Background/IRC Summary: The International Rescue Committee (IRC) responds to the world’s worst humanitarian crises and helps people to survive and rebuild their lives. Founded in 1933 at the request of Albert Einstein, the IRC offers lifesaving care and life-changing assistance to people affected by war or disaster. At work today in over 40 countries and 22 U.S. cities, we restore safety, dignity, and hope to millions who are uprooted and struggling to endure. The IRC leads the way from harm to home. The IRC has been present in Nigeria since 2012 when the organization responded to flooding in Kogi state. In February 2014 the IRC moved into Adamawa State in NE Nigeria to provide humanitarian interventions through a multi-sectoral, integrated approach for conflict-affected populations. IRC Nigeria now operates a country office in Abuja and field offices in Mubi and Yola of Adamawa State, Maiduguri, Monguno, and Gwoza of Borno state, Damaturu of Yobe State, and a current extension to Zamfara and Katsina states, northwest Nigeria. Currently, IRC Nigeria implements programs for primary health care, nutrition, environmental health, women’s protection and empowerment, protection, child protection, education, economic recovery, and development. The country program developed a strategic plan in the first half of 2021. IRC aim to provide the best possible impact for some of the most vulnerable children, women, and men. In all that we do, IRC strives to deliver through IRC’s core values of Integrity, Accountability, Service and Equality .
Job Overview/Summary
At the IRC Nigeria Country Program, we are committed to fostering a supportive, inclusive, and high-performing organizational culture. As we transition into a People and Culture unit, we are looking for a dynamic HR Business Partner (HRBP) to join our team. This role will be pivotal in aligning our HR strategies with our organizational goals, driving cultural transformation, and ensuring that our employees are engaged, supported, and empowered.
Talent Development and Capacity Building:

• Leadership Training Programs: Work with the L&D Manager to Design and deliver training programs to enhance leadership skills across the organization, focusing on middle and senior management.
• Career Pathing and Succession Planning: Develop clear career pathways and succession plans to ensure the organization can nurture and retain top talent.
• Continuous Learning Culture: Promote a culture of continuous learning by implementing e-learning platforms, workshops, and mentoring programs through an innovative stream.

Enhance Diversity, Equity, Inclusion, and Belonging (DEIB):

• DEIB Initiatives: Collaborate with the GEDI Manager to design and implement initiatives that foster an inclusive workplace, addressing diversity gaps and promoting equity.
• Bias Training: Develop and conduct training sessions to mitigate unconscious bias and promote inclusive behaviors and practices.
• Employee Resource Groups: Support the creation and management of employee resource groups (ERGs) to give employees a voice and foster a sense of belonging.

Strengthening Safeguarding Practices in collaboration with the Safeguarding Focal Point

• Safeguarding Policies and Training: Work with the Safeguarding Manager to ensure that all employees are aware of and adhere to safeguarding policies. Provide regular training on safeguarding practices.
• Reporting Mechanisms: Enhance and promote reporting mechanisms for safeguarding concerns, ensuring they are accessible and confidential.
• Compliance Monitoring: Regularly review and update safeguarding policies to ensure compliance with local and international standards.

Supporting People & Culture Field Focal Points:

• Consistent Communication: Establish regular communication channels with field focal points to understand their unique challenges and provide tailored HR support.
• On-site Visits and Support: Schedule periodic visits to field locations to offer direct support and ensure alignment with central HR practices.
• Resource Allocation: Ensure field focal points have the necessary resources and training to effectively manage HR functions in their respective locations.

Change Management and Organizational Development:

• Change Management Framework: Develop a structured change management framework to guide the organization through transitions smoothly.
• Employee Engagement: Lead initiatives to measure and improve employee engagement, ensuring that changes are well-communicated, and employees feel supported.
• Feedback Mechanisms: Implement regular feedback mechanisms to gather employee insights on change initiatives and adjust strategies accordingly.

Performance Management and Accountability

• Performance Review Systems: Enhance performance review processes to ensure they are fair, transparent, and aligned with organizational goals.
• Goal Setting and KPIs: Assist managers in setting clear, achievable goals and Key Performance Indicators (KPIs) for their teams.
• Recognition Programs: Enhance IRC recognition and reward programs to acknowledge and motivate high-performing employees.

