HR Business Partner( Coordinator) at International Rescue Committee (IRC)

Job Overview/Summary

At the IRC   Nigeria Country Program, we are committed to fostering a supportive, inclusive, and high-performing organizational culture. As we transition into a People and Culture unit, we are looking for a dynamic HR Business Partner (HRBP) to join our team. This role will be pivotal in aligning our HR strategies with our organizational goals, driving cultural transformation, and ensuring that our employees are engaged, supported, and empowered.

Working with the Senior P&C Coordinator the HR Business Partner (HRBP) is a strategic role within the People & Culture department, responsible for aligning the IRC Nigeria business objectives, country Strategic Action Plan and People &Culture Objectives with employees and management needs.  The HRBP will play a role of service provider to P&C team on human resources-related issues, acting as a trusted advisor to deliver value-added services that reflect the business objectives of the organization. This role encompasses both strategic and tactical responsibilities, requiring a deep understanding of the business, employee engagement, and the development of effective HR strategies.

The Position holder must be a dynamic and experienced HR Business Professional with skills and capabilities to support the Senior HR Coordinator lead an effective business agenda that aligns People and Culture with Performance and Strategy.

 

She/He will play a crucial role in coaching the P&C teams, drive strategic HR management, facilitate change management among teams, collaborate with program colleagues, and serve as an all-round HR specialist. The ideal candidate will be a proactive, solution-oriented professional who thrives in a supportive and inclusive organizational culture. The HR Business Partner will play a critical role in supporting our team of Human resource Professionals during this transformative phase.

She/He will partner with senior leaders and managers across the organization to develop and implement HR strategies that align with our business objectives. Your focus will be on leading initiatives that promote a people-centric culture, drive employee engagement, and support our transition to a People and Culture unit. This is an exciting opportunity to shape the future of our organization and make a lasting impact on our workforce.

Major Responsibilities:

The HRBP will work with the Senior P&C lead to strengthen and improve on the following to create a highly and fully effective team. She /he will focus on the following:

Talent Development and Capacity Building:

• Leadership Training Programs:  Work with the L&D Manager to Design and deliver training programs to enhance leadership skills across the organization, focusing on middle and senior management.
• Career Pathing and Succession Planning: Develop clear career pathways and succession plans to ensure the organization can nurture and retain top talent.
• Continuous Learning Culture: Promote a culture of continuous learning by implementing e-learning platforms, workshops, and mentoring programs through an innovative stream.

Enhance Diversity, Equity, Inclusion, and Belonging (DEIB):

• DEIB Initiatives: Collaborate with the GEDI Manager to design and implement initiatives that foster an inclusive workplace, addressing diversity gaps and promoting equity.
• Bias Training: Develop and conduct training sessions to mitigate unconscious bias and promote inclusive behaviors and practices.
• Employee Resource Groups: Support the creation and management of employee resource groups (ERGs) to give employees a voice and foster a sense of belonging.

Strengthening Safeguarding Practices in collaboration with the Safeguarding Focal Point

• Safeguarding Policies and Training: Work with the Safeguarding Manager to ensure that all employees are aware of and adhere to safeguarding policies. Provide regular training on safeguarding practices.
• Reporting Mechanisms: Enhance and promote reporting mechanisms for safeguarding concerns, ensuring they are accessible and confidential.
• Compliance Monitoring: Regularly review and update safeguarding policies to ensure compliance with local and international standards.

Supporting People & Culture Field Focal Points:

• Consistent Communication: Establish regular communication channels with field focal points to understand their unique challenges and provide tailored HR support.
• On-site Visits and Support: Schedule periodic visits to field locations to offer direct support and ensure alignment with central HR practices.
• Resource Allocation: Ensure field focal points have the necessary resources and training to effectively manage HR functions in their respective locations.

Change Management and Organizational Development:

• Change Management Framework: Develop a structured change management framework to guide the organization through transitions smoothly.
• Employee Engagement: Lead initiatives to measure and improve employee engagement, ensuring that changes are well-communicated, and employees feel supported.
• Feedback Mechanisms: Implement regular feedback mechanisms to gather employee insights on change initiatives and adjust strategies accordingly.

Performance Management and Accountability

• Performance Review Systems: Enhance performance review processes to ensure they are fair, transparent, and aligned with organizational goals.
• Goal Setting and KPIs: Assist managers in setting clear, achievable goals and Key Performance Indicators (KPIs) for their teams.
• Recognition Programs: Enhance IRC recognition and reward programs to acknowledge and motivate high-performing employees.

