HR Business Partner at International Rescue Committee (IRC)

The HRBP will work with the Senior P&C lead to strengthen and improve the following to create a highly effective team. She /he will focus on the following: Talent Development and Capacity Building: Leadership Training Programs: Work with the L&D Manager to Design and deliver training programs to enhance leadership skills across the organization, focusing on middle and senior management. Career Pathing and Succession Planning: Develop clear career pathways and succession plans to ensure the organization can nurture and retain top talent. Continuous Learning Culture: Promote constant learning by implementing e-learning platforms, workshops, and mentoring programs through an innovative stream. Enhance Diversity, Equity, Inclusion, and Belonging (DEIB): DEIB Initiatives: Collaborate with the GEDI Manager to design and implement initiatives that foster an inclusive workplace, addressing diversity gaps and promoting equity. Bias Training: Develop and conduct training sessions to mitigate unconscious bias and promote inclusive behaviours and practices. Employee Resource Groups: Support the creation and management of employee resource groups (ERGs) to give employees a voice and foster a sense of belonging. Strengthening Safeguarding Practices in collaboration with the Safeguarding Focal Point Safeguarding Policies and Training: Work with the Safeguarding Manager to ensure that all employees are aware of and adhere to safeguarding policies. Provide regular training on safeguarding practices. Reporting Mechanisms: Enhance and promote reporting mechanisms for safeguarding concerns, ensuring they are accessible and confidential. Compliance Monitoring: Regularly review and update safeguarding policies to ensure compliance with local and international standards. Supporting People & Culture Field Focal Points: Consistent  Communication: Establish regular communication channels with field focal points to understand their unique challenges and provide tailored HR support. On-site Visits and Support: Schedule periodic visits to field locations to offer direct support and ensure alignment with central HR practices. Resource Allocation: Ensure field focal points have the necessary resources and training to effectively manage HR functions in their respective locations. Change Management and Organizational Development: Change Management Framework: Develop a structured change management framework to guide the organization through transitions smoothly. Employee Engagement: Lead initiatives to measure and improve employee engagement, ensuring that changes are well-communicated, and employees feel supported. Feedback Mechanisms: Implement regular feedback mechanisms to gather employee insights on change initiatives and adjust strategies accordingly. Performance Management and Accountability Performance Review Systems: Enhance performance review processes to ensure they are fair, transparent, and aligned with organizational goals. Goal Setting and KPIs: Assist managers in setting clear, achievable goals and Key Performance Indicators (KPIs) for their teams. Recognition Programs: Enhance IRC recognition and reward programs to acknowledge and motivate high-performing employees. Collaboration and Team Synergy: Cross-Functional Projects: Facilitate cross-functional projects and initiatives to promote collaboration between the People & Culture team, GEDI Manager, Safeguarding Manager, and field focal points. Best Practices Sharing: Create platforms for sharing best practices and success stories across the organization to enhance overall team performance. Team Building Activities: Organize team-building activities and events to strengthen relationships and foster a collaborative environment. Collaboration with Program Colleagues: Work closely with program teams to understand their HR needs and provide tailored support. Participate in program planning and review meetings to ensure alignment of HR practices with program goals. Strategic HR Planning: HR Analytics: Utilize and analyze HR analytics to identify trends and develop solutions to improve employee engagement and performance. Collaborate with senior leadership to develop and implement HR strategies that align with organizational goals. Policy Development: Review and update HR policies to ensure they are aligned with organizational goals and industry best practices. Coaching and Development: Provide coaching and support to managers and team leaders to enhance their leadership skills and team effectiveness. Key Working Relationships Position Reports to Senior P&C Coordinator Indirect Reporting: Country Director, DDO & Field Coordinators Key Internal

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