Job Description

Reporting to the Senior HR Manager – Talent Acquisition, the Recruitment Officer will be responsible for filling positions that vary from short-term, emergency response, and full-time to meet the demands of donors and programs in the main office, and field locations both in Jordan, Turkey, and inside Syria. This individual will be responsible for proactive sourcing, advertising, screening, interviewing, reference checking, and final negotiations for open positions. Also, initiate and implement recruitment strategies to increase the IRC’s talent pool and pipelines and will provide input to ensure the IRC has diverse global talent that performs at a high level responding to the changing needs of the organization. The recruitment officer will implement industry “best practices” that ensure the timely selection of top talent and will recruit talent that will support IRC’s organizational culture while providing IRC’s position as an employer of choice.

Responsibilities:

•  Under the supervision of the Senior HR Manager – Talent Acquisition, respond to recruitment position requests, be proficient in IRC global HR recruitment policies, and provide weekly, monthly, and quarterly recruitment metrics as the need arises.
•  Coordinate full-cycle recruitment process including remote recruitment to find the best talent; develop candidate rosters, recruitment traditional sourcing strategies, actively network and employ innovative, creative recruiting methods to hire.
• Support implementation of IRC’s Global HR Operating Policies and Procedures on recruitment and ensure all recruitment activities are carried out in adherence to these standards; study and become versed in any local labor laws impacting recruitment.
• Develop and maintain a collaborative relationship with key global stakeholders internally and externally including country program HR staff and recruiters, Regional HR team, Partners, universities, peer agencies, and the private sector.
• Promote the IRC brand as an employer of choice in the region, with a focus on creating awareness for IRC’s response to the Syrian crisis.
• Expand the capacity of hiring managers and new HR or recruitment staff to identify talent via improved interviewing skills.
• Conduct in-depth salary analysis to attract the highest caliber candidates and educate the hiring managers on the IRC’s compensation philosophy.
• Develop a deep understanding of the IRC’s culture and values and align these with sourcing and attracting talent.
• Develop and implement strategies to maintain the internal and external pipeline and roster of talent across all key areas and regions.
• Apply regional and international job boards, oversee social media initiatives, and apply innovative sourcing methods to support recruiting objectives.
• Partner with international recruiters on dual recruitment, pursuing national and expatriate candidates simultaneously for urgent positions whenever possible.
• In collaboration with technical units, represent IRC at industry-related career fairs, conferences, seminars, and other relevant industry events as necessary.
• Travel to the field sites, attend various HR meetings, and partner with local schools/universities to build a solid reputation to promote IRC’s open positions.
• Review recruitment and service requests received from supervisors.
• Review and audit job descriptions to match IRC job bands requirements.
• Responsible for the service contract recruitment process.
• Maintain recruitment files and trackers ensuring timely and accurate records.
• Other recruitment responsibilities as assigned to the Senior HR Manager – Talent Acquisition.

Skills

Qualifications

• Bachelor’s degree
• At least 2 - 4 years of progressively responsible professional experience in recruitment and headhunting.
• Previous experience in an INGO setting is preferred.

Demonstrated Skills and Competencies:

• A commitment to IRC’s mission, vision, values, and IRC Way – Professional Code of Conduct.
• Credible written, presentation, and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development.
• Validated a sense of professional discretion, integrity, and ability to handle complex situations diplomatically and to effective resolution.
• Excellent management and interpersonal skills and a solid ability to promote harmonious/cohesive teamwork, in a cross-cultural context.
• Validated ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional patience.
• Highly collaborative and resourceful; ability to establish positive working relationships with senior-level management and all other partners to maximize cooperation and productivity.
• Curiosity, a desire to continually learn and develop.
• Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies.

Language/Travel:

• English and Arabic are required.
• Travel 15% to field sites in NES & Turkey when needed.

Key Working Relationships:

Position Reports to:  Senior HR Manager – Talent Acquisition

Position directly supervises: N/A

Indirect Reporting (If applicable):  N/A

Key Internal Contacts: All HR team members, All Hiring managers, Field managers, the finance team, and the Regional Talent Acquisition Team

Key External Contacts: N/A

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.