Organizational Context
The International Federation of Red Cross and Red Crescent Societies (IFRC) is the worldโs largest humanitarian organization, with a network of 191-member National Societies (NSs). The overall aim of IFRC is โto inspire, encourage, facilitate, and promote at all times all forms of humanitarian activities by NSs 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.โ IFRC works to meet the needs and improve the lives of vulnerable people before, during and after disasters, health emergencies and other crises.
The IFRC is part of the International Red Cross and Red Crescent Movement (Movement), together with its member National Societies and the International Committee of the Red Cross (ICRC). The work of IFRC is guided by the following fundamental principles: humanity, impartiality, neutrality, independence, voluntary service, unity, and universality.
The IFRC is led by its Secretary General, and has its Headquarters in Geneva, Switzerland. The Headquarters are organized into four main Divisions: (i) National Society Development and Coordination, (ii) Humanitarian Diplomacy and Digitalization, (iii) Management and Accountability and (iv) People and Strategy.
The IFRC has five regional offices in Africa, Asia Pacific, Middle East and North Africa, Europe, and the Americas. IFRC also has country cluster delegations and country delegations throughout the world. Together, the Geneva Headquarters and the field structure (regional, cluster and country) comprise the IFRC Secretariat.
The IFRC has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the Red Cross and Red Crescent Movement, including sexual exploitation and abuse, sexual harassment and other forms of harassment, abuse of authority, discrimination, and lack of integrity (including but not limited to financial misconduct). IFRC also adheres to strict child safeguarding principles.
The Under-Secretary General, Management Policy, Strategy and Corporate Services (USG-MPSCS), reports directly to the Secretary General, and leads the Management Policy, Strategy and Corporate Services Division. This Division consists of the following entities, each headed by a director: The Financial and Administrative Management Department (FAMD); the Human Resources Management Department (HRMD); the Humanitarian Services and Supply Chain Management Department (SCMD); and the Global Service Centre (GSC), Budapest (Hungary). IFRC Regional Directors have coordination lines to the USG-MPSCS to ensure effective coordination across the Secretariat.
The Regional Human Resources (HR) Manager reports directly to the Regional Director. The incumbent also reports technically to the Director of the Human Resources Management Department (HRMD) in Geneva. The Regional HR Manager is a member of the HRMD Global Team. For operational reasons, this position is eligible for rotation across regions and/or to headquarters in Geneva.
Job Purpose
Under the supervision of the Regional Director, the Regional Human Resources (HR) Manager is a seasoned HR generalist who is primarily responsible for providing human resources support and advice to the Region in line with the overall global Federation HR policy and strategy. The incumbent is accountable for the overall management of the HR Team as well as Staff Health in the Regional Office. In coordination with Geneva, the incumbent safeguards the HR processes in the region, ensuring compliance with HR rules, policies, regulations, procedures, and standards. The incumbent also serves as a member of the Global HR Team, keeping abreast of, and developing, global HR policies and practices.
Job Duties and Responsibilities
A. Building and Strengthening Human Resources Capacity
โข Establish and build a cohesive approach to human resources in the Region.
โข Manage Regional Office HR staff, ensuring optimal utilisation of resources to deliver a high-quality service.
โข Provide technical support/management to HR Officers in other locations, from a distance and/or direct technical support as may be required.
โข Build an appropriate human resources management structure that supports HR activities of the Regional Office.
โข Provide quality and professional advice to line managers on all aspects of HR.
โข Contribute to the development of a high-quality team of HR staff in the Region as well as coordinate and support the strengthening of HR networks within the RC/RC Movement.
โข Offer direct HR technical support to emergency operations.
โข Strengthen and maintain the HR-in-emergencies skillset of the extended HR Team to ensure that there is adequate HR staff to support any emergency operation.
โข Establish and strengthen inter-agency HR networks to share policies and practices; and keep abreast of HR developments and priorities in other international organisations in order to perform even more effectively within the Federation and National Societies.
B. Recruitment and Selection
โข Consolidate plans and forecasts for staffing needs and coordinate international recruitment using the Federation systems and procedures.
โข Oversee thorough background checks for all.
โข Classify positions and ensure coherence to Global Classification system.
โข Provide guidelines and tools for managers to set and meet diversity targets.
โข Coordinate with the unit responsible for disaster management to ensure that the HR system, using the applicable disaster management tools, enables fast deployment of people, while working towards improving the system.
โข Develop other suitable HR tools and solutions for resourcing in close coordination and collaboration with HR Geneva.
โข In coordination with the HR-in-emergencies team, facilitate the coordination and deployment of staff in emergencies in the Regions using Federation HR tools and systems.
โข Oversee an updated and fit-for-purpose onboarding process and Movement/Humanitarian Action induction modules in multiple languages.
