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 US 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 worldwide for a better future.
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IRC opened the national program in Mali in 2012. Our programs range from humanitarian assistance to early recovery activities, focusing on child protection, education, economic well-being, nutrition, health, water and sanitation, and governance. We work in the north, the center, and the south of Mali. Conflict and drought have caused the displacement of hundreds of thousands of people in Mali and neighboring countries. The security situation in the north remains fragile.
Nevertheless, the needs of internally displaced persons and conflict-affected host communities are vast, and the issue of humanitarian access is an ongoing process. IRC works in northern and central Mali to provide essential WASH, education, economic well-being, protection, and health programs in the most remote areas.
Job Overview
The People & Culture Coordinator leads a highly effective People & Culture team to cultivate the desired culture within the Mali Country program and ensuring the talents and resources needed are in place to deliver on Country goals and effectively serve our clients. This role works with department Leads and their teams in an “end-to-end” manner to ensure that all people policies, programs, and systems are: 1) aligned with IRC S100 and country SAP and SAP -IP (including the People & Culture Strategy) and IRCs GEDI and Safeguarding Commitments, 2) effectively implemented, and 3) delivered to “best practice” standard.
This individual is a key member of the Country Senior Management team (SMT) and serves as a strategic leader, advisor, and coach with a particular focus on ensuring a safe, inclusive, and welcoming culture for all people, organizational performance, and efficiency and effectiveness of people-related operations in the country.
The P&C Coordinator will work closely with the Country Director (CD) & Regional People & Culture Director (RPCD) to drive the delivery of key P&C strategies, services, and infrastructure nationally for efficient and effective services at multiple levels.
Finally, this position will drive the implementation and adaptation of P&C global initiatives and practices within the local context and in line with GEDI and Safeguarding values and principles.
Major Responsibilities:
P&C Strategic Leadership and Management
• Serve as a strategic advisor to the Country Director and Senior Management Team (SMT) in the Country Program on succession planning, providing key insights to facilitate future leadership transitions.
• Act as a thought partner to the SMT, offering strategic guidance on People & Culture (P&C), and organizational culture/values to align with the mission and goals.
• Supervise and be a supportive leader to all P&C staff within the Country Program, ensuring the leadership and management of direct reports are handled with excellence. Accountable for the overall quality and successful delivery of P&C services, actively monitoring progress against established goals.
• Take the lead on conducting talent dialogues, recommending development opportunities, and coaching on conducting high-quality conversations during performance reviews.
• Serve as an advocate for Gender Equality, Duty of Care, and Safeguarding priorities within the Senior Management Team (SMT) and role model safe, inclusive, and caring leadership standards. Collaborate closely with regional and country counterparts to prioritize and support these efforts effectively, enhancing staff engagement and raising awareness across the Country Program.
• Promote initiatives that enhance the employee experience, team engagement, inclusion, and cohesion within the Country Program, fostering an environment conducive to continuous learning and honest dialogue.
• Provide constructive feedback and guidance on career paths and professional development for the P&C team and IRC staff; establish a culture of continuous learning opportunities.
• Advise supervisors on appropriate disciplinary actions, serve as an impartial mediator in disciplinary proceedings, and oversee follow-up measures to ensure fairness, compliance with employment laws, and adherence to labor regulations.
• Co-lead and facilitate the workforce planning for the country program, including, managing workforce adjustments, such as staff reductions, or scale up, including organizational design work, in partnership with senior management team and the regional P&C Director, ensuring these actions comply with legal requirements and IRC’s country and Global policies while minimizing risks and supporting affected staff.
• Support the management, coaching and development of national staff to build a team of skilled, committed, and motivated staff, ready to advance in their career.
P&C Operations/Foundational
• Oversee the creation and tracking of P&C objectives at the Country Office, ensuring alignment with organizational goals. Actively engage in proposal design and grant review meetings, providing expert advice on organizational structure, position scoping, demographic and staffing analysis to build a robust P&C foundation that supports high program quality.
• Drive informed decision making by using data to support people and culture functions, ensuring all data reporting, monthly HR metrics, SG data; Diversity, are accurate and timely delivery.
• Oversee payroll process ensuring accurate and timely compensation for all staff.
• Ensure the development and implementation of high-quality, context-specific strategies and practices in areas such as recruitment, compensation and benefits, employee relations, onboarding, offboarding, contract management, learning and development, performance management, leave management, code of conduct compliance, legal compliance, HR Information Systems, coordination of policy development and implementation, etc.
• In alignment with our Partnership Excellence for Equality and Results System (PEERS) framework, provide technical P&C support to our local partners, and ensure their ways of working are aligned and in compliance with IRC’s standards.
P&C Gender Diversity and Inclusion (GEDI)
• Coordinate and facilitate the implementation of GEDI strategies and strategic initiatives across the Country Program, ensuring alignment with the P&C mandate.
