The role of the HR coordinator isto oversee and lead the HR operationsin the Area office (Camps).
The primary role for the HR coordinator is the day to day implementation of personnel SOP's,
supporting line managers and staff in personnel queries and issues. The HR coordinator will also
line manage and oversee HR staff based in the Area office
Roles and Responsibilities
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 filingof all support documents. Support line managersin procedures and require supportteam trainings. Management of support team. Ensure development and implementation of administrative systemsand procedures. Actively promote PSEA (Prevention of Sexual Exploitation and Abuse) standards& principles within NRC and amongst beneficiaries served by NRC. Ensure adherence to NRC policiesand the national labor law in all processes and procedures. Advice in personnel conflicts/processes when relevant. Coordinatestaff recruitment and exits, introductions, trainings, staff benefits schemes etc. Coordinatewith relevant partners, suppliers, authorities, lawyersetc. Ensure accuracy of staff salaries. Ensure that staff recordsin all offices in the area are up to date and filed appropriately.Specific responsibilities
Ensure timely implementation of HR activities and dissemination of HR SOPs and policies in the Area office. Ensure that onboarding, inductions, performance management and exit procedures are implemented for all staff at the Area office. Advise and support line managers and staff with personnel queries in line with NRC SOPs and HR policies. Follow up on disciplinary measures/meetings, conflict management and participate in investigations as required. Ensure accurate and timely data is maintained in all NRC files (onlineand hard copy). Ensure national staff benefits including leave and healthinsurance are processed and tracked as per NRC procedures. Ensure recruitments at the Area office are processed and tracked as per NRC procedures. Provide personnel and recruitment reports as required. Other tasks as requested 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 Auditors (internal/external) Relevant implementation staffOthers:
HR department at the country office Scale and scope of positionStaff: HR staff at the Area office (3) staff members
Stakeholders: Country office HR manager, Country office HR coordinator Budgets:
Information: HR Agresso, HR database, NRC People
Legal or Compliance: JordanLabour law, NRC SOPs and policies
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 CompetenciesGeneric 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 in leading and developing staff. Experience of working in HR department covering +200 staff.2.Behavioral Competencies (max 6)
Working with people Managing performance and development Empowering and building trust Strategic thinking Communicating with impact and respect InfluencingPerformance 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