Human Resources Coordinator at International Rescue Committee
Human Resources Coordinator at International Rescue Committee
About the job
Requisition ID: req42003
Job Title: Human Resources Coordinator
Sector: Human Resources
Employment Category: Regular
Employment Type: Full-Time
Open to Expatriates: No
Location: Dar es Salaam, Tanzania
Founded in 1933 at the request of Albert Einstein, the International Rescue Committee (IRC) responds to serious humanitarian crises around the world and helps victims to survive and rebuild their lives.
For over half a century, Tanzania has been a country of asylum, hosting one of the largest refugee populations in Africa.Currently, the country hosts approximately 287,903 Burundian and Congolese refugees, many of whom arrived in 2015 as the crisis in Burundi increased. To date, refugees continue to co-exist with the host communities in Kigoma region expressing multiple reasons and needs. Within this context, IRC provides protection and basic assistance in the areas Safety (comprises of Protection and Rule of Law, Women Protection and Empowerment, and Child Protection), Health (mental health and psychosocial support services and reproductive health) and Education.
The Human Resources Coordinator is responsible for providing strategic leadership for the HR function for over 150+ staff and 2200+ incentive workers across the Tanzania Country Program. They will lead 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 HR Coordinator will adapt and implement Global HR initiatives and practices and serve as an advisor to optimize staffing resources and performance, promote a positive organizational culture, minimize risk, and ensure the economy and efficiency of HR processes and procedures in the service of supporting IRC programs. The HR Coordinator is a key member of the Senior Management Team.
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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 aligned with Strategic Action Plans (SAPs).
- Actively participate in proposal design and grants opening and review meetings (GRMs, GOMs) 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 equality, 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 advise 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, and job descriptions and make recommendations, ensuring accuracy and consistency.
- Deliver international HR management, including policy, process, and employee relations management, with support from Regional HR Director as needed.
- Oversee HR-related administrative duties and support compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled in Tanzania.
Compensation And Benefits
- 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, collaborating with HQ compensation team to align with standard methodologies.
- Manage national benefit plans, communicate updates, and conduct information campaigns for national and international staff. Collaborate with HQ benefits team to align with IRC standard methodologies
Employee Relations and Duty of Care
- Devise staff care action plans that elevate morale and support the well-being of staff; create emergency staff care interventions. Collaborate with Regional HR Director and Regional Duty of Care Advisor to align with IRC standard methodologies.
- Oversee HR administration and ensure 100% compliance with current labor laws; collaborate 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 vital to resolve conflicts with mutual respect. Act as an impartial mediator when necessary. Bring up 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 Regional ER Advisor and Ethics and Compliance Unit (ECU) as needed.
Guide supervisors in determining appropriate, consistent, and judicious disciplinary measures in line with local labor law and global policy.
- Manage any layoffs or reorganizations in partnership with SMT, supervisors, and regional HR with an emphasis on compliance, due diligence, communications, and staff care.
- Lead exit management to ensure a 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.
- Provide constructive feedback and counsel on career paths and professional development for the HR team and IRC staff, and champion a culture of continuous learning opportunities.
- Support senior staff to continue to pursue the nationalization of senior and management positions.
- Promote and implement staff care and well-being. Model and support healthy work-life balance practices in consultation with the Regional Duty of Care Advisor.
- 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 demonstrate open communications and partnership on projects and shared goals with other HR
- Leads at the country level, regional HR, and HR HQ levels.
- Provide direct support and advise the CD and SMT on staff communications to ensure clear, consistent, timely, and transparent communication on matters impacting staff.
Diversity, Equality, and Inclusion (DEI) and Safeguarding (SG)
- Integrate DEI strategies for building a diverse workforce through recruitment, development, leadership assessment and succession, and total rewards.
- Ensure management and leadership create and empower a diverse organizational environment. One that is respectful and inclusive and grants each employee an equal opportunity to learn, grow and contribute to the IRC.
- Research and advice on gender diversity, equality, and inclusion issues from an HR lens and create programs, training, and organizational cultural values around them.
