Human Resources & Administration Manager

Are you an enthusiastic manager? Do you have 3-5 years of experience in the domain of Administration and Human Resources? Join our team.... NRC offers competitive package and learning opportunities through our Performance Management approach… In 2014, NRC has been expanding its programs in order to answer the needs of a growing number of refugees arriving in Lebanon. The opening of three new positions will reinforce our operational capacity by giving each support department (Finance, Administration & Human Resources, and logistics) a strong leadership through distinct managers.    1.      Role and responsibilities  Generic responsibilities Implement NRC’s HR and admin policies, systems and procedures at national level and oversee their implementation at field level Ensure adherence to Employment Guidelines, other NRC policies and Code of Conduct Ensure compliance with the local labour law and other relevant regulations Develop effective HR management tools and provide regular HR analysis and reporting to the management team Lead biennial reviews of NRC’s salary and benefits package by reference to the local market to ensure that NRC’s remuneration remains competitive Ensure that all staff have work and development plans, and regular performance discussions with supervisors/managers are documented Personnel management of the HR and admin team at country office Training, support and development of HR and admin teams in all offices, and support and training of all staff with HR, personnel management and admin responsibilities Ensure confidential and standardised filing of personnel documents in all offices Ensure that all necessary agreements, permits and licenses necessary for NRC’s operations are in place, and keep updated on national rules and regulations pertaining to the activities of NRC. This also includes visas and permits for expatriate staff Specific responsibilities Ensure that an effective induction package is developed and delivered to all new staff Contextualise examples for specific training in NRC’s Anti-Corruption Guidelines Overall responsible for ensuring that there is a comprehensive training needs assessment completed annually and linked to capacity building initiatives for national staff Develop and manage a system for investigation and follow up of allegations of Code of Conduct breaches and other misconduct, ensuring timely administration of disciplinary actions as necessary Ensure up to date proof of life forms are maintained and securely filed for all national staff  Critical interfaces Close collaboration with regional HR Advisers to ensure expertise is shared cross-programme and to maximise staff secondment/exchange opportunities Liaise with relevant authorities on administrative and personnel issues. Work closely with Finance to ensure accurate staff budgeting and project allocations Support Field Managers to create a positive and equitable working environment Meet with staff representatives to listen to staff concerns and suggestions and to communicate them to the wider management team.  2.      Competencies  1. Professional competencies  Generic professional competencies: Minimum 3 years of experience from working as a senior HR Manager in a humanitarian/recovery context 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 Strong training and presentation skills  2. Behavioral competencies 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 All NRC employees are expected to work in accordance with the organisation’s core values: dedication, innovation, inclusivity and accountability. These attitudes and beliefs shall guide our actions and relationships