The role of the HR coordinator is to oversee and lead the HR operations in 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 filing of all support documents.
• Support line managers in procedures and require support team training.
• Ensure development and implementation of administrative systems and procedures.
• Actively promote PSEA (Prevention of Sexual Exploitation and Abuse) standards & principles within NRC and amongst beneficiaries served by NRC.
• Ensure adherence to NRC policies and the national labor law in all processes and procedures.

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.
• Ensure the submission of accurate payroll reports for at camps area level in coordination and ensure the accurate payroll administration according to NRC rules and regulations in compliance with the applicable national laws.
•  Ensure that all camps area staff have work and development plans and carry out regular performance discussions with supervisors/managers are documented.
• Prepare HR reports and respond to audit requirements in coordination with the HR Coordinators at country office.
• Ensure the database for personnel and recruitment is up to date for all staff.
• Responsible for tracking staff leaves and timesheets and updating them on staff database.
• Monitor the staff Bio-time reports (check-in -check-out time) and communicate the report results with the country office as required.
• Responsible for the offboarding process / exit procedures for leavers.
• Ensure confidential, safe, and standardized filing of personnel documents in the office and on One Drive.
• Support NRC’s efforts to create a diverse and inclusive work environment through fair recruitment practices and cultural awareness programs.
• Serve as the primary HR contact for the Area Office, handling all employee relations matters and facilitating a smooth communication channel between staff and HR Manager at the Country office.
• Identify potential HR-related risks, such as compliance issues or employee grievances, and proactively address them in collaboration with the HR Manager.
• Ensure accurate and timely data is maintained in all NRC files (online and hard copy).
• Ensure recruitments at the camps area are processed and tracked as per NRC procedures.
• Other tasks as requested by the line manager.

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:

1. Professional Competencies

These are skills, knowledge and experience that are important for effective performance.

Generic professional competencies:

• Minimum 5 years of experience from working as a HR staff in a humanitarian/recovery context in NRC
• Experience 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:

• Fluency in Arabic, both written and verbal an advantage
• Significant experience working in NRC in HR
• Previous capacity-building experience
• Knowledge and experience in implementing NRC HR minimum standards
• Qualification requirement: Bachelor’s degree or higher

2. Behavioral Competencies

• Working with people
• Managing performance and development
• Empowering and building trust
• Strategic thinking
• Communicating with impact and respect
• Influencing

Performance 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