Collaboration and Team Synergy:

• Cross-Functional Projects: Facilitate cross-functional projects and initiatives to promote collaboration between the People & Culture team, GEDI Manager, Safeguarding Manager, and field focal points.
• Best Practices Sharing: Create platforms for sharing best practices and success stories across the organization to enhance overall team performance.
• Team Building Activities: Organize team-building activities and events to strengthen relationships and foster a collaborative environment.

Collaboration with Program Colleagues:

• Work closely with program teams to understand their HR needs and provide tailored support.
• Participate in program planning and review meetings to ensure alignment of HR practices with program goals.

Strategic HR Planning:

• HR Analytics: Utilize and analyze HR analytics to identify trends and develop solutions to improve employee engagement and performance.
• Collaborate with senior leadership to develop and implement HR strategies that align with organizational goals.
• Policy Development: Review and update HR policies to ensure they are aligned with organizational goals and industry best practices.

Coaching and Development:

• Provide coaching and support to managers and team leaders to enhance their leadership skills and team effectiveness.

Key Working Relationships

Key External Contacts: INGO HRWG, Local Partners, and State Actors
Minimum Qualifications:

• Bachelor’s degree in human resources, Business Administration, or a related field, with a master’s degree or HR Certification SHPRI, SHRM – CP, PHR is preferred
• 7 years of experience in HR roles, including experience as a HR Business Partner or similar role with a focus on change management, employee engagement, and talent management strategies.
• Strong coaching and mentoring skills with the ability to develop leadership capabilities at all levels.
• Proven experience in strategic HR management and Change Management.
• Excellent interpersonal and communication skills, with the ability to build effective relationships with colleagues at all levels.
• In-depth knowledge of HR best practices, employment laws and Organizational development.
• Ability to work collaboratively with program teams and support their HR needs.
• Strong problem-solving skills and a proactive approach to addressing HR challenges.

Desired Competencies:

• High emotional intelligence and the ability to foster a supportive and inclusive work environment.
• Adaptability and flexibility to navigate and manage organizational changes.
• Strong analytical skills with the ability to interpret HR metrics and data.
• Commitment to continuous improvement and staying updated with the latest HR trends and practices

Demonstrated Managerial/Leadership Competencies:

• Skills and experience of remote management
• Flexible, diplomatic and have the ability and willingness live and work under pressure of workloads.

• Ability to See the Big Picture: An HRBP should understand the broader business context and be able to align HR practices with organizational goals.
• Forward-Thinking: Anticipates future HR needs and challenges and develops strategies to address them proactively.

• Effective Communicator: Able to articulate ideas clearly and persuasively to various stakeholders, including employees, managers, and executives.
• Active Listener: Listens to understand different perspectives, enabling them to address concerns and foster a collaborative environment.

• Empathetic: Understands and responds to the emotions and concerns of employees, which helps build trust and rapport.
• Emotional Intelligence: Manages their own emotions well, remains calm under pressure, and navigates complex interpersonal dynamics effectively.

• Analytical Mindset: Capable of analyzing complex issues, identifying root causes, and developing practical solutions.
• Decisive: Makes informed decisions promptly, even in challenging situations, while balancing the needs of the business and employees.

• Agile: Comfortable with change and able to adapt quickly to shifting organizational priorities or external factors.

• Mediator: Skilled in navigating and resolving conflicts between employees or between employees and management, ensuring fair outcomes.
• Diplomatic: Handles difficult conversations with tact and diplomacy, maintaining positive relationships even in challenging situations.

• Employee-Centric: Puts the needs of employees at the forefront, ensuring that HR services are responsive and supportive.
• Responsive: Quickly and effectively addresses employee inquiries and concerns, enhancing the HR function's reputation within the organization.

• Role Model: Exhibits leadership qualities, such as decisiveness, vision, and inspiration, even if not in a formal leadership position.
• Influencer: Able to shape organizational culture and drive change by gaining buy-in from key stakeholders.

• Thoroughness: Pays attention to the finer details in HR processes, policies, and employee issues, ensuring accuracy and compliance.
• Organized: Manages multiple tasks and priorities efficiently, maintaining a high level of organization in their work.

Working Environment : IRC is an Equal Opportunity Employer. IRC considers all applicants based on merit without regard to race, sex, color, national origin, religion, sexual orientation, age, marital status, veteran status, disability or any other characteristic protected by applicable law.