• Foster a healthy organizational culture that is free of unequal power dynamics, discrimination, bias, harassment, bullying, and abuse of power. Oversee the integration of feminist, decolonial, and anti-racist values throughout the employee lifecycle, providing guidance and direction in collaboration with Regional P&C Director to ensure these values are embedded in all P&C practices, including regular reporting, and measuring progress on the S100 Leadership Diversity Goals (LDG) and GEDI goals.
• Champion inclusive practices as part of the GEDI initiative, organizing cultural exchanges and culture-building activities to enrich team cohesion. Ensure the incorporation of GEDI best practices into the employee lifecycle and day-to-day operations, maintaining accountability for the continual improvement of diversity and inclusion within the organization.
P&C Safeguarding (SG)
• Promote best practice through the integration of safeguarding considerations in hiring, recruitment and onboarding practices (eg, ensure delivery on Safeguarding Minimum Standard 1).
• Ensure that all IRC employees receive orientation to IRC’s Safeguarding Policy and behavioral expectations, collaborating with the Safeguarding Manager function where it exists and/or Regional Safeguarding Advisor.
• Ensure that the IRC Way and information on reporting channels are sign-posted in all IRC office locations (in all relevant local languages).
• Collaborate with country and regional specialized safeguarding staff and Country SMT members to agree functional stakeholders within the country and promote adoption and progress of the Safeguarding Minimum Standards.
• Partner with IRC global investigations teams and the Country Director to ensure that recommendations from safeguarding investigations, particularly those involving disciplinary actions, are implemented within two weeks.
P&C Duty of Care (DOC)
• Provide guidance and support for all staff-related duty of care initiatives, ensuring adherence to organizational standards, and partner with relevant teams to ensure best practice aftercare response to critical incidents.
• Support DOC, GEDI, and SG teams to promote safe, healthy, and inclusive workplaces through global and local initiatives.
• Ensure strong connectivity and communication among P&C staff to foster a cohesive team environment.
• Maintain a healthy and empowering office environment that promotes open, honest, and productive communication. Implement an employee engagement and communication strategy tailored to suit remote management contexts, ensuring it supports effective interaction and staff integration across all levels of the organization.
Other Responsibilities:
• Actively participate in and support staff meetings to foster a collaborative work environment.
• Conduct Listening sessions to gather insights and feedback from staff, enhancing organizational communication and employee satisfaction.
• Support the Country Director with ad hoc tasks as needed, addressing requirements that may arise outside of the usual responsibilities.
• Remain vigilant for any signs of discrepancies or irregularities in operational and administrative procedures, ensuring organizational standards are upheld.
• Escalate code of conduct issues and lead or co-lead investigations in collaboration with the Employee Relations unit and when needed Ethics and Compliance unit (ECU). Ensure that issues are thoroughly resolved, and appropriate follow-up actions are implemented to maintain integrity and compliance within the organization.
• Stay abreast of changing organizational and external situational circumstances, which may impact the organization and proactively develop suggestions for addressing them and/or incorporating relevant information into the organization ideas and approaches.
Key Working Relationships:
Position Reports to: Country Director and Regional P&C Director – Management in Partnership (MIP)
Direct Reports: HR Managers, GEDI & Safeguarding Managers
Indirect Reports: HR Officers (Bamako and field offices)
Key Internal Relationships:
• Country Senior Management Team
• Regional Functional Leads
• Global P&C Functional Leads
Key External Relationships: INGO counterparts; legal counsel; P&C associations and networks
Job Requirements:
• Minimum Bachelor’s degree required (Bac +4). Master’s university degree in HR management, International Relations or Development, MBA, Law, or related field is preferred.
• A minimum of 8-10 years of progressive professional People and Culture experience
• Demonstrated success as a P&C leader supporting groups of 300+ employees at multiple organizational levels, cultures, and locations within a regional or global environment required.
• Strategic leadership experience as a P&C 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,
• Proven experience on change management and organizational development
• High degree of comfort and successful track record supervising in matrixed environments.
• High levels of integrity and empathy, with the ability to understand, engage, and inspire others.
• 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, with experience
• 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.
• Excellent 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.
• Very strong proficiency in MS Word, Excel and PowerPoint is required
• Proficient in people analytics and data management and interpretation, with an aptitude for translating datasets into actionable people insights.
• Fluency in French is required, while proficient level in English is desired.
• Travel: minimum travel is required – not to exceed 30%.
#li-6
The IRC opened the national program in Mali in 2012. Our programs range from humanitarian assistance to We focus on child protection, education, economic well-being, nutrition, health, water and sanitation, nutrition, health, water and sanitation, and governance. We work in northern, central, and southern Mali. Conflict and drought have displaced hundreds of thousands of people. hundreds of thousands of people in Mali and neighboring countries. The security situation in the north remains fragile.
