Human Resource Manager – IRC jobs in Liberia

• Location: Monrovia, Liberia
• Vacancy No: N/A 
• Salary: N/A
• Organization: IRC
• Gender: Both
• Deadline: N/A

Job Description

Over 80 years ago, Albert Einstein helped create the International Rescue Committee (IRC). Today, we are a leading humanitarian and development organization working in more than 40 countries and 26 U.S. cities to help people whose lives and livelihoods are shattered by conflict and disaster to survive, recover, and gain control of their future. The IRC has been present in Liberia since 1996, serving as a lead partner in the health sector. The country program supports the Ministry of Health (MOH) in strengthening the health care systems and service delivery at all levels in accordance with the MOH national standards.

In recent years, IRC Liberia has deepened its commitment to supporting both local civil society organizations and community groups in their recovery efforts – first from the devastating civil war and now from the Ebola crisis. The USAID-funded Community Health Activity Project presents an opportunity to unite these two critical elements by strengthening civil society engagement in delivering health services and rebuilding health systems in Liberia.

 Scope of Work

The IRC has entered into a cooperative agreement with USAID to implement the USAID Community Health Activity in Liberia. The USAID Community Health Activity is a consortium consisting of IRC, Last Mile Health (LMH), Community Safety Initiative (CSI), and Development Education Network-Liberia (DEN-L) to strengthen the Liberian community health system to provide healthcare services in hard-to-reach areas to support sustainable country ownership of community-based health services, through technical assistance and capacity building of Ministry of Health (MOH)/County Health Teams (CHTs). The project will increase service providers’ coverage in underserved districts and improve their capacity to deliver quality health services while strengthening CHTs and communities’ capacity to plan, manage, and monitor health services. The project will directly work with local civil society organizations (CSOs) at the county and community level, providing them with funding opportunities and strengthening their technical and operational capacity to play a key role in service delivery.

 Job Overview

The Human Resources Manager (HRM) provides strategic leadership for the HR function for over 50 staff and incentive workers across all project sites. The HRM will manage the HR team to ensure efficient and high-quality staff recruitment, payroll, contracts management, orientation, learning and development, performance management, compensation and benefits, policy, and labor law compliance, employee engagement, and staff care. The position acts as an HR advisor to the Project Leadership.

The HR Manager will adapt and implement Global HR initiatives and practices – to maximize staffing resources and performance, promote a positive organizational culture, minimize risk, and ensure efficiency of HR processes and procedures in the service of supporting the USAID Community project.

 Main Responsibilities

 Strategic HR Leadership and Management

• Oversee HR administration and ensure 100% compliance with current labor laws; consult and partner with local counsel as needed.
• Manage any lay-offs or reorganizations in partnership with Project Leadership, supervisors, and regional HR to emphasize compliance, due diligence, communications, and staff care.
• Lead exit management to ensure a seamless and positive transition for all departing employees.
• Advise supervisors in determining appropriate, consistent, and judicious disciplinary measures in line with local labor law and global policy.
• Lead all employee relations with professional grace to empower employees and supervisors – with the tools and resources necessary to resolve conflicts with mutual respect. Act as an impartial mediator when necessary. Escalate code of conduct issues, lead or co-lead employee relations investigations, and ensure issues are brought to resolution with appropriate follow-up carried out. Partner with and seek counsel from the Ethics and Compliance Unit (ECU) as needed.

Recruitment and Onboarding

• Initiate and coordinate all recruitment requests and follow through on hiring procedures in line with the IRC policy.
• Prepare and post all job advertisements for all vacant positions in appropriate channels and ensure wide and appropriate distribution, including e-filling applications and sending out HR communications.
• Maintain recruitment resource database (CVs)
• Maintain an organized recruitment resource database and bi-weekly update the recruitment status report and share it with the Supervisor and the Project Director.
• Organize interviews and follow through on hiring procedures in line with IRC policy.
• Liaise with hiring Managers to ensure new staff are oriented upon hire. Include providing pre-assignment information, orienting employee to the IRC Way in the Office