- Identify external HR Diversity trends and recognize standard practices which will increase diversity among the workforce for current and future employees.
- Ensure a safe workplace is established where every staff member is welcomed, treated equally, and respected irrespective of their individual characteristics.
- Support in the development of all necessary strategies and procedures to ensure safeguarding is integrated at all stages and points in our organizational culture and programmes.
- Foster ongoing learning, honest dialogue, and reflection to strengthen safeguarding and promote IRC values and adherence to IRC policies.
Key Working Relationships
Position Reports to: Deputy Director for Operations and Regional HR Director
Position directly supervises : 5 HR Team in Tanzania
Key Internal Stakeholders
Country: Deputy Director Operations; Finance Controller; Field Coordinators, Head of Departments, and all staff within the country program.
Regional: Identify any regional positions (i.e., recruitment, GEDI, duty of care, Regional Compensation and Benefits Advisor, etc.)
HQ: Compensation & Benefits, Talent Management, Recruitment; Gender Equality, General Counsel Office; ECU.
Key External Stakeholders: Local legal counsel, Government Counterparts, Association of Tanzania Employers (ATE), and in–country INGO HR working groups.
- Bachelor’s degree required. Master’s university degree in HR management, International Relations or Development, MBA, Law, or related field is preferred.
Minimum of 5 years of progressive experience as an HR generalist, including recruitment, performance management, complex employee relations, compensation, training and development, and HR Administration.
Minimum 5 years of successful staff management experience.
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.
Having prior experience with change management, GEDI and safeguarding is highly desirable.
Demonstrated Skills and Competencies:
A commitment to IRC’s mission 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, vibrant environment with a sense of urgency and an ability to deliver results under pressure.
Success-focused approach to planning and prioritizing HR activities.
Demonstrated commitment to pursuing 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.
Strong proficiency in MS Word, Excel, Outlook, and PowerPoint is required.
Analytical ability in creating effective HR solutions while adhering to labor laws; Working knowledge of Tanzania labor law is required.
- English and Swahili are required.
- Travel: 20% of time spent visiting project sites in country locations. International travel for regional conferences, and workshops on a need-to basis.
Standard of Professional Conduct:
IRC and IRC employees are required to abide by the values and principles outlined in the IRC Way Code of Conduct which are Integrity, Service, and Accountability. In accordance with these values, IRC operates and implements policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Harassment-Free Workplace, Fiscal Integrity, Anti-Retaliation, Combating Trafficking in Persons, and several others.
Diversity, Inclusion and Gender Equality
IRC acknowledges and honors the fundamental value and dignity of all individuals. We are an Equal Opportunity Employer and consider all applicants based on merit without regard to race, sex, color, national origin, religion, sexual orientation, gender identity, age, marital status, veteran status, or disability. IRC is also committed to narrowing the gender gap in leadership positions. We offer benefits that provide an enabling environment for women to participate in our workforce including parental leave, gender-sensitive security protocols and other supportive benefits.
Returning National Candidates
IRC strives to attract, motivate, and retain qualified national staff in our programs. We strongly encourage national or returning national candidates to apply for this position. If you are a national of the Country in which this position is based and are currently located outside of your home country and possess over two years of international work experience, the IRC has introduced an attractive remuneration package. The package includes competitive compensation, return flight to post, shipping allowance, temporary housing, and a relocation allowance. Certain restrictions may apply.
CVs are to be submitted in English.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform crucial job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation.
Please note that this job posting is on a rolling basis, and we will be shortlisting candidates as we receive applications. Interested individuals are encouraged to apply at the earliest opportunity. Kindly be aware that we reserve the right to close the posting ahead of the stated deadline.
Please be warned of various scams, being circulated via e-mails, from Internet websites, and via regular mail or fax, falsely being issued by or associated with the IRC. Beware that The IRC does not charge a fee at any stage of its recruitment process (application, interview meeting, processing, training, or any other fee). IRC does not request any information related to bank accounts. If asked for any payment, please contact TZ-Recruitement@Rescue.Org