines;
• Ensure HR consistency and coherence across the area of responsibilities;
• Is aware of HR issues and concerns in the area of responsibilities, as well as of all novelties regarding the institution HR initiatives thus maintaining status as a recognized expert;
• Creates and delivers effective and efficient HR processes and services tailored to unique HR needs;
• Is literate with HRspace, ICRC intranet structure and all HR TeamSpaces libraries and thus able to rapidly access information and quality HR services;
• Oversees payroll process and is responsible for verifying and validating payslips;
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance and partners with the legal department as needed/required
• Is accountable for HR compliance at the level of the Delegation (including Annual Conformity Exercise)
• Is responsible for the maintenance but also development of HR processes, policies and tools, feeding upward insight from the field to ensure that the changes proposed are relevant and sustainable for the field;
• Is leading PAC projects and systems such as PMD, Medical Plan, My Request and IRSP etc;
• Oversees LnD activities in the Delegation.

Is supporting and accompanying Line Managers in their People Management capacity (10-30% to be adjusted)

• Facilitate, measure and improve the quality of management and teamwork;
• Ensure the HR Roadmap is well understood by Line Manager, in particular their responsibility towards Resident Talent Framework, Wellbeing and Diversity Equity & Inclusion;
• Advise and coach line managers in fulfilling their people management responsibilities;
• Coordinate and facilitate employees’ surveys;
• Promotes inclusive working environment;
• Promote a healthy work/life balance;
• Support corrective actions with managers and staff members;
• Ensures fair, ethnical, and equitable HR process and practices.

People management responsibilities

• Understands and supervises the Performance Management & Development (PMD) activities for employees under their supervision;
• Engages in ongoing and continuous feedback and support, particularly for employees under their supervision, but also other staff members;
• Organizes regular meetings within their team to ensure optimal coordination of the work and proper flow of information;
• Coordinates and supports the employees under their supervision in their personal development by coaching and advising them on internal and external training and development possibilities;
• Oversee and manage staff health manager.

Relationships

• Internally, interacts with staff and management team of the assigned area of responsibility. Also interacts with all actors of the HR Department with Partnering Division through the HR Partner, HRM peers in the Region and beyond, Talent Division, the various Centers of Expertise (CoE) and other PAC units.
• As head of PAC Department in the Delegation, interacts with all HR Service providers, including Staff Health, in the Delegation as a red and/or blue line.
• Externally, interacts within the broader HR community beyond ICRC and within the humanitarian sector, local labor authorities HR practitioners and HR service providers for specific issues in accordance with the HR department’s strategy.

Professional Experience required

• Fluency in English and French (C1) is mandatory.
• Proficiency in other ICRC languages (Spanish, Arabic and Russian) is considered a very strong asset;
• At least 2 years experience in an international environment (experience in an unstable environment is a strong asset)
• Confirmed experience of minimum 5 years as HR Manager or HR Executive or HR Generalist or HR Business Partner;
• Experience in humanitarian, development, cooperation, volunteering organzations is a strong asset;
• Experience successfully operating in a matrix organization is a strong asset;
• Strongly motivated by humanitarian work;
• University diploma in HR with a minimum of a Bachelor degree, Master\’s degree a strong asset;
• Excellent active listening, negotiation and presentation skills as well as written and spoken communication skills;
• Experience in the management of complex and diverse teams (mid to large size) with demonstrated track record in driving transformation and implementing change in complex and challenging situations;
• Is able to adapt to fast changing environment and navigate between transactional and strategic tasks;
• Ability to build strong partnership with Management and other stakeholders in the Delegation;
• In-depth knowledge and experience of HR-good-practices, profound knowledge of HR systems and databases;
• In-depth knowledge in employment law, HR administration, workforce and organizational planning, compensation and benefits, recruitment, selection and staffing, performance management, learning and development, employee relations, staff health and safety, and employee engagement;
• Competence to build and effectively manage interpersonal relationships at all levels of the organization;
• Demonstrated ability to lead and develop HR department staff members.