Collaboration and Team Synergy:

• Cross-Functional Projects: Facilitate cross-functional projects and initiatives to promote collaboration between the People & Culture team, GEDI Manager, Safeguarding Manager, and field focal points.
• Best Practices Sharing: Create platforms for sharing best practices and success stories across the organization to enhance overall team performance.
• Team Building Activities: Organize team-building activities and events to strengthen relationships and foster a collaborative environment.

Collaboration with Program Colleagues:

• Work closely with program teams to understand their HR needs and provide tailored support.
• Participate in program planning and review meetings to ensure alignment of HR practices with program goals.

Strategic HR Planning:

• HR Analytics: Utilize and analyze HR analytics to identify trends and develop solutions to improve employee engagement and performance.
• Collaborate with senior leadership to develop and implement HR strategies that align with organizational goals.
• Policy Development: Review and update HR policies to ensure they are aligned with organizational goals and industry best practices.

Coaching and Development:

• Provide coaching and support to managers and team leaders to enhance their leadership skills and team effectiveness.

Education & Qualifications:

• Bachelor’s degree in human resources, Business Administration, or a related field, with a master’s degree or HR Certification SHPRI, SHRM – CP, PHR is preferred
•  7 years of experience in HR roles, including experience as a HR Business Partner or similar role with a focus on change management, employee engagement, and talent management strategies.
• Strong coaching and mentoring skills with the ability to develop leadership capabilities at all levels.
• Proven experience in strategic HR management and Change Management.
• Excellent interpersonal and communication skills, with the ability to build effective relationships with colleagues at all levels.
• In-depth knowledge of HR best practices, employment laws and Organizational development.
• Ability to work collaboratively with program teams and support their HR needs.
• Strong problem-solving skills and a proactive approach to addressing HR challenges.

Desired Competencies:

• High emotional intelligence and the ability to foster a supportive and inclusive work environment.
• Adaptability and flexibility to navigate and manage organizational changes.
• Strong analytical skills with the ability to interpret HR metrics and data.
• Commitment to continuous improvement and staying updated with the latest HR trends and practices

Demonstrated Managerial/Leadership Competencies:

• Skills and experience of remote management
• Flexible, diplomatic and have the ability and willingness live and work under pressure of workloads.

Personal Attributes Desired from the Candidate:

Strategic Thinking

• Ability to See the Big Picture: An HRBP should understand the broader business context and be able to align HR practices with organizational goals.
• Forward-Thinking: Anticipates future HR needs and challenges and develops strategies to address them proactively.

Strong Communication Skills

• Effective Communicator: Able to articulate ideas clearly and persuasively to various stakeholders, including employees, managers, and executives.
• Active Listener: Listens to understand different perspectives, enabling them to address concerns and foster a collaborative environment.

Empathy and Emotional Intelligence

• Empathetic: Understands and responds to the emotions and concerns of employees, which helps build trust and rapport.
• Emotional Intelligence: Manages their own emotions well, remains calm under pressure, and navigates complex interpersonal dynamics effectively.

Problem-Solving and Decision-Making

• Analytical Mindset: Capable of analyzing complex issues, identifying root causes, and developing practical solutions.
• Decisive: Makes informed decisions promptly, even in challenging situations, while balancing the needs of the business and employees.

Adaptability and Flexibility

• Agile: Comfortable with change and able to adapt quickly to shifting organizational priorities or external factors.

Conflict Resolution Skills

• Mediator: Skilled in navigating and resolving conflicts between employees or between employees and management, ensuring fair outcomes.
• Diplomatic: Handles difficult conversations with tact and diplomacy, maintaining positive relationships even in challenging situations.

Customer Service Orientation

• Employee-Centric: Puts the needs of employees at the forefront, ensuring that HR services are responsive and supportive.
• Responsive: Quickly and effectively addresses employee inquiries and concerns, enhancing the HR function's reputation within the organization.

Leadership and Influence

• Role Model: Exhibits leadership qualities, such as decisiveness, vision, and inspiration, even if not in a formal leadership position.
• Influencer: Able to shape organizational culture and drive change by gaining buy-in from key stakeholders.

Attention to Detail

• Thoroughness: Pays attention to the finer details in HR processes, policies, and employee issues, ensuring accuracy and compliance.
• Organized: Manages multiple tasks and priorities efficiently, maintaining a high level of organization in their work.