Senior Human Resource Manager (People &Culture) at International Rescue Committee (IRC)

Job Overview/Summary:

The Human resources department is a critical component of the IRC. HR responsibilities include payroll, benefits, talent management, exit management, employee wellbeing, learning & development The Senior HRM (People &Culture), is expected to play a critical role in aligning the human resources function with the overall strategic goals and objectives of the organization.  The Senior HRM will work with the Senior HR Coordinator to monitor the department and create a healthy work environment for our employees. You will be required to supervise the HR departments in the Northwest and Adamawa State and their activities by reviewing their performance, employee feedback, etc. Your contribution will help us achieve employee satisfaction and help us promote a better work environment. The Senior Human Resource Manager (People & Culture) plays a pivotal role in the HR Leadership structure. She/He will work closely with the Senior HR Coordinator in shaping the organization's culture, fostering employee development, and contributing to the overall success of the Organization.  This position requires a combination of HR expertise, business acumen, and the ability to build strong relationships with senior leadership and employees at all levels.

The overall responsibilities include: 

• supervise the state HR leads for the respective states (Abuja, Northwest, Northeast and Adamawa offices) and ensure the goals set are met.
• Work with the Senior HR Coordinator to promote organizational policies that will encourage a healthy work environment.
• A bridge  between the  transactional HR operations and strategic HR objectives and plans.
• Address complaints and resolve them by implementing innovative solutions.
• Make changes and suggest improvements wherever required to ensure the proper functioning of the department.
• Promote, harmonize and enhance HR functional operational excellence across the CP.
• Champion HR operations standardization standard
• Design interesting onboarding sessions and processes for new recruits.
• Rebrand HR as a partner of choice with other sectors.
• Work with the recruitment team and the HR Fps to ensure smooth recruitment and hiring process of new employees.
• Harmonize a centralized HR working document repository.
• Act as a key focal person for HR related audits and be a champion to promote seamless HR audit processes across the CP.
• Host events for the employees to keep the workplace productive, motivating and engaging.
• Take lead in promoting a collaborative culture with other sectors.
• Budget management responsibility for HR related activities.
• Evaluate the performance of HR employees and give constructive feedback.
• Be a champion and custodian of the organization policies and regulations.

RESPONSIBILITIES

Strategic HR Planning:

• Collaborate with senior leadership to develop and implement HR strategies that support organizational goals and objectives.
• Provide insights and recommendations on workforce planning, talent management, and organizational development.

Employee Relations:

• Work with the Senior HR Coordinator to address complex employee relations issues, conduct investigations, and ensure fair and consistent application of HR policies and procedures.
• Promote a positive and inclusive workplace culture by fostering diversity, equity, and inclusion initiatives.

Talent Acquisition and Development:

• Work with the Talent acquisition team to Oversee recruitment efforts, including talent sourcing, interviewing, and onboarding processes.
• Work with the L&D focal Point to develop and implement training and development programs to enhance employee skills and career growth.

Performance Management:

• Work with the Senior HR Coordinator to lead the performance management process, including goal setting, performance evaluations, and feedback.
• Provide coaching and guidance to managers on performance improvement plans.

Compensation and Benefits:

• Collaborate with the compensation team to ensure competitive and equitable salary and benefits structures.
• Advise on salary reviews, promotions, and incentive programs.

HR Analytics:

• Utilize data and HR analytics to make informed decisions and measure the impact of HR initiatives.
• Develop reports and dashboards to track key HR metrics.

Legal Compliance:

• Stay up to date with labor laws and regulations to ensure HR policies and practices are compliant.
• Mitigate legal risks by advising on HR-related legal matters.

Change Management:

• Assist in organizational change initiatives, including transitions, and restructuring.
• Manage change communication and support employees through transitions.

Qualifications + Desirables

• Bachelor’s degree in human resources, Business Administration, or a related field (master’s degree or HR certification is a plus).
• 7+ years of progressive HR experience, with a minimum of 3 years in a senior HRBP role.
• Strong knowledge of HR best practices, employment laws, and regulations.
• Excellent interpersonal and communication skills.
• Strategic thinker with the ability to translate business objectives into HR initiatives.
• Proven experience in resolving complex employee relations issues.
• Proficiency in HRIS and data analysis tools.
• Change management expertise and project management skills.
• Demonstrated commitment to diversity, equity, and inclusion initiatives.

Demonstrated Skills and Competencies:

• A commitment to IRC’s mission and vision
• Knowledge and experience with payroll, benefits administration, compensation benchmarking and utilizing HR metrics to inform decision-making.
• Strategic Thinking: The ability to think strategically and align HR initiatives with the organization's overall business objectives.
• Strong interpersonal and conflict resolution skills
•  A commitment to promoting diversity, equity, and inclusion within the organization. Developing and implementing DEI initiatives.
• Familiarity with HRIS (Human Resources Information Systems) and data analytics tools. Staying updated with HR technology trends.
• The ability to adapt to changing business environments and HR trends.
• Flexibility in responding to unexpected challenges.
• The ability to address and resolve complex employee relations issues.
• Very strong proficiency in MS Word, Excel, Outlook, and PowerPoint is required.
• Working knowledge of Nigeria labor law