HR Administration and compensation management

• Preparing and tracking offer letters and employment contracts
• Prepare Change of Status (COS) forms as required and draft/track Staff Contracts, termination forms/notifications.
• Ensure internal equity is maintained for staff compensation, benefits, and advice programs lead accordingly.
• Ensure staff understands their benefits package and lead an effective administration of the benefits.
• Maintain accurate and up-to-date personnel records of all employees, including orderly archiving.
• Ensure the IRC Way violations are captured, reported, and followed through monthly.
• Manage staff leave records and share updated leave tracker with supervisors and department leads every month.
• Lead and support payroll process for national staff, including NASSCORP payments.
• Coordinate the national staff health insurance scheme, ensuring timely and accurate reports from the service provider.
• Ensure all staff and eligible dependents are registered on the medical insurance scheme, monitor staff medical coverage, and ensure the scheme functions well.
• Liaise with the health service provider to resolve any issues with the services.
• Follow-up on all medical insurance matters for staff, including adding and deleting staff to/from the employers’ liability and the medical and hospitalization insurance policy schemes, as well as follow-up on payments and claims.

(HRIS) Human Resource Information System Management and HR analytics

• Support the management of IRC Liberia HRIS system and ensure that it is accurate and maintained up to date
• Support the maintenance of all talent acquisition and management processes in Cornerstone and HRIS as assigned, to ensure 100% data integrity.
• Act as a focal point for all Cornerstone Inquiries
• Capacity building for employees, management, and HR focal points in the use of Cornerstone and HRIS.
• Develop reports and dashboards to track key HR metrics and ensure timely submission of global and regional HR reports.

Staff Performance Management and Development

• Coordinate timely performance appraisals and maintain an updated PME database for all staff in coordination with field offices.
• Ensure that performance evaluations for all staff are conducted on time, and review all evaluations to ensure quality and consistency.
• Compile training needs from PME and ensure that they are captured in the Annual learning and development plan.
• Work with the Deputy Country Director to identify the training needs of all national employees and ensure the compilation and implementation before the end of the project.
• Serve as a model of supervisory excellence; supervise and mentor direct-report HR staff, including communicating clear expectations, setting/refining performance objectives, providing regular and timely performance feedback, and leading documented semi-annual performance reviews.
• Provide constructive feedback and counsel on career paths and professional development for HR team and IRC staff; foster a culture of continuous learning opportunities.
• Promote and monitor staff care and well-being. Model and support healthy work-life balance practices in consultation with the regional duty of care advisor.

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.
• Maintain and leverage open communications and partnership on projects and share goals with other HR Managers at the country level, regional HR, and HR HQ levels.
• Provide direct support and advise the Project Director and Leadership on staff communications to ensure clear, consistent, timely, and transparent communication on matters impacting staff.

Change Management

• Assist in organizational change initiatives, including transitions, and restructuring.
• Manage change communication and support employees through transitions
• Ensure smooth execution and implementation of HR transition action plan in compliance with legal requirements

Key Working Relationships:

Position Reports to: Operations Coordinator & PNC Regional Director

Position directly Supervises: none

Key Internal Stakeholders:

Country: Deputy Country Director, Program Director, Deputy Program Director, Finance Coordinator, Sr, Grants Manager, and all staff.

Regional/HQ: Regional HR, Compensation & Benefits, Talent Management, Recruitment; Gender Equality, General Counsel Office; ECU, Regional DOC Advisor, Regional Safeguarding Advisor, Regional Employee Relations Advisor.

Key External Stakeholders:

Local legal counsel, Various Ministries as necessary, and INGO Working Groups.

Qualifications

• Bachelor’s degree required.
• Master’s university degree in HR management, International Relations or Development, MBA,
• Law or a related field is preferred.
• Minimum of 3 years of progressive experience as an HR generalist, including recruitment, performance management, complex employee relations, compensation, training and development, and HR Administration.
• At least 2 years of experience with an international organization or international experience.
• Strategic leadership experience managing an HR function for large budget programs in the INGO sector is strongly preferred.
• Remote management experience is strongly preferred.

Demonstrated Skills and Competencies

• A commitment to IRC’s mission, vision, 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, quickly changing 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.
• Proven track record of professional discretion, integrity, and ability to manage complex HR situations diplomatically and to effective resolution.
• 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
• 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, Excel, Outlook, and PowerPoint is required.
• Analytical ability to create effective HR solutions while adhering to labor laws; working knowledge of Liberian labor law is required.

Language/Travel

• English language is required
• Travel: 20% of time spent in county offices, visiting project sites in IRC field locations. International travel for regional conferences, workshops, and training – per year.

 The IRC and IRC workers must adhere to the values and principles outlined in IRC Way – Standards for Professional Conduct.  These are Integrity, Equality, 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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