HR Deputy Director, Afghanistan

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International Rescue Committee

The International Rescue Committee (IRC) responds to the world’s worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster. Founded in 1933 at the call of Albert Einstein, the IRC is one of the world’s largest international humanitarian non-governmental organizations (INGO), at work in more than 50 countries and more than 25 U.S. cities helping people to survive, reclaim control of their future and strengthen their communities. A force for humanity, IRC employees deliver lasting impact by restoring safety, dignity and hope to millions. If you’re a solutions-driven, passionate change-maker, come join us in positively impacting the lives of millions of people world-wide for a better future.

The DD HR role exists to work with department directors/ managers and their teams in an “end-to-end” manner, to ensure that all people policies, programs, and systems are aligned with IRC SAP 100 strategies (including the People & Culture Strategy), effectively implemented, and are delivered to “best practice” standard. This individual will work closely with CD & RHRD to drive the delivery of key HR strategies, services, and infrastructure nationally for efficient and effective services at multiple levels. They will drive the implementation and adaptation of HR global initiatives and practices. The DD HR serves as strategic partner, advisor, and coach to ensure a safe and welcoming culture for all people, organizational performance, and efficiency and effectiveness of work processes.

Major Responsibilities:

HR Strategic Leadership and Management

• Advises CD and SMT on succession planning.

• Thought partner to SMT on strategic HR and culture/values.

• Manages/oversees all HR direct reports.

• Overall accountable for quality of services and success of HR progress against goals

• Responsible for other mandates beyond HR Fundamentals (e.g., leads talent dialogues, suggests development opportunities, coaches on high quality conversations in performance reviews

• In partnership with specialized regional support functions in each area and country-based functional counterparts, facilitate and support the implementation and execution of Gender Equality, DOC & Safeguarding efforts to champion gender equality, diversity, inclusion, and safeguarding being an advocate at SMT level and across IRC Afghanistan

• Promote and actively participate in initiatives and efforts to build team engagement, inclusion, and cohesion in IRC Afghanistan

• Foster ongoing learning, honest discussion and reflection to strengthen safeguarding and to promote IRC values and adherence to IRC policies.

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

• Advise supervisors in determining appropriate disciplinary plans of action in a judicious manner. 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 that it meets all legal and labor regulations and requirements.

• Manage any lay-offs or reductions in workforce in partnership with senior management and carry out due diligence in compliance with legal frameworks and IRC country and global polices, risk reduction techniques, communications, and staff care.

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

• Support the management, coaching and development of national staff to build a team of skilled, committed, and motivated staff.

• Lead in organizing periodic IRC WAY and other needed orientation and awareness sessions and trainings for all staff.

HR Operations/ Foundational

• Responsible for creating and tracking HR goals at country level.

• Accountable for effective and efficient payroll management for all national staff

• Participate in budget preparation and provide strategic compensation analysis to attract high-quality talent. Define and review the salary structure; coordinate the annual compensation review process and compensation adjustments.

• Supervise from start to finish, the recruitment of all national and local staff under the IRC recruitment procedures as well as the internal mobility strategies for internally hired staff.

• Lead exit management procedure to ensure seamless and positive transition for departing employees and analyze turnover and exit interviews to make real-time, continuous improvement utilizing learnings to formulate retention strategies.

• Oversee HR-related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensuring all legal obligations are fulfilled.

• Ensure high quality and efficient context-specific strategies and develop best practices

around recruitment, comp & ben, employee relations, on-boarding, off-boarding, contracts management, learning and development, performance management, leave management, code of conduct compliance, legal compliance, HR Information Systems, coordination of policy development and implementation, etc.

• Together with CD and SMT, develop, update and implement contextualized professional work ethics and code of conduct in line with local norms and culture.

Key Working Relationships:

Position Reports to: Dual reporting line to Regional HR Director and Country Director.

Direct Reports: 10+ senior experienced HR professionals, the majority at Director level

Key Internal Relationships:

• , Regional staff, Country Directors, and relevant HQ staff

• Global People & Culture team and at the regional and country level

Key External Relationships: INGO counterparts; legal counsel; HR associations and networks

Job Requirements:

· Bachelor’s degree required. Master’s university degree in HR management, International Relations or Development, MBA, Law, or related field is preferred.

· A minimum of 7 years of progressive professional HR experience

· Demonstrated success as a HR leader supporting groups of 1,000+ employees at multiple organizational levels, cultures, and locations within a regional or global environment required.

· Demonstrated success as a HR professional in emergency response, conflict zones and/or humanitarian aid sector preferred.

· Demonstrated success in supporting key senior management and building strong, trusted relationships.

• Proven track-record of excellent management and leadership skills including capacity-building, coaching, mentoring, performance management and delivering individual and group training.

• High degree of comfort and successful track record supervising in matrixed environments

• Skilled in collaborating with operational and technical focal points to ensure organizational best practices are represented in work.

• Broad knowledge and experience across the broad spectrum of People & Culture competencies

• Strong collaborator with effective interpersonal and analytical skills who can work seamlessly across countries, cultures, and organizational units required.

• Demonstrated ability to work, manage, and meet competing deadlines in a fast-paced, high-volume environment and on deadlines; aptitude for problem solving and decision making needed.

• Superb inter-personal, written, and verbal communication skills required.

• Must possess a highly collaborative, inclusive, consultative, and resourceful workstyle that balances required compliance/policy enforcement with a steadfast commitment to client service and support.

• Excellent project management and organizational skills including detailed work planning and superior time management skills.

• Fluency in English, Pashto and Dari

• Ability to travel within the country up to 25% of the time, occasionally on short notice.

• Ability to travel internationally on specified occasions.

Standard of Professional Conduct: The IRC and the IRC workers must adhere to the values and principles outlined in the IRC Way – our Code of Conduct. These are Integrity, Service, Accountability, and Equality.

Commitment to Gender, Equality, Diversity, and Inclusion: The IRC is committed to creating a diverse, inclusive, respectful, and safe work environment where all persons are treated fairly, with dignity and respect. The IRC expressly prohibits and will not tolerate discrimination, harassment, retaliation, or bullying of the IRC persons in any work setting. We aim to increase the representation of women, people that are from country and communities we serve, and people who identify as races and ethnicities that are under-represented in global power structures.

How to apply

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