Hr Coordinator

All NRC employees are expected to work in accordance with the organisation’s core values: dedication, innovation, inclusivity and accountability. These attitudes and believes shall guide our actions and relationships. 1.      Role and responsibilities The following is a brief description of the role. Support the NRC Human Resources department in ensuring compliance with NRC policies and procedures in Lebanon. Technical Supervision and support for the HR staff in main office and fields. Generic responsibilities (max 10) These responsibilities shall be the same for all positions with the same title. The responsibilities shall be short and essential. Details belong in the Work and Development plan. Implement NRC’s HR systems and procedures at area level Ensure adherence to NRC policies and the national labor law in all processes and procedures Coordinate staff recruitment and exits, introductions, trainings, staff benefits schemes etc. Supervise, train and develop HR team at Beirut and area level Coordinate with relevant partners, authorities, lawyers etc. Prepare and submit periodic and monthly reports as appropriate & needed Ensure accuracy of staff salaries Support line managers in HR processes   Advice in personnel conflicts/processes when relevant Ensure that staff records in all offices in the area are up to date and filed appropriately Specific responsibilities These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus and type of programme intervention. This section shall be revised whenever a new employee is hired or the context changes significantly. Ensure that NSSF registrations/reporting are in compliance with the labour law & NRC procedures Ensure that Insurance enrolment and agreements for staff & beneficiaries are done as per NRC procedures Prepare monthly Payroll for all national staff Follow up on tracking leaves, and filing for international staff personnel files Report monthly NRC staff list to HQ/ Regional Office Follow up disciplinary measures/meetings; process investigations & action points Provide Technical and capacity building to the HR team in main office and fields Ensure that induction and Exit Procedures are established and implemented for all National staff Perform any other related task by the HR/Admin Manager, HOSU or CD Critical interfaces By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are: • Working closely with Finance department on Payroll and salaries •  Liaising with NRC lawyer and authorities to make sure all regulations are legalized and within the labour law Working closely with Area Managers and HR in the fields to support and ensure unified systems Meet with staff representatives when needed to communicate suggestions and concerns 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: •   Min. 3-5 years experience from working as a HR Coordinator in a humanitarian/recovery context for •   Previous experience from 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: Excellent communication and interpersonal skills Knowledge of the NGO operations and the dynamics of the humanitarian sector Good  individual counseling, conflict resolution and problem solving skills Strong computer skills, especially in MS office 2. Behavioral competencies (max 6) Managing resources to optimize results Managing performance and development Empowering and building trust           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: Initiating action and change Managing performance and development 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