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 (NSs). The overall aim of IFRC is “to inspire, encourage, facilitate, and promote at all times all forms of humanitarian activities by NSs 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 three main Divisions: (i) National Society Development and Operations Coordination; (ii) Global Relations, Humanitarian Diplomacy and Digitalization; and (iii) Management Policy, Strategy and Corporate Services.

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

A 6.8 magnitude earthquake hit Morocco on September 8, killing and injuring thousands of people and causing widespread destruction. The Moroccan Red Crescent Society (MRCS) responded immediately, providing first aid and psychosocial support, helping transport the injured to hospitals, evacuating people from damaged buildings and providing dignified burial management. Through this appeal, the IFRC is supporting MRCS to meet the immediate and early recovery needs of 500,000 affected people. Priorities include providing food and safe water, essential household items, shelter support, health and mental health services, and cash assistance.

This position is based in Marrakech, Morocco and requires in-country travel (when deemed necessary, to places where the safety situation permits). IFRC works in an integrated manner with the MRCS and its partners. MRCS has the role as the Movement convener for operational field response and coordination among Movement partners.

Job Purpose

The Human Resources Delegate will provide support to the end-to-end employee life cycle of National and International staff engaged in IFRC operations in Morocco. The HR Delegate will be required to provide support on specific functions including Workforce planning and recruitment, Contract Management and HR Administration, Staff Onboarding, Performance Management, Staff Offboarding. The post-holder will be expected to mentor and/or build the capacity of in-country HR staff.

Job Duties and Responsibilities

1. Work force planning and Recruitment:
   1. In collaboration with the National Society, implement national staff recruitment in compliance with national labour law and regulations for national staff.
   2. Undertake the end-to-end recruitment processes for Operation vacancies: update job descriptions and person specifications, prepare and post job adverts, participate in longlisting, written test, interviewing and selection processes.
   3. Coordinate job offers, reference checks, security checks for selected candidates.
   4. Prepare and update the databases used in the process such as recruitment tracker and vacancies databases.
   5. Archive the process files as required.
2. Induction and onboarding:
   1. Organize, in collaboration with other departments, the induction and on-boarding of incoming staff.
   2. Prepare the briefing schedule and ensure that all new staff are onboarded.
   3. Liaise with regional office for all incoming international positions
3. Staff Wellbeing
   1. Engage relevant collaborators (staff health, security, and psychosocial support colleagues) to provide support to the IFRC international staff in country as needed
   2. Inform Regional HR Manager on all case management files.
   3. Lead staff wellbeing initiatives in collaboration with MRCS HR counterpart.
   4. Keep staff informed of vacation balances, public holidays, and track personal time off.
   5. Advise on personnel issues/conflict and mediate as necessary, applying the relevant HR policies and disciplinary measures as needed.
4. HR Administration – National Staff
   1. Streamline HR administration for Operation National Staff as required: engage with regional office for contracting modalities, undertake benchmarking review on compensation and benefits to determine appropriate salary scales, establish payroll procedures, draft and implement employee handbook.
   2. Ensure accurate tracking, filing and data entry into relevant HR system.
   3. Interpret policy to national staff and apply it as needed.
   4. Review Daily Worker engagement and tracking.
   5. Conduct the performance management process for all National Staff engaged in IFRC operations, instructing managers on the process and collating and documenting the results.

Job Duties and Responsibilities (continued)

1. Staff Offboarding
   1. Implement exit formalities in collaboration with all relevant parties including conducting exit interviews. Collate relevant exit interview data and share analysis with relevant parties.
   2. In collaboration with the Fin/Admin Coordinator, coordinate the exit of international staff as pertains to housing, air tickets, freight, etc.
2. Internal and External Relations
   1. Under supervision of technical supervisor, actively engage the host National Society in the elaboration and implementation of an HR-oriented knowledge-sharing agenda.
3. Capacity Building
   1. Provide support and training to MRCS counterpart on IFRC HR best practices and policies
   2. Support NS in volunteer management and engagement; ensuring that basic IFRC trainings are administered and complied with. Collaborate with NS to deliver volunteer trainings
   3. Design and implement succession planning for national staff positions, reviewing the JDs with the MRCS HR counterpart and adjusting the organizational staff diagram according to joint operational strategy of IFRC and MRCS.
   4. Monitor and track development of other National Staff counterparts in other teams, assisting other coordinators in documenting the transfer of knowledge from IFRC international staff to the national staff level, suggesting process mapping and reviews.
   5. Work with MRCS HR counterpart to include PGI principles in the recruitment and the HR management processes.

Duties applicable to all staff
1. Work actively towards the achievement of the IFRC Secretariat’s goals.
2. Abide by and work in accordance with the Red Cross and Red Crescent principles.
3. Perform any other work-related duties and responsibilities that may be assigned by the line manager.

Education

1. Bachelor’s degree in management, HR, or a related field – Required
2. Professional designation in Human resources – Required

Experience

1. 5-7 years of experience working in HR – Required
2. Experience with working with a Humanitarian Organization – Preferred
3. Experience working internationally and/or in resource poor environments – Preferred
4. Experience of providing HR service to managers or relevant stakeholders – Required
5. Experience in the HR specific function areas under their responsibility – Required
6. Experience in the HR specific function areas under their responsibility – Preferred
7. Experience working within a volunteer-based organisation – Preferred

Knowledge, Skills and Languages

Knowledge and Skills

1. Understanding of key policies and practices relevant to an emergency setting, such as rest and recuperation, security procedures, psychological resilience, protection from sexual abuse, child protection, whistleblowing etc – Required
2. Self-supporting in computers (Windows, spread sheets, etc.) – Required
3. Ability to communicate with internal employees and external associates on all levels – Required
4. Ability to work in a cross-cultural, cross-functional and multi-cultural environment – Required
5. Ability to work with complete integrity and confidentiality – Required
6. Excellent organizational, planning and influencing skills – Required
7. Knowledge of IFRC HR systems and procedures – Preferred
8. Excellent skills in advising on complex staffing issues – Required
9. Full knowledge of the recruitment cycle – Required
10. Customer service orientation, problem solving and conflict resolution skills – Required

Languages

Fluent spoken and written English – Required
Good command of another IFRC official language (French or Arabic) – Required

Competencies, Values and Comments

1. Values: Respect for Diversity, Integrity, Professionalism, Accountability.
2. Core competencies: Communications, Collaboration & Teamwork, Judgement & Decision, National Society & Customer Relations, Creativity & Innovation, Building Trust.

IFRC Disclaimer

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.

If you appointed to or undertake a role within IFRC, whether as staff, staff on loan or secondees, you will be subject to the organization’s Code of Conduct, which is available here and on our website.

Note: All offers of employment will be subject to satisfactory references and appropriate screening checks, which include prior professional conduct checks and review of criminal records. IFRC will request a conduct check from all prior employers for a period of 5 years, including but not limited to employers who like IFRC participate in the Misconduct Disclosure Scheme. For more details on the Scheme, please see THE MISCONDUCT DISCLOSURE SCHEME — SCHR.

IFRC ensures equal employment opportunities!