Human Resources and Administration Coordinator

Human Resources and Administration Coordinator

YAOUNDÉ (CAMEROON)

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Organization: IRC – International Rescue Committee

Location: Yaoundé (Cameroon)

Grade: Mid level

Occupational Groups:

Operations and Administrations

Human Resources

Managerial positions

Closing Date:

SAVE JOB

The International Rescue Committee responds to the world’s worst humanitarian crises and helps people to survive and rebuild their lives. Founded in 1933 at the request of Albert Einstein, IRC offers life-saving care and life-changing assistance to refugees forced to flee from war or disaster. At work today in more than 40 countries and in 22 U.S. cities, IRC restores safety, dignity and hope to millions who are uprooted by conflict or disaster. IRC leads the way from harm to home.

CONTEXTUAL BACKGROUND

The IRC started operations in Cameroon in 2016 to respond to the increasing concerns for people affected by violence linked to Boko Haram, in the Far North of the country.Assistance to displaced populations extends across the Far North, notably Mayo Sava, Mayo Tsanaga and Logone & Chari with field bases in Maroua and Kousseri. The IRC delivers lifesaving programming to increase access to water and improving hygiene practices in vulnerable displaced and host communities, cash programming to enable poor families to meet basic needs and improve food security, and protection programming, including meeting specific needs of women and girls.

Following the increasing crisis in the North West and South West regions of Cameroon, the IRC expanded its operations into the South West region in August 2018 and into the North West in 2019. The IRC is delivering lifesaving humanitarian assistance to internally displaced populations, with field bases in Buea and Bamenda.

IRC Cameroon is committed in its 2020 Strategic Action Plan, to continue to provide essential humanitarian services, with a focus on safety in communities and ensuring affected populations can meet their basic needs, whilst also building the resilience of beneficiaries, especially women and girls. During 2021, IRC Cameroon will develop its interventions to achieve Strategy 100. IRC Cameroon is funded by European and American donors and its Coordination office is in Yaounde.

JOB SUMMARY:

The Human Resources Lead is responsible for providing strategic leadership for the HR function for over 468 staff and incentive workers across the Cameroon Country Program. The HR Lead will manage the HR team to ensure efficient and high quality staff recruitment, 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 Senior Management Team (SMT). The HR Lead reports to the Country Director, and the Regional HR Director, West-Africa and is a member of the SMT.

The HR Lead will adapt and implement Global HR initiatives and practices and serve as an advisor to maximize staffing resources and performance, promote a positive organizational culture, minimize risk and ensure economy and efficiency of HR processes and procedures in the service of supporting IRC programs.

RESPONSIBILITIES

Strategic HR Leadership and Management

·Devise and deliver a planned HR approach to attracting, developing, inspiring and retaining the right people, with the right skills to achieve high-quality programmatic outcomes in line with Strategy 100 (S100).

·As a member of the SMT, determine workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate nationalization of roles and staff retention.

Actively participate in proposal design and grants and project opening and review meetings (POMs, PIMs) specifically advising on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensuring a strong HR foundation to support program quality.

Lead a collaborative approach to Employee Engagement, Gender, Diversity, Equality & Inclusion (DEI) and Staff Care strategy and supporting initiatives, drawing on country, regional and HQ inputs and resources.

Conduct monthly and quarterly strategic HR metrics and analysis to inform SMT and Regional HR decision-making; lead on country program inputs to global HR scorecards and action plans.

Continually assess and refine recruitment tactics; Develop candidate rosters, actively network and employ innovative, creative recruiting methods to attract and hire the best talent. Proactively position IRC as an Employer Brand of Choice in the country.

Review and approve job position requests, job descriptions and make recommendations, ensuring accuracy and consistency. Ensure adherence to recruitment SOP and timely onboarding of new staff.

Deliver international HR management, including policy, process and employee relations management, with support from Regional HR Director as needed.

Lead the performance management process with guidance from Regional and HQ HR. Create a plan to manage annual and mid-year Performance Check-Ins, conduct training on goal-setting, utilize budgets to organize development activities and work one-on-one with managers and employees to create country wide development plans. Through HR initiatives and actions, support a culture of continuous feedback.

