Organizational Context

 

The International Federation of Red Cross and Red Crescent Societies (IFRC) is the world’s largest humanitarian organization, with a network of 191-member National Societies. The overall aim of IFRC is “to inspire, encourage, facilitate, and promote at all times all forms of humanitarian activities by National Societies with a view to preventing and alleviating human suffering and thereby contributing to the maintenance and promotion of human dignity and peace in the world.” IFRC works to meet the needs and improve the lives of vulnerable people before, during and after disasters, health emergencies and other crises.

IFRC is part of the International Red Cross and Red Crescent Movement (Movement), together with its member National Societies and the International Committee of the Red Cross (ICRC). The work of IFRC is guided by the following fundamental principles: humanity, impartiality, neutrality, independence, voluntary service, unity, and universality.

IFRC is led by its Secretary General, and has its Headquarters in Geneva, Switzerland. The Headquarters are organized into four main Divisions: (i) National Society Development and Coordination; (ii) Humanitarian Diplomacy and Digitalization; (iii) Management and Accountability; and (iv) People and Strategy.

IFRC has five regional offices in Africa, Asia Pacific, Middle East and North Africa, Europe, and the Americas. IFRC also has country cluster offices and country offices throughout the world, as well as services hubs. Together, the Geneva Headquarters and the field structure (regional and delegations) comprise the IFRC Secretariat.

IFRC has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the Red Cross and Red Crescent Movement, including sexual exploitation and abuse, sexual harassment and other forms of harassment, abuse of authority, discrimination, and lack of integrity (including but not limited to financial misconduct). IFRC also adheres to strict child safeguarding principles.

The Human Resources Management Department (HRMD) falls under the People and Strategy Division. It is responsible for acquiring, assigning, developing, and promoting staff to ensure that the right people occupy the right positions at the right time to enable the IFRC to achieve its strategic and operational goals. HRMD also provides advice and support on human resources management matters, including policies and procedures, to other departments/divisions at the IFRC Headquarters in Geneva and to offices in regions and delegations around the world.

The Director of Human Resources Management (DHRM) leads the global HRM Team and is chief representative of the IFRC with regards to all official matters relating to the employee lifecycle from recruitment to exit. DHRM leads a team of global HR managers as direct reports as well as five regional HR managers and other HR staff with dual line management responsibility. The position is based in Geneva.

 

Job Purpose

 

The DHRM will lead the development and implementation of innovative HR strategies and initiatives that align with IFRC’s mission and objectives. This role is crucial in fostering a positive organizational culture, enhancing employee engagement, and ensuring compliance with international HR standards. Acting as a change agent and thought leader, the DHRM will spearhead HR management initiatives to position IFRC as the humanitarian employer of choice.

 

Job Duties and Responsibilities

 

The DHRM has the following duties and responsibilities:

Strategic Leadership:

• • Develop and implement a comprehensive HR strategy that supports IFRC’s strategic goals.
  • Collaborate with senior leadership to align HR initiatives with operational needs and organizational objectives.
  • Advise the Global Leadership Team (GLT) on HR strategic issues to ensure overall organizational coherence and coordination with regards to HR matters.

Team Leadership:

• • Inspire and manage the HRMD Management Team to optimize HR services while improving efficiencies within available resources.
  • Oversee the work of 5 Regional HR Managers to ensure consistency with the global HR vision, operational alignment, and transfer of best practices across IFRC and provide guidance to them on relationship-building with National Societies on HR-related files.
  • Define clear roles and accountabilities and assign them across HR units and/or team members, where applicable; set and adjust departmental priorities on an ongoing basis; define and implement coordination and info-sharing mechanisms as needed.

Talent Management:

• • Oversee the recruitment, selection, and onboarding processes to attract, nurture and retain top talent.
  • Implement performance management systems that promote employee development, engagement, and accountability.
  • Actively work with member National Societies to foster collaboration in all areas of human capital management and development with stakeholders within and outside of the Red Cross and Red Crescent Movement.

Employee Relations:

• • Foster a positive organizational culture and promote effective employee relations.
  • Address employee grievances and conflicts, ensuring fair and consistent application of policies.
  • Carry out HR-related disciplinary investigations and take appropriate follow-up actions in co-operation with the Chief of Staff and Under Secretary General, People and Strategy, and OIAI.

