Human Resources Coordinator - Employee Relations

All NRC employees are expected to work in accordance with the organization’s core values: Dedication, Innovation, Inclusivity and Accountability. These attitudes and believes shall guide our actions and relationships.

1. Role Summary:

The purpose of the Employee Relations Coordinator is to implement the delegated Employee Relations, Performance Management, learning and development and Duty of Care related tasks and activities. The position holder will be responsible for ensuring that NRC staff are provided with the adequate and relevant medical and psychosocial support; monitoring work-related stress among NRC staff; implementing the performance management process; carrying out performance-based discussions and fact-finding for minor behavioral breaches; and managing the learning and development function. The position holder will be also responsible for supporting the Human Resources Manager in providing support to senior managers on leadership development and management-related aspects.

1. Generic Responsibilities:

1. Implement NRC systems and procedures across all NRC Lebanon offices.
2. Ensure adherence to NRC policies, procedures, and applicable national laws.
3. Train and develop NRC staff on various related matters
4. Coordinate with relevant parties including NRC staff, Line Managers, external service providers, etc.
5. Prepare and submit periodic and ad-hoc reports on various activities and as requested by NRC management.
6. Support NRC staff and line managers on all related matters
7. Line manage the related HR staff in the function and provide technical support to the HR teams in field offices.
8. Ensure that activities and related paperwork are properly documented and filed for easy retrieval.
9. Ensure standardization and compliance of related policies, procedures, and practices across all field offices.
10. Ensure that NRC’s related activities are implemented within NRC’s Protection mainstreaming guidelines and report any breaches/concerns to the line manager and/or focal point for proper action.

2. Specific Responsibilities:

1. Ensure that Duty of Care and staff care initiatives are implemented and followed up in compliance with set policies and minimum standards; Ensure continuous assessment on needs and provide recommendations and actions as needed.
2. Manage the sourcing process for external providers and special matter experts in the field of psychosocial support and group counselling; while ensuring timely follow on staff requests for this service as per set policy and approved practices
3. Propose engagement and team building activities for NRC staff and ensure proper plans are proactively put in place and followed up
4. Follow up on Employee Satisfaction Surveys and ensure proper reporting of results with recommendations for action.
5. Draft and roll out learning and development plans. Follow up with Regional and Global offices on L&D initiatives and oversee related activities for staff in all offices
6. Lead on consolidation of staff development needs, and advise on training materials, channels and platforms to be used by staff. Ensure proper follow up on NRC mandatory training packages and their implementation rates
7.  Plan, design, and facilitate workshops, presentations, seminars, induction sessions, and trainings related to behavioural topics, Code of Conduct, Duty of Care, communication, staff Care initiatives, etc.
8. Oversee the implementation of Performance Management and ensure that Work and Development Plans for all staff are received and consolidated; advise on best practices and provide staff and managers with training sessions and refreshers on the process and constructive feedback methodologies.
9. Lead on fact-findings and follow up on minor Code of Conduct breaches, under-performance, and behavioral violations. Provide support to line managers on conflict resolution and tackling team relations
10. Follow up on the NRC Comment Box logging, reporting, and following up on action points, and consolidating feedback; and report any cases that require further investigations to the Investigations Coordinator and Head of Support.
11. Conduct continuous meetings with NRC Staff Representatives and ensure that all recommendations are dealt with in utmost care and reported as per set policy; and follow up on election duration, criteria, and process annually.
12. Proactively seek methods and initiatives to provide a culture in the HR Department based on customer service orientation, mutual trust with staff, and staff wellbeing.
13. Support the Human Resources Manager in providing advice and coaching to senior managers and staff on leadership and management topics; and support in facilitating workshops, seminars, and training sessions.

3. Critical Interfaces:

By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:

• NRC staff across all fields for various L&D, performance management and staff care issues
• Line Managers to provide support and guidance
• External service providers for technical related support and services
• Regional and Global L&D and Staff Care staff and advisers
• Regional HR 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 skills, knowledge and experience are important for effective performance.

• 3 to 5  years of experience in learning and development, staff care, psychosocial support, or related field
• BS in Industrial Psychology, Sociology, or a similar related field
• Coaching background is a plus
• Fluent in both English and Arabic, spoken and written
• Proficient in Microsoft Office applications, mainly Excel and PowerPoint
• Excellent presentation and training facilitation skills

 Behavioral Competencies:

These are the 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:

• Planning and Delivering Results
• Initiating Action and Change
• Influencing
• Managing Performance and Development
• Analysing
• Handling Insecure Environments