The Senior HR Manager – Talent Acquisition is in responsible of selecting the most qualified people that believe in IRC’s mission and IRC Syria Country Program Strategy. As the head of the Talent Acquisition team for the Syria country program, The Senior HR Manager – Talent Acquisition oversees leading applicants through the recruitment processes and connecting them with IRC job openings. S/he must exert creativity in attracting qualified candidates and show excellent interpersonal skills that enable IRC to build long-term connections with both applicants and hiring managers. To make the IRC Syria hiring process more efficient and successful, s/he must be conversant with figures and pulling insights from HR metrics.
The Senior HR Manager – Talent Acquisition will oversee the whole recruiting process, from developing a talent pipeline and rosters to ensuring a high offer acceptance rate. S/he will efficiently connect applicants with the jobs in which they would be most successful by using knowledge of Syria Country Program’s recruiting needs and search requirements.
Responsibilities:
Staff Performance Management, Learning & Development
Required Experience/qualification/Skills:
Demonstrated Skills and Competencies:
Language/Travel:
Key Working Relationships:
Position Reports to: Human Resources Director, Syria
Position directly supervises: Talent Acquisition team
Indirect Reporting (If applicable): N/A
Key Internal Contacts: HQ & Regional Talent Acquisition Team, Syria Country Program Department Heads, Senior Management Team
Key External Contacts: : IRC candidates — internal and external, INGO forums, local and regional associations, forums and universities
Professional Standards: IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, Accountability and Equality. In accordance with these values, IRC operates and carries out policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Respect at Work Fiscal Integrity, and Anti-Retaliation.
Returning National Candidates: We strongly encourage national or returning national candidates to apply for this position. If you are a citizen of the Country in which this position is based and are currently located outside of your home country and possess over two years of international work experience, the Middle East Region has introduced an attractive remuneration package. The package includes competitive compensation, return flight to post, shipping allowance, temporary housing and a relocation allowance. Certain restrictions may apply. IRC strives to attract, motivate and retain qualified national staff in our programs.
Accountability to Clients: IRC staff must adhere to the commitment of contributing to the sustainability and development of its (CR) Client Responsiveness Mechanisms, preserving the culture of prioritizing the needs of our clients and affected communities by systematically listening to their perspectives and using their feedback to make programmatic decisions and give them greater influence over program design and delivery.
Gender Equality: IRC is committed to narrowing the gender gap in leadership positions. We offer benefits that provide an enabling environment for women to participate in our workforce including parental leave, gender-sensitive security protocols and other supportive benefits and allowances.
Diversity and Inclusion: at IRC MENA, we are passionate about creating an inclusive workplace that promotes and values diversity. Organizations that are diverse in age, gender identity, race, sexual orientation, physical or mental ability, ethnicity, nationality, and perspective are validated to be better organizations. More importantly, creating a safe workspace environment where everyone, from any background, can do their best is the right thing to do. So, bring your whole self to work.
IRC is committed to creating a diverse, inclusive, respectful and safe work environment where all persons are treated fairly, with dignity and respect. In keeping with our core values of Integrity, Service, Accountability and Equality, IRC strives to maintain a work environment built on mutual respect in which all individuals treat each other professionally, and free of bias, prejudice, and harassment. IRC expressly prohibits and will not tolerate discrimination, harassment, retaliation, or bullying of IRC Persons in any work setting. All IRC staff, wherever they are located, are accountable for creating an environment free of discrimination, harassment, bullying, and retaliation.
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