Senior HR Manager (People Experience )

Job Overview/Summary:

The People’s experience manager will focus on ensuring an enjoyable and productive experience for staff members throughout their time at IRC with the help involved through People Ops. This will be achieved by maximizing new staff’s psychological contract, optimizing people’s potential through effective performance management cycles, investing in upskilling and reskilling initiatives, and enhancing people engagement strategies and initiatives.

Major Responsibilities:

Partnering for Effective People Relations & Engagement

• Ensuring mechanisms are in place to provide a harassment-free workplace to IRC Myanmar staff.
• Coordinate employee relation cases to find details and compile the cases in collaboration with ECU Coordinator and DDP P&C for review and onward submission.
• Support Employee relation Investigation, when assigned, the staff concerns to support in resolving day-to-day staffing issues.
• Maintaining up-to-date records for employee relation cases.
• To provide support to the HR lead in follow-ups on People Survey Reports key findings.

Partnering for People Potential Optimization

• In addition, the function will work towards optimizing people’s potential by ensuring:
• The effective execution of 90-day plans for all new joiners, arranging probationary appraisals and feedback calls with new joiners.
• Supporting 1 on 1 Session reminders, promoting the culture of frequent check-ins, and developing people upskilling and reskilling ideas with the concerned team leads.
• Provide help in bridging needs vs. resources available on Kaya, along with sharing internal mobility options.

People Wellbeing

• Support regional staff care advisor in rolling out staff awareness campaigns about Duty of Care services and resources and existing IRC policies and benefits that support staff care; consult with and bring a staff care perspective to recruitment, benefits, and other HR functional areas.
• Support regional staff care advisor in understanding the support needs, concerns, and stress levels of staff.
• Provide support in promoting health and wellness in IRC workplaces (Ex: Health Day events, health awareness sessions, sleep & nutrition)
• Ensure focus on people’s well-being by capturing people’s experiences around physical seating and suggesting ergonomic workstations with coloration with the Supply Chain team.

Performance Management.

• Conduct regular sessions on performance goal setting for the current staff at the beginning of the fiscal year to draft their annual performance goals and work with the individuals to review and advise on their goal setting.
• Conduct a mid-year review performance review after six months and advise individual staff on their accomplishments and amendments/or update in their goals set for the next 3-6 months.
• Facilitate the annual performance review process and follow up with staff for the quality and timely submission of final check-in forms.
• Review all the PME forms and advise on improvement areas for re-submission.
• Ensure timely and consistent PME process is accomplished at the country program.

Effective People Experience Communique

• Facilitating effective people experience communications through platforms like Rescue Net, internal platforms, newsletters, and people experience interviews/features.

Learning & Development:

• Plan and execute training for every staff member at the IRC that is most appropriate to enhance their skill set through online training such as COMPASS, Navigator, Cornell, short courses, or any other online available resources through KAYA Academy or as advised by the regional office or HQ in consultation with their line manager.
• Manage the staff training calendar & works towards establishing the country calendar.
• Coordinate with staff on the COMPASS learning program and make sure enrolled staff is on track and completion of topics within the specified timeline is ensured.
• In collaboration with the safeguarding manager, coordinate sessions for all staff to respect at work, sexual harassment & raise concerns, processes, and reporting channels.

Key Working Relationships:Key Working Relationships: Deputy Director-Operations, Deputy Director Programs, Deputy Director of Finance, Field Coordinators and Sector heads.

Position Reports to: Deputy Director (People and Culture)

Position directly supervises:P&C Officer and/or P&C Assistant

Minimum Qualifications:

What should you have?  

Education

• Bachelor’s degree in business related course, international relation, social sciences.
• Professional HR training and certification.

Experiences

• At least 5 years of work experience in Recruitment, Compensation & Benefits and HR reporting, preferably with International NGOs and UN.
• HR professional having experience of recruitment and placement skills of staff, management of hire packs, and staff compensation & benefits plans.

Competencies

• Strong skills in recruitment and compensation & benefits management.
• Excellent management, interpersonal and negotiation skills and a demonstrated ability to promote harmonious/cohesive teamwork, in a cross-cultural context
• Demonstrable ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional grace
• Proven sense of professional discretion, integrity, and ability to manage complex HR situations diplomatically and to effective resolution
• Top tier written and verbal communication skills
• Ability to demonstrate a supportive and consultative approach with direct reports and staff at senior and junior levels
• Very strong proficiency in MS Word, Excel, Outlook and PowerPoint is required
• Previous experience of HRIS, payroll and reports
• Ability to plan, multi-task and manage time effectively

Language Skills:

• Have fluent spoken and written Burmese and English.

Others:

• Willingness to travel outside Yangon to field sites under demanding conditions.

The IRC Core Values and Commitments.

The IRC and IRC workers must adhere to the values and principles outlined in IRC Way – Standards for Professional Conduct. These are Integrity, Service, Equality and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity Anti-Retaliation and Combating Trafficking in Persons.

IRC is committed to ensuring that IRC staff are suitable to work with children and have the knowledge s/he needs to uphold and abide by the IRC’s Child Safeguarding Policy.

Level of interaction with children: Frequent direct contact with children

IRC ensures that its staff must actively practice the roles and responsibilities related to client responsiveness, accountability to people in affected communities and must have competencies to solicits and listens to feedback and other’s perspectives, responds to feedback with maturity and sensitivity and takes appropriate decisions and makes changes to behavior or actions in response to feedback.

IRC recognizes that gender equality is fundamental to the achievement of our organizational mission. As such, IRC is committed to the promotion of gender equality in all aspects of our operations and programs. Our organizational policies, procedures and actions demonstrate this commitment.

Women candidates, minorities and persons with disability are highly encouraged to apply.  

Myanmar nationals with relevant skills sets and proven experience of working at international level are strongly encouraged.