The Syria crisis is often described as the worst humanitarian catastrophe since the end of the Cold War. Today, 13.4 million people in Syria - more than half of the country's population - need humanitarian assistance with needs increasingly being exacerbated by economic decline. Of these, 6.8 million are refugees and asylum-seekers who have fled the country. This is no short-term humanitarian episode. The devastating human consequences to huge numbers of people will endure for decades. The destruction of relationships, communities, livelihoods, homes and infrastructure will take years to repair.

IRC is offering a robust humanitarian response to the Syria crisis a rapidly expanding portfolio, supported by more than 1000+ staff in Syria Country Program. IRC is undertaking programs in Syria and the neighboring countries of Turkey, Iraq, Lebanon and Jordan in the fields of health, child protection, early childhood development, education, women’s protection and empowerment, non-food items and food distribution, cash assistance, water and sanitation, protection and rule of law, and livelihood programming. Our work in these challenging settings gives rise to some of the most pressing issues facing contemporary humanitarian action, including questions of access, security, funding and coordination.

Job Overview/Summary:

The Human Resources Business Partner (HRBP) is a key member of IRC`s Management Team, Under the supervision of the Human Resources Director, The HRBP plays a strategic role in the provision of human resources operations and implementation of IRC's HR policies and procedures and best practices required for the effective implementation of Syria country programs. This includes central initiatives, IRC ways, services, policies, and systems required for human resource operation's management including compensation & benefits, staff onboarding, Contracts management, payroll and HR reporting.

Major Responsibilities:

Staff Onboarding and Exit:

• Ensure the implementation of proper and efficient induction for all new joiners along with refresher of policy and process. that includes group sessions and individual sessions.
• Support HR team in managing the full employee experience, from on-boarding to exit management.
• ensuring all processes are performed in a timely, efficient and client-centered manner.

Contracts Management:

• Design and manage different types of contracts given to our local staff ensuring adhering to different country-specific labor laws;
• Manage the change of employment processes and documentation including start of new contract, extension, promotion, etc and ensure personnel files and up to date within the different locations.

Performance Management:

• Provide mentorship and supervision to HR operation's team in different locations, including leading team meetings, individual supervision, and coaching, and conducting goal setting, and performance reviews.
• Lead the performance management process with guidance from HRD, create plan to manage annual and mid-year Performance Check-Ins, conduct trainings on goal setting, utilize budgets to organize development activities and work one-on-one with managers and employees to create country wide development plans, support a culture of continuous feedback through HR initiatives and actions.
• Support line managers to fulfil their obligation in the performance management process in the whole country.
• Serve as a model of supervisory excellence; supervise and mentor direct-report staff, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback, and leading documented semi-annual performance reviews.

HR Operations and Compliance:

• Develop and implement the HR strategy, aligned with the organization's strategy
• Lead organizational change initiatives, such as restructuring and transitioning to partner-led models, ensuring compliance, fairness, and staff engagement
• Ensure proper payroll processing for all staff in different offices. In addition, ensuring the follow-up of a proper exit process, final settlement, acting allowance, overtime payment on time.
• Reviewing and guaranteeing adherence to HR policies and procedures; coordinating together with the HRD development of policies, handbooks and supporting their implementation and dissemination.
• Ensuring standardization and use of best practices across IRC management teams; coordinating the use of salary software and HRIS in all locations.
• Lead compliance with country-specific labor laws. Train ESMT on standard processes for compliance with the specific law.
• Administer and implement recurring and ad-hoc audits to ensure accurate processing of payroll files, etc.

Human Resources Management Information System:

•  Ensure the HRMIS is updated with accurate employee records, contracts, and leave data.
• Generate and analyze HRMIS reports to support decision-making and compliance monitoring.
• Provide user support, training, and troubleshooting for HRMIS-related issues.
• Collaborate on system enhancements and integrations to improve HR processes.

HR Reporting and communication:

• Lead the design of an iterative HR communications plan with the goal of ensuring that all HR-related information including Benefits, Promotions, Annual Performance Reviews, Training & Development and others are effectively cascaded throughout the organization, ensuring increased visibility for our team;
• Reinforcing HR reporting and planning; developing with counsel from the HRD, HR key performance indicators in order to develop an informed and accountable HR management.

Employee Well-being and Duty of Care

• Oversee Duty of Care initiatives, including staff support programs, mental health resources, and resilience-building activities.
• Partner with the Duty of Care advisor to improve staff well-being, leveraging tools and available resources
• Promote a safe, inclusive, and supportive workplace.