C. Staff Development
โข Develop tailored on-boarding programmes, training materials and personal development options for staff.
โข Advise managers and staff regarding opportunities and responsibilities for staff development. Monitor training enrolment and completion rates; and discuss development needs and opportunities with responsible parties.
โข Enhance leadership and management development in line with operational needs and global developments.
โข Liaise with Staff Health to establish and maintain a staff wellness programme.
โข Advise and build capacity and performance of staff members and managers to handle sensitive and complex issues and topics.
Job Duties and Responsibilities (continued)
D. Remuneration and Benefits
โข Oversee and coordinate remuneration and benefits systems for locally 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.
โข Provide technical support to help Country Delegations and Country Cluster Delegations meet all required statutory labour requirements.
E. HR Policy and Procedures
โข Support managers in reviewing and harmonising Staff Regulations for local staff as needed, maintaining a register of approved National Staff Regulations.
โข Interpret HR policy, procedures and Staff Regulations and advise managers accordingly.
โข Support Management in nurturing a working environment, which enables effective performance and compliance with set standards of conduct. In this connection, support the Regional Director and managers in ensuring the implementation and compliance with the Staff Code of Conduct.
โข Facilitate effective consultation and good working relationships with Management and staff bodies.
โข Develop an appropriate system for health and psychological support for staff in the Region based on global standards.
โข Ensure effective implementation of HR procedures, systems, and processes. Administer contracts.
โข Carry out background reviews or preliminary assessments on issues related to violation of the Code of Conduct or other IFRC Policies or workplace issues upon request. Ensure findings and needed information are provided to audit bodies in a prompt and confidential manner and that any HR-related communication with staff is carried out efficiently and confidentially (as required) and is properly recorded.
โข Consult on a regular basis with the Regional Director to develop, implement and report on an action plan to address any HR-related areas or practices.
โข Communicate to staff matters of policy and procedures and keeping staff informed of new developments.
โข Serve as the key HR focal point for the roll-out of the Child Protection Policy.
โข Ensure staff, volunteers and all those affiliated with the Red Cross and Red Crescent Movement are aware of their rights and obligations.
F. Performance and Data Management
โข Establish regional targets to meet HR-related KPIs.
โข Coach, support and advice managers and staff on performance management matters, including handling misconduct and other forms of grievances.
โข Maintain up-to-date HR data for staff in the Region while ensuring protection of HR data and adherence to relevant policies.
โข Generate HR data, narratives, and reports to inform decision-making and to enable action on key HR strategic global matters such as diversity, inclusion, and child protection.
G. Provide Technical Support to National Societies
โข Provide technical support to initiatives aimed at National Societies in the Region, as needed.
โข Support HR capacity building in National Societies in close cooperation with the unit responsible for national society development.
H. Case and Complaints Management
โข Act as the focal point in the Region in providing inputs to Geneva on case management issues and processes as well as on inter-staff conflicts.
โข Receive any complaints or allegations in a confidential manner, referring the issue to the most appropriate party; and ensure that timely follow-up and appropriate actions are communicated and implemented.
Education
Required
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 an advanced university degree.
Professional HR qualification.
Preferred
Certification or other qualification in Project Management.
Experience
Required
At least 10-15 years of HR management practice in a multicultural environment.
5 years of experience in Organizational Development (OD) and/or Change Management
At least 10-15 years of experience in recruitment and selection or talent management or experience with business partnering.
Experience developing and supporting good practice in the prevention of sexual exploitation, abuse, and harassment.
Experience in managing and supporting diverse and multicultural teams.
Experience working in the Field.
Preferred
Demonstrated HR professional experience working in an international organization, NGO, or other relevant international and cross-cultural environment.
Red Cross/Red Crescent experience.
Working experience in different regions
Knowledge, Skills and Languages
Knowledge and Skills
Required
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 use of computerised tools and HR systems.
Languages
Required
Ability to communicate clearly and concisely in spoken and written English
Preferred
Good working knowledge of another IFRC official language (French, Spanish or Arabic).
Competency in other languages
Competencies, Values and Comments
Competencies (to be filled in by HR)
Values: Respect for diversity; Integrity; Professionalism; Accountability.
Core competencies: Communication; Collaboration and teamwork; Judgement and decision making; National society and customer relations; Creativity and innovation; Building trust.
Functional competencies: Strategic orientation; Building alliances; Leadership; Empowering others.
Managerial competencies: Managing staff performance; Managing staff development.
Duties applicable to all staff
Work actively towards the achievement of the IFRCโs goals.
Abide by and work in accordance with the Red Cross and Red Crescent principles.
Perform any other work-related duties and responsibilities that may be assigned by the line manager.