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  • Posted: Feb 4, 2021
    Deadline: Feb 18, 2021
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    The International Rescue Committee (IRC) is a global humanitarian aid, relief and development nongovernmental organization. Founded in 1933 at the request of Albert Einstein, the IRC offers emergency aid and long-term assistance to refugees and those displaced by war, persecution or natural disaster. The IRC is currently working in over 40 countries and 22 U...
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    Roving HR Manager

    Sector: Human Resources

    Employment Category: Regular

    Employment Type: Full-Time

    Open to Expatriates: No

    Location: Nigeria

    Job Description

    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 has been present in Nigeria since 2012 when the organization responded to flooding in Kogi state. In February 2014 the IRC moved into Adamawa State in NE Nigeria to provide humanitarian interventions through a multi-sectoral, integrated approach for conflict affected populations. IRC Nigeria now operates a country office in Abuja and field offices in Mubi and Yola of Adamawa State, Maiduguri and Monguno of Borno state and Damaturu of Yobe State. Currently, IRC Nigeria implements programs primary health care, nutrition, environmental health, women’s protection and empowerment, protection, child protection, education, food security & livelihoods

    Job Overview/Summary:

    The Roving HR Manager manages a team of HR staff based in Yobe and Adamawa States to ensure high quality and efficient staff recruitment through recruitment team, contracts management, orientation, learning and development, performance management, compensation and benefits, code of conduct compliance, employee engagement and staff care. The HR Manager reports directly to the HR Lead & Sr. Area Manager/FC.

    The HR Manager will support the HR lead to 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 work processes. 

    RESPONSIBILITIES

    HR Leadership & Management

    • In collaboration with the Senior Recruitment Officers, analyze Yobe and Adamawa approaches to attracting, developing, inspiring and retaining the right people with the right skills and make recommendations and implement short-term solutions to improve recruitment time to fill and quality.
    • Conduct monthly and quarterly HR metrics and analysis to inform HR Lead decision-making.
    • Review job position requests and submit to HR Lead with accurate form, job descriptions and make recommendations, ensuring accuracy, consistency and use of IRC JD and salary benchmarking.
    • Manage benefit plans and communicate updates and conduct information campaigns for national staff.
    • Oversee HR-related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled.
    • Manage employee relations issues and conflicts with professional grace with the aim of empowering employees and supervisors to have the tools and resources necessary to resolve conflicts with mutual respect.
    • Escalate code of conduct issues with HR Lead and co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out, in collaboration with the Ethics and Compliance Unit.
    • Advise supervisors in determining appropriate disciplinary plans of action. Follow-up disciplinary measures and related employment law matters. Act as impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements.
    • Lead exit management procedure to ensure seamless and positive transition for departing employees; apply learning gained from exit interviews.
    • Implement IRC Way Training on Quarterly basis for All Field Program staff.
    • Carry-out daily HR-related administrative duties such as updating contracts, generating employee reports and executing compliance-related activities with all existing legal and government reporting requirements
    • Other duties assigned by supervisor

    Staff Performance Management and Development

    • Coach, train, and mentor staff with the aim of strengthening their technical capacity, exchanging knowledge within the team and providing professional development guidance
    • Supervise and mentor direct-report staff, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback, and providing documented semi-annual performance reviews.
    • Provide constructive feedback and counsel on appropriate career paths and professional development.
    • Promote and monitor staff care and well-being; approve and manage all leave requests to ensure adequate coverage.
    • Support HR Lead to continue to pursue nationalization of senior and management positions.
    • Conduct online learning campaigns to tangibly increase the percentage of staff benefiting from e-Cornell and LINGOs courses.

    Communications

    • Communicate frequently and regularly on HR changes, initiatives, programs and offerings.
    • Model 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.

    Key Working Relationships:

    Position Reports to HR Lead & Sr. Area Manager/FC
    Position directly supervises:  
    HR Officer and HR Assistant in Yobe and Mubi

    Key Internal Stakeholders: Head of Units, All Yobe and Adamawa based Staff

    Key External Stakeholders:  The INGO HR forum; INGO and UN HR staff; Legal counsel

    Qualifications

    Education:

    • Bachelor’s required. Master’s university degree is a plus.

    Work Experience:

    • Minimum of 4 to 5 years, preferably 6 years as an HR generalist, including recruitment, performance management, compensation, training and development and HR Administration.
    • Minimum 2 years staff management experience in a fast-paced environment.
    • At least 1 year of experience with an international organization or international experience.

    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
    • Strong training and development skills; experience conducting Training of the Trainer
    • Experience and knowledge of recruitment process and practice, including marketing and branding
    • Proven ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional grace.
    • Proven sense of professional discretion, integrity, and ability to manage complex HR situations diplomatically and to effective resolution.
    • Top tier written and verbal communication skills.
    • Excellent management, interpersonal and negotiation skills and a demonstrated ability to promote harmonious/cohesive teamwork, in a cross-cultural context.
    • Ability to demonstrate a supportive and consultative approach with direct reports and staff at senior and junior levels
    • Very strong proficiency in MS Word, Excel, Outlook, and PowerPoint is required.
    • Working knowledge of Nigeria labor law

    Language Skills:

    • English fluency required.
    • Travel: 50/50% of time spent in each location of Yobe and Adamawa States respectively

    Professional Standards

    IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, and Accountability. In accordance with these values, IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Fiscal Integrity, and Anti-Retaliation.

    Method of Application

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