However, the needs of internally displaced people and host communities affected by the conflict are immense, and the issue of humanitarian access is an ongoing process. The IRC works in northern and central Mali to provide essential water, sanitation and hygiene, education, economic well-being, protection and health programs in the most remote areas.
Job Overview
The People & Culture Coordinator leads a highly effective People and Culture team to cultivate the desired culture within the Mali Country Program and ensure that the necessary talent and resources are in place to achieve country objectives and effectively serve our clients. They work with department heads and their teams end-to-end to ensure that all HR policies, programs, and systems are: 1) aligned with the IRC S100 and the country SAP and SAP-IP (including the People and Culture Strategy) and IRC’s GEDI and Safeguarding commitments, 2) implemented effectively, and 3) delivered to “best practice” standards.
This individual is a key member of the country leadership team and serves as a strategic leader, advisor and coach, with particular emphasis on ensuring a safe, inclusive and welcoming culture for all, organizational performance, and the efficiency and effectiveness of personnel operations in the country.
The People & Culture Coordinator will work closely with the National Director and the Regional Director People & Culture to ensure the implementation of key protection and conservation strategies, services and infrastructure at the national level, for effective and efficient services at multiple levels.
Finally, the incumbent of this position will lead the implementation and adaptation of People & Culture’s global initiatives and practices in the local context and in accordance with GEDI and safeguarding values and principles.
Main responsibilities:
P&C Strategic Leadership and Management
• Serve as a strategic advisor to the Country Director and the Country Program Leadership Team on succession planning, providing key insights to facilitate future leadership transitions.
• Act as a thoughtful partner to the leadership team, providing strategic advice on people and culture, as well as organizational culture and values, to align with mission and goals.
• Supervise and support all P&C staff within the country programme, ensuring that leadership and management of direct reports is delivered with excellence. Report on the overall quality and success of P&C service delivery, actively monitoring progress against set targets.
• Take the initiative to lead talent dialogues, recommend development opportunities and coach the conduct of quality conversations during performance reviews.
• Champion gender equality, duty of care and safeguarding priorities within the senior management team and model safe, inclusive and caring leadership standards. Work closely with regional and national counterparts to prioritize and effectively support these efforts, building staff engagement and raising awareness across the national programme.
• Promote initiatives that improve employee experience, team engagement, inclusion and cohesion within the national program, by fostering an environment conducive to continuous learning and honest dialogue.
• Provide constructive feedback and advice on career paths and professional development for the P&C team and IRC staff; establish a culture of continuous learning opportunities.
• Advise supervisors on appropriate disciplinary action, serve as an impartial mediator in disciplinary proceedings, and oversee follow-up actions to ensure fairness, compliance with employment laws, and adherence to labor regulations.
• Co-lead and facilitate workforce planning for the national program, including managing workforce adjustments, such as staff reductions or increases in staffing, including organizational design work, in partnership with the leadership team and the Regional Director of P&C, ensuring that these actions are consistent with legal requirements and IRC national and global policies, while minimizing risks and supporting affected staff.
• Support the management, supervision and development of national staff in order to build a team of competent, committed and motivated employees, ready to progress in their careers.
P&C Operations
• Oversee the creation and monitoring of P&C objectives in the country office, ensuring alignment with organizational objectives. Actively participate in proposal design and grant review meetings, providing expert advice on organizational structure, job definition, demographic analysis and workforce analysis, to establish a strong P&C foundation that supports high program quality.
• Drive informed decision making using data to support people and culture functions, ensuring all data reports, monthly HR metrics, SG data, diversity, are accurate and delivered on time.
• Oversee the payroll process ensuring that all staff salaries are accurate and paid on time.
• Ensure the development and implementation of high-quality, context-specific strategies and practices in areas such as recruitment, compensation and benefits, employee relations, onboarding and offboarding, contract management, learning and development, performance management, leave management, code of conduct compliance, legal compliance, human resources information systems, coordination of policy development and implementation, etc.
• In line with our Partnership for Excellence in Equality and Results System (PEERS) framework, provide technical support on P&C to our local partners and ensure that their ways of working are aligned and compliant with IRC standards.
P&C Gender Diversity and Inclusion (GEDI)
• Coordinate and facilitate the implementation of GEDI strategies and strategic initiatives across the country program, ensuring that they are aligned with the P&C mandate.
• Foster a healthy organizational culture, free from unequal power dynamics, discrimination, bias, harassment, bullying and abuse of power. Oversee the integration of feminist, decolonizing and anti-racist values throughout the employee lifecycle, providing advice and guidance in collaboration with the Regional Director P&C to ensure these values are integrated into all P&C practices, including regular reporting and measuring progress against the S100 Leadership Diversity Goals (LDG) and GEDI.
