Organizational Context

The overall goal of the IFRC is to inspire, encourage, facilitate, and promote always forms of humanitarian action by National (Red Cross) Societies to prevent and alleviate human suffering, thereby contributing to the preservation and promotion of human dignity and peace in the world.

Our work is guided by our seven Fundamental Principles (Humanity, Impartiality, Neutrality, Independence, Volunteerism, Unity, and Universality), our Humanitarian Values (Integrity, Partnerships, Diversity, Leadership, Innovation) and Strategy 2030, the IFRC network’s collective action plan to address the major humanitarian and development challenges of this decade.

Strategy 2030 (S2030) – a platform for change – defines our vision, approach, and strategy for the period 2021-2030. S2030 is about the changes that will enable the IFRC network to be better able to save lives and support efforts to strengthen people’s own capabilities and capacities. To this end, S2030 proposes a series of transformations to achieve these goals, challenging us all to think beyond the status quo.

The IFRC Secretariat’s Plan and Budget for 2021-2025 consists of 5 Strategic Priorities (SPs) and 3 Enablers; it has a stronger focus at country level, while ensuring global coherence and consistency of action. The Plan and Budget is based on S2030 and is further informed by the Agenda for Renewal, which articulates the role of the IFRC Secretariat in the implementation of S2030.

The IFRC Secretariat is organized into a group of support services and technical functions and delegations with geographical management responsibilities. The Venezuela Delegation is transitioning to a team that is equipped to offer advice and support to the Venezuelan Red Cross (VRC) during a period of comprehensive restructuring mandated by the Supreme Court of Justice.

The Senior HR Officer will report to the Head of Delegation. S/he is a key member of the management team. The technical manager of this position is the Regional HR Manager.

Job Purpose

The Senior HR Officer maximizes staff performance to meet the operational needs of the Delegation by adding value through a focus on policies, systems and an enabling environment that attracts and develops diverse talent.

S/he is responsible for recruitment, training and development, performance appraisal, staff health, and national staff benefits. S/he protects the interests of staff and the IFRC Secretariat in accordance with management policies and national and international laws and regulations.

Job Duties and Responsibilities

A. Talent Acquisition

•  Support line managers in registering new positions in HRIS
•  Review new or revised job descriptions and refer to the Job Classification Committee
•  Review and approve recruitment budgets and salary calculations for new positions
•  Oversee the full recruitment cycle (advertising vacancies internally and externally, shortlisting candidates, managing behavioural and written assessments, scheduling and conducting interviews and background checks).
•  Review all job offers and contracts.
•  Perform new employee registration in HRIS and IFRC email management.
•  Conduct induction and onboarding of new employees.

B. Talent Management

•  Participate in workforce planning meetings with managers and report results to anticipate HR and budget implications.
•  Work proactively with managers to identify staff performance gaps and relevant development needs and propose appropriate training and development plans.
•  Advise staff on career development and growth opportunities.
•  Partner with HRBP – Talent Development in the delivery of learning and development and performance management processes and results.

C. Remuneration and benefits

•  Review and approve staff payroll.
•  Liaise with HRA to address staff queries relating to compensation and benefits.
•  Approve all salary calculations including offers, contracts, salary adjustments etc.
•  Coordinate, manage and monitor the administration of social security, pension and medical insurance schemes.
•  Coordinate and review COLA and merit adjustments.

D. Legal Compliance

•  Ensure compliance with management policies, processes and procedures through the dissemination, effective communication and explanation of management policies, processes, and procedures.
•  Ensure compliance with labour laws, government regulations and reporting requirements.

Job Duties and Responsibilities (continued)

E. Customer Experience Management

•  Establish and monitor KPI’s for all HR services to identify and address areas for improvement.
•  Ensure appropriate consultation between employees and management on relevant matters and issues.
•  Monitor and analyse any misconduct and other forms of grievance.
•  Manage HR communications to all employees in Panama.
•  Oversee the activities of the Wellness Committee and monitor its effectiveness.
•  Serve as a service champion for assigned portfolios and provide excellent service to all stakeholders.
•  Be familiar with all HR tools and policies in order to provide better guidance and services to our stakeholders.
•  Develop and implement check-in points with managers to identify and address service gaps.
•  Manage employee engagement activities and initiatives such as milestones, birthdays, anniversaries, retirements, etc. for assigned portfolio.
•  Contribute to client HR strategies to support programmes and operations and ensure timely delivery of HR solutions to meet anticipated challenges.
•  Provide guidance and support to staff on all D365 issues to maximize the use of HR systems.

F. Building the capacity of national societies.

•  Act as a human resource and deploy to the field for emergency response.
•  Provide support during major emergencies by coordinating the rapid deployment of emergency staff in collaboration with the Disaster and Crisis Management Department.
•  Provide HR technical support and advice to National Societies and PNSs on all HR related issues.

G. Records Management

•  Ensure all new hires and staff movements are on D365 and request/deactivate email accounts.
•  Manage and track KPI’s for the HR team in Panama and provide weekly reports.
•  Oversee all documents for the HR department, both hard copy and electronic. (employee, vendor, intern and consultant files)

H. Establish and keep effective professional working relationships with national and international staff in country, regional and global offices, and with the VRC, the International Committee of the Red Cross, and government counterparts.

Education

University Graduate Degree In Human Resources Or Relevant Field (Required)

University Post-Graduate Degree In Human Resources Or Relevant Field (Preferred)

Certification In Human Resources Management From Human Resources Certification Institute (HRCI) Or Similar (Preferred)

Experience

5 plus years of experience in a similar role (Required)

5 plus years of experience in supporting, assisting and advising management teams (Required)

Experience in coaching, skill transfer, training and staff development (Required)

Experience with HR procedures, management policies and processes (Required)

Experience in employee relations, transformation and change (Required)

Experience in HR systems and information systems (Required)

Experience in compensation and benefits (Required)

Experience in talent management including employment, development and performance (Required)

Knowledge, Skills and Languages

Expert in human resources and people management (Required)

Proficient in professional development and change management (Required)

Expert in employee relations (Required)

Proficient in labour laws and employment practices of Venezuela (Required)

Proficient in dealing with lawyers and government authorities (Required)

Proficient in project management (Required)

Proficient in managing cases of misconduct, code of conduct or similar (Required)

Proficient in computer literacy (Microsoft Office Suite) (Required)

Proficient in improving gender and diversity (Required)

Proficient in dealing with confidential information (Required)

Proficient in team and people management (Required)

Familiar with coaching and mentoring approaches (Required)

Competencies, Values and Comments

Values: Respect for Diversity, Integrity, Professionalism, Accountability.

Core competencies: Communications, Collaboration & Teamwork, Judgement & Decision, National Society & Customer Relations, Creativity & Innovation, Building Trust.

Managerial competencies: Managing Performance, Managing Staff Development.

Functional competencies: Strategic Orientation, Building Alliances, Leadership, Empowering Others.