Hr Officer- Staff Development

All NRC employees are expected to work in accordance with the organization’s values. To be dedicated, innovative, inclusive and accountable are attitudes and beliefs that shall guide our actions and relationships.  1.      Role and responsibilities The HR Officer is responsible for developing a holistic staff capacity building system, training and supporting managers in developing plans for staff and following up on their implementation. Generic responsibilities Develop a system to ensure that all staff have an annual development plan and to support managers to follow up on the commitments to development included in the plan Develop guidance to support managers in identifying areas for inclusion in staff development plans as part of the Performance Management system (work and development plans) Collate all data included in individual development plans and create a Plan of Action for training initiatives in NRC Lebanon, with focus on “on-job training” and “in-house workshops” Identify external trainers, facilitators, learning programmes and workshops that may be relevant for the commitments made in the development plan Train staff in NRC’s HR policies and procedures and deliver the “NRC Learning Package” periodically Responsible for further developing the induction programs for national/international staff for NRC Lebanon and train HR staff on delivering package Ensure that staff records on capacity building and development are well documented Prepare periodic HR reports on HR development to the Country Management Group Advice and support managers in development of staff Specific responsibilities Develop a system of evaluation for trainings and development plans; Document evaluation records and offer recommendations if needed Facilitate trainings done in house for different topics and departments with other trainers Follow up on exchange visits within country or outside Record and document participation in seminars and workshops for NRC globally Develop and collect quotations for specific trainings needed Monitor development initiatives in field and ensure consistency and fairness Critical interfaces By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are: Good Cooperation with the Area Managers and Field Offices Cooperation with relevant HR staff in other CO with development/training responsibilities Close work with HR Officers in Beirut and field to ensure proper follow up & documentation of capacity building and training of staff 2.      Competencies Competencies are important in order for the employee and the organisation 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 for this position: Experience from working as a HR Officer in a humanitarian/recovery context for a min of 2-3 years Previous experience from working in complex and volatile contexts Documented results related to the position’s responsibilities Very Good  knowledge of English Context related skills; knowledge and experience: Excellent organizational and planning skills Excellent experience in organizing events and coordinating with Internal/External parties Experience with training and capacity building Very good Presentation and training skills Knowledge in research and preparing training materials and presentations 2. Behavioral competencies (max 6) These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioural competencies, and the following are essential for this position: Communicating with impact and respect Planning and delivering of result Empowering and building trust Handling insecure environments 3.      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 Mid-term/End-of-trial Period Performance Review Template The End-term Performance Review Template The NRC Competency Framework