HR People and Culture Officer

Background/IRC Summary:The International Rescue Committee (IRC), one of the world’s largest humanitarian agencies, provides relief, rehabilitation, and post-conflict reconstruction support to victims of natural disaster, oppression, and violent conflict in 42 countries. The IRC is committed to bold leadership, innovation, and creative partnerships. Active in public health, education, livelihoods, women’s empowerment, youth development, and protection and promotion of rights, IRC assists people from harm to home. IRC began work in Nigeria in 2012 in the north of Adamawa State in response to the flood emergency.

In the end of 2014 and the beginning of 2015, there has been a considerable upsurge (vague) in violence perpetrated by Boko Haram in the Northeast, creating and influx of IDPs in within the state. From the beginning of the insurgency, the hosts communities in the Northeast have been housing many displaced and have now reached absorption capacity limit. In addition, the heightened levels of insecurity have resulted in an upscale of program activities which in turn, have placed additional health and psychological stress on the CP staff. This has necessitated an increased focus on issues pertaining to the staff welfare, mental health, and wellbeing.

The Zamfara Human Resources Officer (People and Culture) will be supporting managing every aspect of the employee experience in the Gusau office, she/he will be supporting staff through the employee lifecycle in a way that creates a positive experience for prospective, new and existing employees including Recruitment and Onboarding/orientation, Training Development, HR Administration, compliance, Performance Management, Employee Engagement and Retention, Health & Safety, HRIS, strategic HR planning and payroll updates and others.

Job Overview/Summary: The HR Officer (P&C) is responsible for assiting staff through the employee lifecycle in a way that creates a positive experience for prospective, new, and existing employees.

The Zamfara (Gusau) Human Resources Officer (People and Culture) will assist the HR Manager and understand the inner workings and have professional capacity to handle HR matters in the Zamfara office and serve as a gap fill in the field locations.

Major Responsibilities: The Human Resources Officer (People and Culture) will assist the manager to do the following.

Recruitment and Onboarding:

• Support actively in recruitment by preparing job descriptions, posting ads and managing the hiring process from the start to finish.
• Support with planning and facilitating of onboarding and orientation of new hires across Gusau and Anka.
• Support in conducting orientation programs for new hires to familiarize them with the organizational policies, procedures, and the work environment culture.

HR Administration

• Maintain employee records according to policy and legal requirements.
• Preparation of the monthly payroll update, handling payroll processing and ensuring compliance with staff benefits and deductions for Zamfara staff.
• Being a HRIS superuser to produce regular P&C analytics and reports for the Gusau and Anka (if need be).
• Providing support and training to employees on HR systems usage
• Maintaining and updating the P&C process maps and documentation and continuously looking for ways to improve processes for staff Welfare in Gusau and Anka.
• Administering contractual changes such as promotions, family leave, transfers, and salary increases, and other staff benefits of Zamfara office
• Responsible for the creation and upkeep of the baby crèche spaces; ensuring they are kept clean and well maintained in Gusau office

Employee Relations:

• Acting as a point of contact for employee inquiries and concerns in Zamfara office
• Handling employee grievances, conflicts, and disciplinary actions in accordance with organization policies and procedures in Zamfara

Compliance:

• Support in providing counseling on policies and procedures.
• Staying informed about relevant employment laws, regulations, and organization standards.
• Ensuring the organization’s HR practices, policies, and procedures comply with legal requirements.
• Conducting internal findings to identify and address HR compliance issues in Zamfara office.
• Carry out annual organizational policies & procedures, IRC WAY, and ASH training for all Zamfara staff, incentives workers, Enumerator, CV’s and stakeholders.

Health and Safety:

• Support staff who are identified as requiring health support in Zamfara office
• To assist and ensure Zamfara staff are covered under health insurance and resolve any challenge encountered by staff with the service providers.
• Support in facilitating interactions with Neem Foundation and other 3^rd party consultants that support IRC staff health initiatives.
• To assist in sending reminder ensuring the effective utilization of any type of the leave categories is use timely to promote productivity and duty of care.

Performance Management and Training & Development:

• Assist in developing and implementation of performance management processes in Zamfara.
• Providing guidance to staff on performance evaluation, goal setting, and feedback in Zamfara office
• Support the HR Manager in identifying training needs within the organization and developing training programs to address them.
• Assist in facilitating training sessions and workshops to enhance staff skills and knowledge.

Exit Management & Employee Engagement and Retention:

• Administering the onboarding process, including arranging exit interviews, and producing global exit interview analysis and reports.
• Assist by analyzing turnover trends and developing strategies to improve employee retention in Zamfara office.

Key Working Relationships:

Position Reports to: HR P&C Manager in Katsina with MIP Field Coordinator Zamfara

Position directly supervises:Assistant, Interns, Casual Staff
Other Internal and/or external contacts:

Internal: Finance, Supply Chain, HASS & All staff

External:Health service providers, Consultant,

Minimum Qualifications:

• A minimum qualification of a degree or HND in Business Administration, Management, or any of the other related social sciences.
• At least three years’ work experience in human resources in humanitarian or development settings.
• Demonstrated understanding of working with international NGO Human Resources implementation.
• Demonstrated understanding of coaching and supervision/team management.
• Personal qualities: Team player, flexible, network-builder, time management and ability to handle pressure well.
• Fluency in English required and excellent communication skills a necessity.

Computer/Other Tech Requirements:

• Full professional competency in Microsoft Office Suite, especially Word, Excel, Outlook, and PowerPoint. (Knowledge of Ihumane software is an added advantage)

Standard of Professional Conduct: IRC and 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.  In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Harassment-Free Workplace, Fiscal Integrity, Anti-Retaliation, Combating Trafficking in Persons and several others.

Commitment to Gender, Equality, Diversity and Inclusion: 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 IRC Persons in any work setting.

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.

Employment Gaps: We welcome applicants with varied career paths and recognize that a gap in employment does not define a candidate’s potential. We value transferrable skills and are committed to investing in the growth and development of our team members. We encourage applicants to highlight any relevant skills or experiences they have acquired, even if they were not gained in a traditional work setting.

Compensation and Benefits: IRC strives to provide externally competitive and internally equitable Compensation and Benefits programs that attracts, motivates, and retains employees that deliver strong performance while demonstrating the IRC Way Standards for Professional Conduct.

Equal Opportunity Employer: IRC is an equal opportunity employer and we value diversity and inclusion. We do not discriminate on the basis of race, nationality, ethnicity or tribe, gender, age, religion, caste, sexual orientation, differently abled, geographic origin, marital status, veteran status and cultural background (or any other characteristic protected by law). We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.