Participate in budget preparation and provide strategic compensation analysis to drive nationalization and ability to attract high-quality talent. Define and review salary structure, coordinate annual compensation review process and compensation adjustments, consulting with HQ compensation team to align with best practices.

·Manage national benefit plans, communicate updates and conduct information campaigns for national and international staff. Consult with HQ benefits team to align with IRC best practices.

Devise staff care action plans that elevate morale and support the well-being of staff; Consult with Regional HR Director and Global Duty of Care Director to align with IRC best practices.

Oversee HR administration and ensure 100% compliance with current labor laws; consult and partner with local counsel as needed.

·Lead all employee relations with professional grace with the aim of empowering employees and supervisors with the tools and resources necessary to resolve conflicts with mutual respect. Act as 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 Ethics and Compliance Unit (ECU) as needed.

·Advise supervisors in determining appropriate, consistent and judicious disciplinary measures in line with local labor law and global policy.

Manage any lay-offs or reorganizations in partnership with SMT, supervisors and regional HR to with an emphasis on compliance, due diligence, communications and staff care.

·Lead exit management to ensure seamless and positive transition for all departing employees.

Staff Performance Management and Development

·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. Roll out management in partnership approaches.

·Provide constructive feedback and counsel on career paths and professional development for HR team and IRC staff; foster a culture of continuous learning opportunities.

·Support senior staff to continue to pursue nationalization of senior and management positions.

·Promote and monitor staff care and well-being. Model and support healthy work-life balance practices.

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 shared goals with other HR Leads at the country level, regional HR and HQ HR levels.

·Provide direct support and advise the Country Director and SMT on staff communications to ensure clear, consistent, timely and transparent communication on matters impacting staff.

Administration

·Establish a link with ministries and other authorities to ensure that all operating requirements in the country are met and all documentation is in place.

·Ensure that the IRC staff movement plan and leave planning, visa monitoring of international staff are regularly updated to ensure strict follow-up.

·Support new international staff, visitors on mission, by setting up a tracking of visitors to Cameroon (in the process of obtaining a visa preparation of the letter of invitation, contact with embassies, etc.) in accordance with the procedures in force.

·Lead on ensuring timely and affordable travel arrangements for Yaounde staff moving between bases and for any staff travelling internationally (international staff leave, visitors, staff deploying on international missions etc)

·Establish a system for monitoring IRC office and residence lease contracts, payments for electricity and water bills by ensuring that all required documentation is ready and in accordance with the organization’s procedures.

·Ensure that all tax and social statements are completed within the required timeframe

·Ensure the management of the medical insurance, follow up with the contracting insurer for the effective management of the IRC staff within the required time and make proposals to the Country Director and Operations Coordinator for the improvement of the medical insurance of IRC Cameroon staff, if needed.

Country Leadership

·Contribute to the effective leadership of the country program as an active member of IRC Senior Management Team and wider Country Management Team.

·Development of excellent working relations with peers in Yaounde and Field Coordinators in each field base.

Key Working Relationships:

Position Reports to: Country Director and Regional HR Director

Position directly supervises: HR Team including HR/Admin Officer Yaoundé (direct supervision) and management in partnership (MiP) for HR/Admin Officer Maroua; HR/Admin Officer Kousseri; HR/Admin Officer Buea.

Key Internal Stakeholders:

·Country: Country Director, Deputy Director Programs, Deputy Director Finance, Operations Coordinator, Field Coordinators, Program Coordinators, Gender Equality Champion, Women at Work representative, staff representatives and all staff within the country program.

·Regional: HR Director, Regional Gender Advisor, Regional Safety & Security Advisor, Regional Emergency Coordinator ;

·HQ: Compensation & Benefits, Talent Management, Recruitment; Gender Equality, General Counsel Office; ECU.

Key External Stakeholders: Local legal counsel, Public Administration and INGO HR working groups

We do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization’s page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.