Mercy Corps is powered by the belief that a better world is possible. To do this, we know our teams do their best work when they are diverse and every team member feels that they belong. We welcome diverse backgrounds, perspectives, and skills so that we can be stronger and have long term impact.

The Program

Mercy Corps helps communities develop their own ideas to solve Haiti’s most daunting problems by using innovative approaches to bring Haitians new social and economic opportunities and to make their country more secure, productive, and just. Established in January 2010, Mercy Corps Haiti has offices in Port-au-Prince, Canaan, Arcahaie, and Mirgoane and more than 100 staff implementing programs in economic development, agriculture, natural resource management and humanitarian response. Mercy Corps’ economic development work is guided by the principles of pro-poor development and demand driven strategies. Mercy Corps takes a progressive approach to development that leads communities and entrepreneurs from relief to sustainable livelihoods to resilience.

The Position

The Human Resource Manager is a key role for MCHT during this time of growth and stabilization. It is responsible for providing effective HR/Admin management to MCHT’s HR/Admin team and acts as a resource to all staff ensuring team members’ needs are heard and addressed. In addition to acting as a resource to the staff to address well-being, the HR/Admin Manager will address policies, procedures, and people-friendly guidelines to ensure the leadership respond appropriately to employee needs. This includes but is not limited to: Talent Acquisition & development; employee engagement coordination; country wide training & learning management; compensation & benefits administration; country wide performance management oversight; disciplinary & grievance handling; staff data management; staff disengagement management and 3rd party service provision management (HMO, Group Life, etc).

Essential Responsibilities

STRATEGY AND VISION

• Support the Country Director and set direction by prioritizing and organizing actions & resources to achieve objectives and contribute to countrywide strategy development.
• Support the Country Director in proposal and budget development process to ensure appropriate HR/Admin structure is in place at the level of the mission and at project level
• Support the Country Director to revise a countrywide HR/Admin strategy as needed and ensure new offices are equipped with HR/Admin support.

GENERAL HUMAN RESOURCES MANAGEMENT

• Be responsible for ensuring that all personnel files for all hired staff are following Mercy Corps global minimum standards– including recruitment documents, CVs, valid contracts, PAFs, timesheets, disciplinary papers, and performance evaluations.
• Ensure the performance review processes are completed on time and with quality results. Train HR team and supervisors on how to properly conduct and track the evaluation processes.
• Collaborate with the Country Director and HQ to revise the salary scale and participate in regular national salary surveys in order to ensure that salaries and benefits are competitive within the market.
• Coordinate salary scale realignment and ensure salaries and benefits adhere to the new Mercy Corps
• Haiti salary scale and standing protocols.
• Work closely with all HR staff in Country/Region and make sure that HR services are provided on time, with high quality and compliant with policies and manuals.
• Liaise with leaders to ensure that country org charts for departments and operations exist and positions are covered within budgets. Make sure that org charts are updated on a regular basis.
• Ensure all interventions adhere to Mercy Corps’ Gender Policy, Do No Harm principles, and beneficiary accountability standards.
• Ensure Mercy Corps Haiti personnel hiring practices strictly adhere to Haiti labor law as applicable. That includes payment of appropriate taxes, benefits etc.
• Ensure that HCM is updated with employment changes on a timely basis.
• Assist with the operational budget for team members as requested.
• Ensure that all government-required authorizations and documentation are complete and up to date.
• Oversee timely and compliant payroll management and support the preparation of national staff monthly payroll in association with the Finance Department
• Ensure that all national staff have an up-to-date relevant job description.
• Ensure all new staff receive copies of the Country National Staff Policy Handbook and are alerted to benefits. Continue with support and advice on policies, as required.
• Advise staff (national and international) on raising policies and procedures.
• Assist the Head of Office in conducting or arranging training and/or other human resource development activities in the field locations.
• Ensure that the clearance of terminated employees is processed as per MC policies and procedures.
• Support the onboarding and orientation of new hires.
• Maintain confidentiality of all national staff personnel issues including disciplinary procedures and contracts/pay rates.
• Conduct himself/herself both professionally and personally in such a manner as to bring credit to Mercy Corps and to not jeopardize its humanitarian mission.

RECRUITMENT, SELECTION AND PLACEMENT

• Coordinate with program managers to ensure all hiring requests are complete according to Mercy Corps’ Recruiting Policies and Procedures.
• Supervise the recruitment process of national team members making sure that all required steps such as advertisement, shortlisting of CVs and interviews are appropriately followed.
• Certify Mercy Corps Country personnel hiring strictly adhere to Country labor law and other laws as applicable. That includes payment of appropriate taxes, benefits, security clearance of candidates before hiring etc.
• Ensure that exit process for staff departing Mercy Corps is conducted in line with the HR policies and Mercy Corps requirements.

ONBOARDING

• Collaborate with HQ and Head of Department to organize and help with the onboarding process for new hires.
• Ensure that orientation is conducted for each newly hired national and expatriate staff.
• Lead the development and implementation of consistent systems of new staff induction and service requests between HR and other departments.
• Ensure HR staff is providing new hires MC ID card, email and all relevant documents upon starting their positions. This includes signing of a Job Description, contract, policies and procedures especially the National Staff Handbook and Security Manual.
• Confirm new staff are trained on timesheet procedures.