Training and Development:

• • Identify training needs and develop programs to enhance employee skills and capabilities.
  • Foster and enforce a culture of continued employee learning and professional development with the provision of blended staff training, adherence to mandatory training guidelines and online learning via the IFRC Learning Platform.
  • Champion the application of the Fundamental Principles across leadership and management practices, and all staff-related initiatives.

 

Job Duties and Responsibilities (continued)

 

Diversity and Inclusion:

• • Champion diversity and inclusion initiatives within the workforce.
  • Develop policies and practices that support an inclusive workplace for all employees.

Compensation and Benefits:

• • Oversee the design and implementation of competitive compensation and benefits programs that attract and retain employees.
  • Conduct regular market assessments to ensure IFRC remains competitive in the global labour market.

HR Policies and Compliance:

• • Oversee the development, updating, dissemination and implementation of HR and IFRC tools, programs, regulations, norms and standards, and policies (e.g. Staff Regulations, Code of Conduct, Prevention and Response to Workplace Harassment and Discrimination, Whistleblower Protection Policy, global mobility staff policy, performance management, compensation and benefits management and employee health and well-being, among others affecting people).
  • Ensure compliance with local labour laws and regulations in all operational areas.

Institutional Development:

• • Lead change management initiatives to support organizational growth and adaptability.
  • Assess organizational effectiveness and recommend improvements to enhance performance and efficiency.

Representing IFRC:

• • Be the IFRC HR representative with regards to all official occurrences and developments related to the employee lifecycle (e.g. contracts, contract amendments, appointment, and termination letters, etc.).
  • Be IFRC’s interlocutor in the strategic relationship with the Staff Association, foster a constructive and mutually effective working relationship, and conduct negotiations, as needed.
  • Serve as IFRC’s principal representative in external HR Directors forums, networks, and related policy-making bodies. In this connection, work with HR colleagues in other organizations on people matters to ensure sharing and cross-pollination of best practices.

 

Education

 

Required

Advanced university degree (master’s degree or equivalent), in HR management or another related field. A combination of a university degree and extensive related experience may be accepted in place of an advanced university degree.

Preferred

Professional HR qualification.

 

Experience

 

Required

At least 15 years of working experience, out of which at least 10 years of HR experience in a senior management position.

Proven experience in dealing with all aspects of HR management, both on a strategic and on an operational level.

Demonstrable HR professional experience in an international, matrix organization (IO, NGO, corporate), in a multi-cultural environment.

Demonstrable ability to adapt and apply best practices from other international organisations and the private sector.

Solid track record of managing and supporting diverse and multicultural teams.
Experience in working in a multinational, multicultural environment, either in a major commercial company or for an international organisation.

Preferred

RC/RC or other humanitarian field working experience.

 

Knowledge, Skills and Languages

 

Required

Strategic thinker with the ability to formulate strategies and policies at a senior level.

Service- and solution-oriented mindset.

Outstanding written and oral communication skills.

Excellent collaborative and teamwork skills at the Executive Management level.

Proven ability to take difficult decisions.

Proven ability to motivate and manage a team.

Excellent interpersonal, influencing, networking, and representational skills.

Professional credibility and ability to work effectively at all levels across the organisation.

Proven good judgment and ability to work with complete integrity and confidentiality.

Self-reliant and ability to work in a challenging environment.

Strong analytical skills and ability to work at various or all levels of complexity.

Ability to manage remotely.

Highly organised and results focused.

Sensitivity to cultural diversity and the ability to work effectively in cross-cultural settings.

Fluent spoken and written English.

Preferred

Good command of another IFRC official language (French, Spanish or Arabic).

 

Competencies, Values and Comments

 

Values: Respect for diversity; Integrity; Professionalism; Accountability.

Core competencies: Communication; Collaboration and teamwork; Judgement and decision making; National society and customer relations; Creativity and innovation; Building trust.

Functional competencies: Strategic orientation; Building alliances; Leadership; Empowering others.

Managerial competencies: Managing staff performance; Managing staff development.