SPECIALIST, ERU HR

JOB SUMMARY: The Emergency HR Manager will lead the Emergency Response Unit’s (ERU) human resource management in preparation for and during a response, including planning, implementing and evaluating all HR related activities within the ERU’s operations. The Emergency HR Manager will report directly to ERU unit and have a dotted-line reporting relationship into International HRBP leadership. This role will work in tandem with the HR ER & Preparedness team to ensure effective use of the ERU’s internal and external human resources during an emergency.

SALARY RANGE: Low $70’s to Low $80s

To perform this job successfully, an individual must be able to perform each essential function with or without reasonable accommodation:

MAIN TASKS AND RESPONSIBILITIES

General
• Focal point between ERU unit and HR HQ regarding all ERU HR processes by ensuring quality standards in HR are developed and maintained in tandem with the global HR strategy that allow for rapid emergency deployments.
• Collaborate with the compensation team in HQ -HR to support the annual review of compensation rates globally for key national labor and staffing positions in preparation for an emergency response.
• Manage all HR matters within the ERU leveraging HQ HR and International HR subject matter expertise as required.
• Maintain high standards of confidentiality of all employee records and information.

Deployment
• Support the implementation of human resource services in an emergency setting.
• Expected to deploy to the field during an Emergency Response as part of the initial response team.
• Lead and manage all aspects of HR activities in the field during an Emergency Response and ensure compliance with local labor laws and International Medical Corps policies and procedures.
• When applicable assist current HR operations in country programs to support additional service implementation for an emergency response.
• Manage the talent acquisition process for all national positions during an emergency response and ensure policies and procedures are followed according to labor laws and internal regulations.
• Manage HR and administrative processes with quality standards that enable “audit ready” HR recordkeeping.
• Work closely with local lawyers in regard to local employment contract review, special service agreements, required fringe benefits, and taxation that International Medical Corps have to comply with.
• Ensure that all personal information is stored properly during the response and secured with proper handover at the end of the mission.
• Participate in the Human Resources coordination and working groups in the country and work closely to review salary scale, benefits, and any other related HR topics during a response.
• Partner with supervisory staff to ensure direct report national and international staff comply with timely submissions of time sheets..
• Manage the onboarding and offboarding process for all employees, volunteers, and individual service providers.
• In coordination with Finance team, prepare payroll and the payment schedule for service agreements.

Preparedness
• Lead the ERU’s efforts in preparing to respond to domestic and international emergencies from an HR standpoint.
• Develop the ERU’s HR strategy including team structure, capacity development, standard operating procedures, systems, and templates, working directly with policies owners for approval and applications of such.
• Act as the focal point for capacity-building efforts for the internal and external roster, and work closely with planning and program teams on the schedules of training and required information.
• Review contract templates for local labor in new countries and staffing to be used during emergency response.
• Lead the development of all HR aspects of the ERU’s Mission Ready Packages in liaison with Reginal HRBP to ensure compliance of IMC current policies and procedures are accurately implemented.
• Provides training, coaching, and capacity building to HR staff in country offices to ensure consistent application of policies and processes during an Emergency Response.
• Actively participate and contribute during proposal design, writing and kick off meetings, specifically advising on organizational structure, position scoping, and other inputs critical to ensuring a strong HR foundation that supports quality emergency response.
• Keep up-to-date knowledge of all IMC policies and procedures related to HR

Perform other duties as assigned. The duties and responsibilities listed in this document are representative of the nature and level of work assigned and not necessarily all inclusive.

Code of Conduct
As applicable to this position, an individual must promote and encourage a culture of compliance and ethics throughout the organization and maintain a clear understanding of International Medical Corps’ and donor compliance and ethics standards and adheres to those standards. Staff are also responsible for preventing violations to our Code of Conduct and Ethics, which may involve Conflicts of Interest, Fraud, Corruption or Harassment. If you see, hear or are made aware of any violations to the Code of Conduct and Ethics or Safeguarding Policy, you have an obligation to report.

If this is a supervisory position, one must set an example of ethical behavior through one’s own conduct and oversight of the work of others; ensure that those who report to you have sufficient knowledge and resources to follow the standards outlined in the Code of Conduct & Ethics; monitor compliance of the people you supervise; enforce the Code of Conduct & Ethics and International Medical Corps’ policies, including the Safeguarding Policy and the Protection from Harassment, Bullying and Sexual Misconduct in the Workplace Policy, consistently and fairly; support employees who in good faith raise questions or concerns.

Safeguarding
It is all staff shared responsibility and obligation to safeguard and protect populations with whom we work, including adults who may be particularly vulnerable and children. This includes safeguarding from the following conduct by our staff or partners: sexual exploitation and abuse; exploitation, neglect, or abuse of children, adults at risk, or LGBTI individuals; and any form of trafficking in persons.

Equal Opportunities
International Medical Corps is proud to provide equal employment opportunities to all employees and qualified applicants without regard to race, color, religion, sex, sexual orientation, national or ethnic origin, age, disability or status as a veteran.

Job Requirements

MINIMUM QUALIFICATIONS
• Typically, a Bachelor’s degree in related area. Equivalent combination of relevant education and experience may be substituted as appropriate
• Typically, 7+ years of progressive HR professional experience with a minimum of 3 years international experience in a humanitarian emergency response setting.
• Previous experience with International Medical Corps is a plus
• INGO experience
• Field experience in humanitarian emergencies
• Willingness to work unusual hours and sometimes in stressful and insecure environments
• Global and cultural awareness
• Excellent organizational communication skills
• Leadership Skills & Innovative thinking
• Willingness to travel up to (<30%) is required
• Fluent in written and spoken English, other languages are a plus

Additional Technical or Language Requirements

MISCONDUCT DISCLOSURE SCHEME

All offers of employment at International Medical Corps are subject to satisfactory references and background checks. International Medical Corps participates in the Inter-Agency Misconduct Disclosure Scheme from the Steering Committee for Humanitarian Response (SCHR). In accordance with this, we will request information from an applicant’s previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms his/her understanding of these recruitment procedures.