The Deputy Director, Human Resources – Ukraine Response plays a key role in supporting high-quality programs for IRC’s beneficiaries in Poland and Ukraine. Under the supervision of the Senior Director, Ukraine Response and the Deputy Director of Human Resources – EHAU, and in close collaboration with country program HR and Country Leads, the Deputy Director will: (1) Lead and supervise HR activities across Poland and Ukraine, cultivating a “one IRC team” approach; (2) Provide top-tier HR leadership, client service, and support as the front-line HR focal point for country HR leads through Management in Partnership; (3) Take ownership for the implementation of HR projects in support of country program strategies, advising and collaborating with country program on policy and program development, learning and development, capacity-building, compensation, performance management, recruitment, and duty of care.
Key responsibilities
Country Program HR Support
• Act as the strategic business partner to the Senior Director, Ukraine Response, ensuring appropriate HR practices are effectively addressed, built, and implemented as needed.
• Provide management, guidance, recommendations, HR analysis, and HR support for a diverse and in-flux region, including organizational design input, policy design and team integration activities.
• Advise and support recruitment processes, improving pipelines and assisting local staff to expedite and recruit high-quality employees.
• Devise HR interventions with a GEDI lens to address critical HR issues in areas including recruitment, onboarding, training and development, employee relations, and staff care.
• Instill a “one IRC team” approach across borders to ensure HR practices are shared on a consistent and regular basis through regular meetings and trainings.
• Consolidate and provide analysis and recommendations on monthly and quarterly Strategic HR Metrics.
• Collaboratively design learning and development strategies, programs, and tactical projects to address specific needs derived from evidence-based assessments.
• Foster remote working and management excellence through modeling and training on best and innovative practices.
• Travel to country programs to provide in-person HR leadership, support, and technical trainings as needed.
Regional HR Support
• Serve as the “front-line” HR expert to provide technical HR advice in response to regional staff policy inquiries, requests, basic employee relations issues and exit management.
• Lead or support employee relations investigations as assigned.
• Support the in-country HR teams in the design and delivery of effective employment-cycle practices, including orientation, development, management, and exit procedures.
• Design quarterly regional learning and development plans.
HR Project and Program Management
• Under the guidance of Deputy Director, HR for EHAU, collaborate closely with global focal points in the People and Culture team, including Compensation and Benefits, Talent Management, Talent Acquisition, Duty of Care, Employee Relations etc., to devise and deliver initiatives in line with IRC’s Strategy100.
• Provide day-to-day support to HR Leads and practitioners with tools, templates, resources, and information.
• Coordinate IRC’s Talent Management initiatives and programs, applying metrics for continuous improvement.
• Participate in employee engagement action planning and interventions with the aim of improving morale, team cohesion, learning and development, and other prioritized areas.
• Review, analyze and approve country program international job position requests including compensation and organizational review.
• Review and co-design regional and country program HR policies.
• Contribute to the design and facilitation of capacity-building workshops.
Key working relationships
Position Reports directly to: Senior Director, Ukraine Response, and Deputy Director, Human Resources – EHAU
Key Internal Relationships:
• Country program Team: HR Leads, Country Directors, Senior Management Teams, etc.
• Close collaboration with other HR teams on various areas such as Global Recruitment, Employee Relations, Talent Management, Staff Care, etc.
Key External Relationships: INGO counterparts; IRC legal counsel; HR associations and networks
Job requirements
• Proven competence in Human Resources practices, including approximately 7 years of experience in the areas of training and development, HR operations, compensation, policies and procedures, employee relations, organizational design, and workforce planning.
• Bachelor’s degree in Human Resources, Business Administration, International Relations, or equivalent preferred.
• Successful implementation of HR activities at a global or regional level working with multiple partners, across cultures and at a range of organizational levels, and/or comparable HR experience in medium-to-large country programs ($10 – $50M+, 200+ employees)
• Demonstrated success as an HR professional in emergency response or conflict zones.
• Sound track record of training and capacity-building, including provision of one-on-one coaching, designing and delivering training programs, measuring efficacy, and implementing systematic improvements.
• Observance of a professional HR philosophy focused on creating solutions to tough problems and balancing necessary compliance/policy enforcement with a steadfast commitment to client service and support.
• Comfortable delivering on strategic HR initiatives, tactical assignments, HR administration and project management.
• Proven collaborative, inclusive, consultative, and resourceful work style.
• Ability to work within a highly matrixed and complex agency organizational structure and to adapt to shifting priorities.
• Excellent project management and organizational skills, including the creation of detailed work plans and superior time management.
• Advanced proficiency in MS Outlook, Word, Excel and PowerPoint, HRIS.
• Ability to travel to Poland/Ukraine up to 50% of the time.
• Outstanding interpersonal, facilitation, verbal and written communication skills in English.
The IRC and IRC workers must adhere to the values and principles outlined in IRC Way – Standards for Professional Conduct. These are Integrity, Equality, Service, and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity Anti-Retaliation and Combating Trafficking in Persons
Gender Equality: IRC is 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 and allowances.
Work Environment: The role will require regular travel within the Region as necessary.
IRC is an Equal Opportunity Employer. IRC considers all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, age, marital status, veteran status or disability.