All NRC employees are expected to work in accordance with the organization’s core values: dedication, innovation, inclusivity and accountability. These attitudes and believes shall guide our actions and relationships.
1. Roles and Responsibilities
The role of the HR Coordinator is to oversee and lead the HR operations in the Area Office. The primary role of the HR Coordinator is the day today implementation of personnel SOPs, supporting line managers and staff in personnel queries and issues. The HR Coordinator will also line manage and oversee Two Technical HR Officers, One HR Officer (Training), and One Technical HR Assistant.
Generic responsibilities (max 10)
· Adherence to NRC policies, guidance and procedures.
· Implement NRC’s systems and procedures at area level.
· Ensure adherence to NRC policies, handbooks, guidelines and donor requirements.
· Prepare and submit reports and analysis.
· Ensure proper filing of all support documents.
· Support line managers in procedures and require support team trainings.
· Management of support team.
· Ensure development and implementation of administrative systems and procedures.
· Actively promote PSEA (Prevention of Sexual Exploitation and Abuse) standards & principles within NRC and amongst beneficiaries served by NRC.
· Ensure adherence to NRC policies and the national labor law in all processes and procedures.
· Advice in personnel conflicts/processes when relevant.
· Coordinate staff recruitment and exits, introductions, trainings, staff benefits schemes etc.
· Coordinate with relevant partners, suppliers, authorities, lawyers etc.
· Ensure accuracy of staff salaries.
· Ensure that staff records in all offices in the area are up to date and filed appropriately.
Specific responsibilities
· Ensure timely implementation HR activities and dissemination of HR SOPs and policies in the Area Office
· Ensure that onboarding, induction, performance management and exit procedures are implemented for all staff in the Area Office.
· Advise and support line managers and staff with personnel queries in line with NRC SOP’s and HR policies
· Follow up on disciplinary measures/meetings, conflict management; participate in investigations as required
· Ensure accurate and timely data is maintained in all NRC files online and hardcopy
· Ensure national staff benefits including leave and medical insurance are processed and tracked as per NRC procedures
· Oversee the Technical Recruitment Officer to ensure implementation of recruitment processes through advertisement, workforce planning, pro-active sourcing, advertising, selection and job offers
· Provide personnel and recruitment reports as required
· Other tasks as required by the line manager
Critical Interfaces
By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are
· Budget holders
· Relevant implementation staff
· Auditors (internal/external)
· Others: Country Office HR Department Scale and scope of position
Staff: 2 x Technical HR Officer
1 x Technical HR Assistant
Stakeholders: Country HR Manager, Country Office HR Coordinator Budgets:
Information: HR Agresso, HR Database, Webcruiter
Legal or Compliance: Jordan Labour Law NRC SOP’s and Policies
2. Competencies
Competencies are important in order for the employee and the organization to deliver desired results. They are relevant for all staff and are divided into the following two categories:
- Professional Competencies
Generic professional competencies for this position:
· Experience from working as an HR Coordinator in a humanitarian/recovery context.
· Previous experience from working in complex and volatile contexts.
· Documented results related to the position’s responsibilities.
· Knowledge about own leadership skills/profile.
· Fluency in English, both written and verbal.
Context/specific skills, knowledge and experience:
Qualification requirement: Bachelor degree or higher Years of Experience: 5
· Experience of managing HR function in a NGO
· Experience of leading and developing staff
· Experience of working in HR department covering minimum 200 plus staff
- Behavioral Competencies (max6)
· Working with people
· Communicating with impact and respect
· Coping with Change
· Strategic thinking
· Empowering and building trust
· Initiating action and change
3. Performance Management
The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews:
· The Job Description
· The work and Development Plan
· The NRC Competency Framework