Background
The International Federation of Red Cross and Red Crescent Societies (IFRC) is the world's largest humanitarian organization, with 190 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 or “the Federation”) is the world’s largest volunteer-based humanitarian network. The Federation is a membership organisation established by and comprised of its member National Red Cross and Red Crescent Societies. Along with National Societies and the International Committee of the Red Cross (ICRC), the Federation is part of the International Red Cross and Red Crescent Movement. 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.” It works to meet the needs and improve the lives of vulnerable people before, during and after disasters, health emergencies and other crises. The Federation is served by a Secretariat based in Geneva, with regional and country offices throughout the world. The Secretariat is led by the IFRC Secretary General and provides the central capacity of the International Federation to serve, connect, and represent National Societies. The Secretariat’s focus includes providing support to the IFRC governance mechanisms; setting norms and standards; providing guidance; ensuring consistency, coordination, and accountability for performance; knowledge sharing; promoting collaboration within and respect for the RCRC Movement; and expanding engagement with partners. The Secretariat’s headquarters is organized in three main business groups: (i) Partnerships, including Movement and Membership; (ii) Programmes and Operations; and (iii) Management Services. The Regional HR Manager reports directly to the Regional Director. The position is located in the Africa Regional Office based in Nairobi. The technical reporting line of this position is the Head of HR Department in Geneva. The HR Manager is a member of the HR Global Team.
Job Purpose
Under the guidance of the Regional Director, the Human Resource Manager is primarily responsible for providing HR support and advice to the Africa Region in line with the overall global Federation HR Strategy. The HR Manager is accountable for:
Establishing and building a cohesive approach to all aspects of human resources in the Region;
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;
Nurturing a working environment which enables effective performance and compliance of set standards of discipline;
Monitoring and dissemination of HR Policies, Procedures and Standards across the Region; and as part of the Global HR team, be part and keep abreast and develop global HR policies and practices;
Recruiting and coaching HR staff.
Establishing and building a cohesive approach to all aspects of human resources in the Region;
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;
Nurturing a working environment which enables effective performance and compliance of set standards of discipline;
Monitoring and dissemination of HR Policies, Procedures and Standards across the Region; and as part of the Global HR team, be part and keep abreast and develop 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.
Line manages (as applicable) HR staff of the Regional office ensuring optimal utilisation of resources to deliver a high quality service.
Build an appropriate human resource structure that supports HRM activities of the Regional office.
Provide quality and professional and 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.
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 be able to perform even more effectively within the Federation and National Societies.
B. Recruitment and selection
Consolidate plans and forecasts for staff 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 meet set diversity targets.
In coordination with relevant staff establish an HR system that enables fast deployment of people.
Develop other suitable HR tools and solutions for resourcing in close coordination and collaboration with HR Geneva.
Lead in the coordination and deployment of staff in emergencies in the Region using the Federation HR tools and systems.
Offer direct technical support to emergency operations in the Region as may be needed.
Establish and build a cohesive approach to human resources in the Region.
Line manages (as applicable) HR staff of the Regional office ensuring optimal utilisation of resources to deliver a high quality service.
Build an appropriate human resource structure that supports HRM activities of the Regional office.
Provide quality and professional and 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.
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 be able to perform even more effectively within the Federation and National Societies.
B. Recruitment and selection
Consolidate plans and forecasts for staff 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 meet set diversity targets.
In coordination with relevant staff establish an HR system that enables fast deployment of people.
Develop other suitable HR tools and solutions for resourcing in close coordination and collaboration with HR Geneva.
Lead in the coordination and deployment of staff in emergencies in the Region using the Federation HR tools and systems.
Offer direct technical support to emergency operations in the Region as may be needed.
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.
Develop a system for enabling managers to lead effective teams
D. Remuneration and Benefits
Oversee and coordinate remuneration and benefits systems for nationally 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 in ensuring that Country and Regional Representations maintain 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.
Advise managers on interpreting matters of HR policy and procedures-Staff Regulations.
Support management in nurturing a working environment which enables effective performance and compliance of 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 both 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.
Ensure information is provided to Audit and in consultation with the Director of Region an action plan is implemented to address any HR related areas or practices.
F. Performance and Data Management
Coach, support and advice managers and staff in performance management including handling misconduct and other forms of grievances.
Maintain an up to date HR data for staff in the Region.
Generate HR reports geared at informing and taken action on key HR strategic global maters such as Diversity.
G. Provide Technical Support to National Societies
Provide technical support to NSKD initiatives in the Region as needed.
Communicate to staff matters of policy and procedures keeping staff informed of new developments.
Coaching and technical support to other HR offices.
Provide technical support to human resources officers in other locations, from a distance /and or direct technical support as may be required.
Recruit, train and supervise human resources staff to ensure tasks and functions are completed in timely and efficient manner, within acceptable levels of quality and costs.
Provide/coordinate training on human resources management matters for various stakeholders as requested/required; Support the development of a high quality team through participation in recruitment, evaluation and 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.
Develop a system for enabling managers to lead effective teams
D. Remuneration and Benefits
Oversee and coordinate remuneration and benefits systems for nationally 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 in ensuring that Country and Regional Representations maintain 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.
Advise managers on interpreting matters of HR policy and procedures-Staff Regulations.
Support management in nurturing a working environment which enables effective performance and compliance of 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 both 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.
Ensure information is provided to Audit and in consultation with the Director of Region an action plan is implemented to address any HR related areas or practices.
F. Performance and Data Management
Coach, support and advice managers and staff in performance management including handling misconduct and other forms of grievances.
Maintain an up to date HR data for staff in the Region.
Generate HR reports geared at informing and taken action on key HR strategic global maters such as Diversity.
G. Provide Technical Support to National Societies
Provide technical support to NSKD initiatives in the Region as needed.
Communicate to staff matters of policy and procedures keeping staff informed of new developments.
Coaching and technical support to other HR offices.
Provide technical support to human resources officers in other locations, from a distance /and or direct technical support as may be required.
Recruit, train and supervise human resources staff to ensure tasks and functions are completed in timely and efficient manner, within acceptable levels of quality and costs.
Provide/coordinate training on human resources management matters for various stakeholders as requested/required; Support the development of a high quality team through participation in recruitment, evaluation and development.
Education
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 is preferred.
Professional HR qualification is preferred.
Experience
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 other humanitarian organisation is a preference
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
Experience working in the Field would be preferred.
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 other humanitarian organisation is a preference
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
Experience working in the Field would be preferred.
Knowledge, skills and languages
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 using Microsoft Office
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 using Microsoft Office
Languages
Ability to communicate clearly and concisely in spoken and written English
Good working knowledge of another IFRC official language (French, Spanish or Arabic) would be preferred.
Ability to communicate clearly and concisely in spoken and written English
Good working knowledge of another IFRC official language (French, Spanish or Arabic) would be preferred.
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
Managerial Competencies: Managing Staff Performance; managing Staff Development
Functional Competencies: Strategic Orientation; Building Alliances; Leadership; Empowering Others
Comments
Position re-advertised.
The Federation is an equal opportunity employer.
HOW TO APPLY:
Please apply on the organisation's website: http://www.ifrc.org/en/who-we-are/working-with-us/current-vacancies/job-...
