Switzerland: Senior Advisor, HR Operations

Background

The International Federation of Red Cross and Red Crescent Societies (IFRC) is the world's largest humanitarian organization, with 191 member National Societies. As part of the International Red Cross and Red Crescent Movement, our work is guided by seven fundamental principles; humanity, impartiality, neutrality, independence, voluntary service, unity and universality.

Organizational Context

The International Federation of Red Cross and Red Crescent Societies (“the Federation”) is the world’s largest volunteer-based humanitarian network. The IFRC Secretariat (“the IFRC”) is based in Geneva and has regional and country offices throughout the world. Under the leadership of the Secretary General, the IFRC provides the central capacity to serve, connect, and represent Red Cross / Red Crescent National Societies. The IFRC focus includes providing support with governance mechanisms; setting norms and standards; directing and coordinating international relief operations, resource mobilization, technical support including providing guidance; ensuring consistency, coordination, and accountability for performance; knowledge sharing; and expanding engagement with partners. The IFRC headquarters is organized in three main business groups: (i) Partnerships, including Movement and Membership, (ii) Programmes and Operations, and (iii) Management, each one of them led by an Under-Secretary General.
The Management Division is in turn organised in three Departments: Finance and Administration; Human Resources; and Information Technologies, each of them led by a Director.
This position is located in the Human Resources Department and reports directly to the Director of Human Resources.

Job Purpose

As the key adviser working in the Front Office of the Director of Human Resources, to provide operational leadership to the Department by translating the HR Strategy into actionable work plans, coordinating their implementation, and ensuring effective and efficient service delivery; to serve as HR Focal Point on employee relations, case management and disciplinary matters; and to deputize for, and represent, the Director of Human Resources on a wide range of HR-related matters, as needed.

Job Duties and Responsibilities

Assist with the management of the day-to-day work of the Department

• Provide advice to the Director of Human Resources and the global HR Team on all strategic and operational issues relating to the management of the Human Resources Department and the implementation of the HR People Strategy
• Oversee and manage workforce analytics to ensure that relevant metrics, trends, and KPIs are identified and reported to key internal and external stakeholders
• Translate HR strategies and priorities into an annual work plan; monitor progress, propose adjustments and supervise its effective and efficient delivery
• In collaboration with other HR Unit Managers, review and compile input from each Unit on Key Performance Indicators; provide regular and ad hoc reports to the Global Leadership Team, the Audit and Risk commission, and other internal and external stakeholders, as needed
• Lead and coordinate the planning and implementation of the annual HR Operational Plan and Budget exercise
• Oversee and support the design and implementation of transversal systems and processes, focusing on e-HR and simplification and re-engineering initiatives, in order to increase the productivity and efficiency of all HR activities
• Actively participate and serve as HR Focal Point in the development and implementation of cross-cutting institutional initiatives such as those related to policy on sexual exploitation and abuse (PSEA), gender and diversity, disability, child protection, etc.
• Monitor HR compliance with organizational policies, identify risk and mitigate loss, and serve as the focal point for the implementation of audit and compliance recommendations relating to HR issues
• In conjunction with other HR Units and Regional HR Managers, identify and follow up on the implementation of continuous improvement initiatives and on the quality assurance of HR outputs
• Promote knowledge-sharing and timely dissemination of information across the global HR team

Serve as Focal Point on employee relations, case management, and disciplinary matters

• Develop and manage a fit-for-purpose HR case management system as required by the Director of Human Resources
• Work with the Director to address and resolve sensitive employee-relations matters, including disciplinary processes and formal and informal grievances in accordance with established procedures. In this connection, advise the Director of HR on the formulation of the Organization’s position on all disciplinary cases and other conflicts with a view to ensuring fairness and effective resolution
• Liaise with other units within HRD, Regional HR teams, the Legal Department, Office of Internal Audit and Investigations, Office of the Secretary General, the Appeals Commission, and other stakeholders, as appropriate
• Conduct preliminary assessments on allegations of staff misconduct and make recommendations for fact-finding investigations to be conducted internally or externally
• Serve as the focal point for monitoring of the implementation of the recommendations of the Appeal Commission, and provide periodic reports to the Director of Human Resources

• As delegated by the Director of Human Resources, oversee the coordination of Staff Engagement Surveys and the monitoring/implementation of agreed actions arising from such surveys.

• Keep track of grievances and allegations of breaches of the Code of Conduct and Anti-Harassment Guidelines and prepare relevant reports on trends in staff compliance with the Federation’s ethical standards and requirements, as needed

• Through reporting, ensure Regional HR Managers and HR Unit Managers are aware of identified trends or issues (related to grievances/complaints) in their respective areas of responsibility to support initiatives (such as training, or updating of processes) which mitigate the risk of further instances.

• Support the HR Business Partners and Regional HR Managers on specific case-management issues, with a view to (i) preparing fair and sound decisions requiring the attention of the Director of Human Resources at a later stage, and (ii) performing appropriate follow-up

• Work collaboratively with all HR Global Team units to ensure consistent application of relevant policies and regulations

• In coordination with the Business Partnering Unit, coach managers and other HR staff on the handling of sensitive or complex situations before they are escalated to the Director of Human Resources.

• Advise and counsel staff with respect to their rights and responsibilities.

Represent the Director of Human Resources and act on his/her behalf

• Deputise for the HR Director and represent him/her in internal or external meetings, providing the necessary strategic interface between the HR Department and specific divisions, departments, and regional offices across the Federation
• Replace the HR Director during absences and manage day-to-day HR business

Carry out other activities on behalf of the Director of Human Resources, as required

• Examine and validate decision papers for HR Director’s signature, as required
• Liaise with the Finance and Administration Department on departmental budgetary and financial issues
• Coordinate the preparation, implementation and follow-up of the HRGIDD and HR Global Team meetings; be the HR focal point for National Societies on HR-related matters

Contribute to building an effective, high-quality HR Department, by:

• Being a role model; identifying and promoting value-based behaviors
• Actively working to achieve the HR Department’s strategic objectives as set out in the Human Resources Strategic Framework
• Ensuring excellent collaboration with HR colleagues and contributing to their professional development, as suitable.
• Participating in the development of a customer service-oriented culture that values proactivity, continuous improvement, innovation, and high performance Education

Required:

• Advanced university degree (Master’s degree or equivalent), in HR management or another related field.

Preferred:

• Professional HR qualifications Experience

Required:

• At least 10 years working experience of with at least 7 years of experience in the domain of human resources or relevant field
• Experience in dealing with all aspects of HR management, both on a strategic and on an operational level
• Demonstrated HR professional experience in an international, matrix organization (IO, NGO, corporate)
• At least 5 years of experience working in multicultural and multinational teams

Preferred:

• IFRC, RC/RC or other humanitarian field working experience. Knowledge, skills and languages

Required:

• Proven ability to take decisions
• Proven ability to motivate and manage a team
• Excellent verbal and written communication skills
• Strong negotiation, collaboration and influencing skills
• Professional credibility, able to work effectively at all levels across the organisation
• Proven good judgment and ability to work with complete integrity and confidentiality
• Solid track of managing and supporting diverse and multicultural teams
• Self-reliance and ability to work in a challenging environment
• Strong analytical skills
• Highly organised and results focused
• Fluent written and spoken English.

Preferred:

• Proficiency in an additional IFRC language (French, Spanish or Arabic).

Competencies and values

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 Comments

The IFRC is committed to enhancing gender balance. Female applicants are strongly encouraged to apply.

Please submit your application to IFRCjobs