Talent Acquisition & Recruitment Coordinator - Regional (Applications will only be accepted if submitted through the URL link provided below)

About Mercy Corps

Mercy Corps is a leading global organization powered by the belief that a better world is possible.
In disaster, in hardship, in more than 40 countries around the world, we partner to put bold solutions
into action — helping people triumph over adversity and build stronger communities from within.
Now, and for the future.

Program / Department Summary

The Regional area is in the midst of a major humanitarian crisis impacting the entire country as well as a number of neighboring countries. More than 11 million people have been displaced from their homes and the number relying on humanitarian assistance continues to grow. The main thrust of the work of Mercy Corps along with its national and international partners for the foreseeable future will be primarily focused on meeting urgent humanitarian needs across the country while building resilience and social cohesion elements in its programming strategy. The heightened insecurity and continuous acts of violence and war make the humanitarian response not only more challenging but increasingly complicated.  With a large and complex portfolio of work across the country, Mercy Corps has established itself as an analytical, strategic, and flexible responder, adapting continually to shifting front lines and operational realities to respond effectively and efficiently through multiple modalities with teams inside Regional and working cross-border from neighboring countries. Mercy Corps Regional country program moved to a structure where teams report into a single managerial architecture to allow transversal consistency among programs and unity of purpose at the strategic level.

Operating across several countries in various program modalities, HR management and policy is multi-national. The Regional HR teams focus is on qualitative improvements to systems, policies and processes, amidst an ongoing transition process towards being a people and strategic partner.

General Position Summary

The Talent Acquisition & Recruitment Coordinator is a newly created role that will support the talent acquisition and recruitment needs of the Regional program. This role will support all MC Regional hub locations. Whilst the role will take responsibility for some recruitment processes, the Coordinator will also be charged with identifying needs and opportunities to improve the quality and efficiency of MC Regional recruitment, they will also lead the change management processes associated with establishing a stand alone talent acquisition and recruitment function, working closely with HR management and under the direction of the HR Director. They will support a transition and development of talent systems that match the specific needs of MC Regional operational context, ensure regular reporting and analysis that informs future decision making, and work with hubs and leadership to ensure a relevant understanding of our programming and ability to build talent acquisition and recruitment strategies for both the immediate and longer term needs.

The Talent Acquisition and Recruitment Coordinator will join a HR department that is undergoing significant structural change, in line with changes across the Regional program more broadly. There are also several workstreams that would contribute toward a successful talent acquisition strategy, including work around compensation and benefits, harmonization of Positions Descriptions, review of the Performance Review System as well as a recent implementation of a new recruitment policy and tools. In this context the Coordinator, working closely with the HR Director, will understand the talent acquisition and recruitment needs of the country program; review the current practices across all hubs; and identify opportunities related to qualitative recruitment improvements as well as supporting the establishing of the talent acquisition function, and associated processes and responsibilities.

Essential Job Responsibilities

TALENT ACQUISITION – ANALYSIS & STRATEGY

• Build relationships and engage with the various stakeholders to understand the program portfolio, strategy and talent acquisition and recruitment priorities;
• Observe and evaluate current practices and tools utilized by the HR department, identifying opportunities in systems or processes to further enhance quality and provide efficiency;
• Identify opportunities for HR teams, that strengthen our practices and support the HR transition to a strategic partner.

Recruitment, Selection and Placement

• Implement MC Global systems for talent acquisition where appropriate, and ensure team members are regularly provided with training opportunities to utilize these systems;
• Work with HR Manager and teams in the hubs to identify other opportunities and systems that can support the quality, accuracy and efficiency in recruitment procedures, where global systems are not suitable;
• Utilise existing tools to track and evaluate recruitment across Regional and provide regular updates to the HR Director and Regional leadership;
• Regularly engage with hub HR teams to provide support and check for consistent application of recruitment practices;
• Engage with HR department and Hiring Managers to provide training around recruitment and talent acquisition practices, for all departments;
• Work with HR teams, hiring managers and management to ensure hiring requests are complete according to Recruiting Policies and Procedures;
• Reflect on recruitment practices and identify opportunities to bring improvements to the compliance and qualitative aspects of recruitment processes.

CHANGE MANAGEMENT

• Work with HR teams, the HR Director and other departments to support further engagement of HR in cross-functional business processes, that further support our ability to understand the programmatic needs and deliver quality recruitment strategies and processes;
• Under direction of the HR Director, support the design and implementation of a country specific, talent acquisition and recruitment function for Regional. Such would include;
  • Respect for MC Global Talent Acquisition approach and how such can be reflected at the country level;
  • Reviewing roles and responsibilities of both the talent acquisition and HR team members, with respect to having a stand alone talent acquisition function for Regional as a whole;
  • Process and system adaptations;
  • Co-designing the implementation plan for a talent acquisition and recruitment function and any related transfer of duties/change of roles and responsibilities.

Supervisory Responsibility

No supervisor responsibilities at present.

Accountability

Reports Directly To: Director of Human Resources, Regional.

Works Directly With: Regional HR team, Program and Support Managers and Supervisors, Hiring managers, Regional (& if relevant HQ) Talent Acquisition team.

Knowledge and Experience

• Bachelor degree or equivalent in relevant field, masters preferred
• 5 years’ progressive experience in Human Resources, within the Humanitarian NGO sector;
• Minimum 2 years of experience in recruitment and talent acquisition functions;
• Strongly desirable experience in contributing toward the establishing or redesigning of talent acquisition and recruitment function(s) in current or previous role(s);
• Demonstrated understanding of complex emergencies, related security concerns and appropriate responses with experience in the Middle East and in insecure environments.
• Demonstrated attention to detail, following procedures, meeting deadlines and working and problem-solving independently and cooperatively.
• Able to build relationships and work effectively with colleagues from various countries and backgrounds.
• Experience working in remote management an advantage.
• Excellent analytical, planning and communication skills.
• Excellent oral and written English and Arabic skills required.
• Ability to work effectively with a diverse team in a sensitive environment.

Accountability to Participants and Stakeholders

Mercy Corps team members are expected to support all efforts toward accountability, specifically to our program participants, community partners, other stakeholders, and to international standards guiding international relief and development work. We are committed to actively engaging communities as equal partners in the design, monitoring, and evaluation of our field projects.

Success Factors

The individual will have a solid understanding of talent acquisition and recruitment functions. They will have a strong understanding of recruitment best practice in order to champion the talent acquisition and recruitment function, achieve results and understand priorities. They will be comfortable engaging with individuals at all levels within the country program and will do so with a clear and effective communication.  They will be able to identify problems, build solutions and lead change related to the recruitment practices in MC Regional, including related to roles and responsibilities. They be able to transfer knowledge to team members and lead planning that runs across functions and hubs relates to people. They should have an understanding of humanitarian programming and how this translates into recruitment needs, as well as how to build strategies for talent acquisition.

Environmental Conditions

The position is based in Amman, Jordan, and will require up to 10% travel. Travel locations may include insecure locations where freedom of movement is limited as is the access to amenities.

Ongoing Learning

In support of our belief that learning organizations are more effective, efficient and relevant to the communities we serve, we empower all team members to dedicate 5% of their time to learning activities that further their personal and/or professional growth and development

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives. 

We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

Mercy Corps is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out diverse backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact. 

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Mercy Corps is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse laid out by the UN Secretary General and IASC and have signed on to the Interagency Misconduct Disclosure Scheme. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to Mercy Corps Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct e-learning courses upon hire and on an annual basis.