ADMINISTRATION MANAGEMENT

• Management (issuing / gathering) of keys to all Mercy Corps premises. Ensuring that key management is carried out correctly throughout the whole mission.
• Ensure that there is appropriate documentation and storage of contracts for rental properties.
• Ensure that the accommodation and transportation arrangements for team members traveling to and from different office locations are managed efficiently.
• Ensure that the booking of flights for expatriate new hires and international consultants is processed promptly and efficiently.
• Make sure that MC Haiti’s different providers are paid on a timely basis.
• Ensure that all official documents such as work permits of long-term expatriates are processed and renewed in a timely manner. The HR/Admin Manager will also work with Finance to ensure that annual taxes for long-term expats are paid in a timely manner.

TEAM MANAGEMENT

• Strengthen the capacity of the HR/Admin Department and build the strategy of the department.
• Develop the capacity of the program teams and departments to understand their roles and responsibilities in terms of interaction with the Human Resources department include trainings, regular coordination meetings, problem solving and necessary planning activities to ensure effective and timely program implementation.
• Support implementation and adherence to new policies and systems and ensure staff acceptance.
• Assist team members with information, tools, and resources to improve performance & reach objectives.
• Promote accountability, communicate expectations, and provide constructive feedback informally and formally via regular one on ones and performance reviews.
• Create and sustain a work environment of mutual respect where team members strive to achieve excellence.
• Hire, orient and lead team members as necessary.
• Ensure a high level of trust and communication among field offices and HR staff in the field.
• Provide team members with information, tools and other resources to improve performance and reach objectives.
• Contribute to country team-building efforts, help team members identify problem-solving options and ensure the integration of all team members into relevant decision-making processes.

POLICIES AND MANUALS

• Update the National Employee Handbook in line with latest Labor Law and clarify as necessary with staff.
• Monitor HR/Admin related laws, policies and “best practices” to ensure that personnel policies, employment practices, and compensation packages are within the limits of established guidelines, procedures, and policies of Mercy Corps and national laws.

FINANCE AND COMPLINACE MANAGEMENT

• Uphold Mercy Corps’ Zero tolerance policy to corruption.
• Support Country Director to determine HR’s role in Fraud and PSEA.
• Work closely with finance compliance to mitigate fraud, conflict of interest and legal ramifications of Mercy Corps activities.
• Ensure all people related internal control procedures are adhered to and that necessary measures are put in place to ensure high standards of accountability and compliance.

Supervisory Responsibility

MC Haiti HR/Admin Team

Accountability

Reports Directly To: Country Director – Program Support

Works Directly With:Country Director, Director of Programs, Country Leadership Team, Haiti HR/Admin Staff, Head of Offices, Finance Manager HQ Senior HR Advisor, Ethics & Assurance Manager, etc.

Accountability to Participants and Stakeholders

Mercy Corps team members are expected to support all efforts toward accountability, specifically to our program participants, community partners, other stakeholders, and to international standards guiding international relief and development work. We are committed to actively engaging communities as equal partners in the design, monitoring and evaluation of our field projects.

Minimum Qualifications & Transferable Skills

• A BA/S or equivalent in social studies required; advanced degree preferred.
• 5 years’ field experience in HR with INGOs with supervisory responsibilities.
• Demonstrated understanding of complex environments, related security concerns and appropriate responses with experience in an insecure context.
• Working experience in Haiti is a strong added advantage.
• Demonstrated attention to detail, following procedures, meeting deadlines and problem-solving independently and cooperatively.
• Knowledge of Mercy Corps systems and procedures required.
• Excellent negotiation and representation skills.
• Effective organizational, prioritization and result management.
• Excellent verbal and written English and French skills required. Creole is a plus.
• Ability to work effectively with an ethnically diverse team in a sensitive environment.

Success Factors

The successful HR/Admin Manager will be good at problem solving and have the ability to work out methods to deliver successful programs while demonstrating excellent stewardship of donor funds and compliance with MC and donor regulations. S/he will maintain strong cooperative relationships with other departments and interact effectively with international and national personnel both in a managerial as well as training and mentoring capacity, while demonstrating the ability to multi-task, meet deadlines and process information in support of changing program activities. S/he will be able to live and work closely with a diverse team of individuals in a highly intense and fluid work and security environment and be willing to travel regularly to Mercy Corps field offices and project sites.

Living Conditions / Environmental Conditions

The HR/Admin Manager position is an unaccompanied position based in the capital city, Port-au-Prince. It will require a willingness to regularly travel to local communities and travel outside of Port-au-Prince, where travel and living conditions will be more austere. Current team members have regular access to electricity, water, and internet. Security in Port-au-Prince is volatile and considered high risks, resulting in occasional restrictions on movement and a current curfew for international from 08 pm to 06 am. Access to recreational opportunities is limited, restaurants and supermarkets is generally available within the allowed movement perimeter and within the curfew time window. Mercy Corps Team members represent the agency both during and outside of work hours when deployed in a field posting or on a visit to a field posting. Team members are expected to conduct themselves in a professional manner and respect local laws, customs and MC’s policies, procedures, and values at all times and in all in-country venues.

Ongoing Learning

In support of our belief that learning organizations are more effective, efficient and relevant to the communities we serve, we empower all team members to dedicate 5% of their time to learning activities that further their personal and/or professional growth and development.

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives.

We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

Mercy Corps is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out diverse backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact.

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Mercy Corps is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse laid out by the UN Secretary General and IASC and have signed on to the Interagency Misconduct Disclosure Scheme. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to Mercy Corps Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct elearning courses upon hire and on an annual basis.

As a safeguarding measure, Mercy Corps screens all potential US-Based employees. This is done following the conclusion of recruitment and prior to assuming full employment.

Our screening process is designed to be transparent and completed in partnership with new Team Members. You will have the opportunity to disclose any prior convictions at the conclusion of the recruitment process before the check is initiated. We ask that you do not disclose any prior convictions in your application materials or during the recruitment process.