• Promote inclusive practices within the GEDI initiative, organizing cultural exchanges and culture-building activities to improve team cohesion. Ensure the integration of GEDI best practices into the employee lifecycle and daily operations, remaining accountable for the continuous improvement of diversity and inclusion within the organization.
P&C Safeguarding (SG)
• Promote best practice by integrating safeguarding considerations into hiring, recruitment and onboarding practices (e.g. ensuring compliance with Safeguarding Minimum Standard 1).
• Ensure that all IRC employees receive orientation on the IRC Safeguarding Policy and behavioural expectations, working with the Safeguarding Lead, where appropriate, and/or the Regional Safeguarding Advisor.
• Ensure that the IRC Way and information on reporting channels are displayed in all IRC offices (in all relevant local languages).
• Collaborate with national and regional safeguarding staff and members of the national leadership team to convene functional stakeholders in the country and promote the adoption and progress of the minimum safeguarding standards.
• Work in partnership with IRC global investigation teams and the Country Director to ensure that recommendations from safeguarding investigations, particularly those involving disciplinary action, are implemented within two weeks.
P&C Duty of Care (DOC)
• Provide guidance and support for all staff duty of care initiatives, ensuring compliance with organisational standards, and work in partnership with relevant teams to ensure a response to critical incidents is based on best practice.
• Support DOC, GEDI and SG teams to promote safe, healthy and inclusive workplaces through global and local initiatives.
• Ensure strong connectivity and communication among P&C staff to foster team cohesion.
• Maintain a healthy and stimulating work environment that promotes open, honest and productive communication. Implement an employee engagement and communication strategy adapted to remote management contexts, ensuring that it promotes effective interaction and integration of staff at all levels of the organization.
Other responsibilities:
• Actively participate in and support staff meetings to foster a collaborative work environment.
• Organize listening sessions to gather staff views and feedback, to improve communication within the organization and employee satisfaction.
• Support the National Director in ad hoc tasks as needed, responding to requirements that may arise outside of regular responsibilities.
• Remain alert to any signs of discrepancy or irregularity in operational and administrative procedures, ensuring that organizational standards are respected.
• Escalate Code of Conduct issues and lead or co-lead investigations in collaboration with the Employee Relations Unit and, where appropriate, the Ethics and Compliance Unit (ECU). Ensure that issues are resolved thoroughly and appropriate follow-up actions are implemented to maintain integrity and compliance within the organization.
• Keep abreast of organizational developments and external circumstances that may impact the organization and proactively develop suggestions to address them and/or integrate relevant information into the organization’s ideas and approaches.
Main working relationships:
Reports to: Country Director and Regional Director P&C Director – Management in Partnership (MIP)
Direct supervision: HR Managers, GEDI & Safeguarding Manager
Indirect supervision: HR Officers (Bamako and field office)
Main internal relations:
o Country management team
o Regional functional managers
o Global P&C functional managers
Main external relations: counterpart NGOs; legal advisors; P&C associations and networks
Job Requirements:
• A bac + 4 level diploma is required. A master’s degree in human resources management, international relations or development, an MBA, law or a related field is preferable.
• A minimum of 8 to 10 years of progressive professional experience in the field of human resources and culture.
• Proven success as a people and culture leader for groups of 300+ employees across organizational levels, cultures and locations in a regional or global environment.
• Strategic leadership experience as a human resources and culture professional in emergency response, conflict zones and/or humanitarian assistance preferred.
• Proven success in supporting key senior executives and building strong, trusting relationships.
• Excellent management and leadership skills, including capacity building, coaching, mentoring, performance management and organizing individual and group training,
• Proven experience in change management and organizational development
• Great ease and successful experience in supervision in matrix environments.
• High level of integrity and empathy, with the ability to understand, engage and inspire others.
• Ability to collaborate with operational and technical focal points to ensure that the organization’s best practices are represented in the work.
• In-depth knowledge and experience across the broad spectrum of people and culture skills, with experience in the following areas:
• Strong collaborator with effective interpersonal and analytical skills, able to work smoothly across different countries, cultures and organizational units.
• Proven ability to work, manage and meet competing deadlines in a fast-paced, high-volume environment and meet deadlines; problem-solving and decision-making skills.
• Excellent interpersonal, written and oral communication skills required.
• The candidate must have a highly collaborative, inclusive, consultative and resourceful work style that balances compliance and policy enforcement with a strong commitment to customer service and support.
• Excellent project management and organizational skills, including detailed work planning and superior time management skills.
• Very good command of MS Word, Excel and PowerPoint is required.
• Proficiency in people analytics, data management and interpretation, with an ability to translate data sets into actionable people insights.
• Fluency in French is required, while fluency in English is desired.
• Travel: minimal travel is required – not exceeding 30%.
**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
https://careers.rescue.org/us/en/job/req54481/People-and-Culture-Coordinator