Roles and Responsibilities
The purpose of an HR Coordinator is to implement delegated responsibilities. The HR Coordinator will ensure the implementation of NRC policy, procedures, and tools in NRC Jordan with a focus and main responsibility on Human resources functions, training and development, duty of care, staff wellbeing, and grievance. Performance management and exit procedures. The HR Coordinator will also be responsible for supporting the Country HR team with general Human Resources duties to ensure the team satisfactorily completes all its tasks.
Generic responsibilities
Compliance and adherence to NRC policies, guidance, handbooks donor/auditor requirements and national law in all processes and procedures.Line manager of HR staff in the country office and member of the management groupSupport line managers in procedures and require support team trainings.Responsible for Implementation of new country-specific technical HR SOPs, guidelinesand tools.Responsible for technical capacity building of HR staffCoordinate with relevant partners, suppliers, authorities, lawyers etc.Provide input on operational support to the Plan of Action, and coordinate and align operational support with program plansResponsible for ensuring quality support to project implementation.Actively promote PSEA (Prevention of Sexual Exploitation and Abuse) standards & principles within NRC and amongst beneficiaries served by NRC.
Specific responsibilities:
Responsible of national staff recruitments for the Amman Country office ensuring that NRC People (NRC's recruitment tool) is always updated.Ensure the submission of accurate payroll reports for all NRC staff in coordination with HR Coordinators in areas, and ensure the accurate payroll administration according to NRC rules and regulations in compliance with the applicable national laws, Ensure that all staff have work and development plans and carry out regular performance discussions with supervisors/managers are documented.Prepare HR reports and respond to audit requirements in coordination with other HR Coordinators in areas.Ensure that the tracking system/NRC People system, recruitment, and training are always updated.Ensure the database for personnel and recruitment is up to date for all staff.Responsible of the health insurance contracts management and liaison with the health insurance company to ensure they are responding to staff inquiries. Responsible of tracking staff leaves and timesheet and update it on staff database.Monitor the staff Bio-time reports (check-in -check-out time) and communicate the report results with the managers as required. responsible for the contract renewal process for all NRC staff in coordination with the other HR Coordinators in areas.Support/facilitate HR training such as NRC People System Training, and Code of Conduct, as well as information sessions on Internal Regulation and HR SOPs.responsible for the offboarding process/ exit procedures for leavers.Ensure confidential, safe, and standardized filing of personnel documents in the office and on One Drive.Track and follow up on all administration tasks such as for visas, work permits, and residencies for international staff and visitors.Provide technical support and capacity building to the HR and admin team as requiredMaintain a status report (Tracker) concerning all disciplinary cases and decisions. Any other task assigned by the line manager.By interfaces, NRC means processesand projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are
Auditors (internal/external)Relevant implementation staffOthers: Liaising with the authorities such as Ministy of Labour, Social Security ..etcStaff: 1 Team Leader, 1 Technical Officer
Stakeholders: Recruitment Agencies, Social Security, Ministry of Labor. tax consultants, partner INGOs and local NGOs
Information: NRC People, Agresso, Databases
Budgets: Budget responsibility for CO HR activities
Legal or Compliance: NRC Terms of Employment, NRC Code of Conduct, NRC Policies, NRC Standard Operating Procedures
Competencies
Competencies are important in order for the employeeand the organisation to deliver desired results. They are relevant for all staff and are divided into the following two categories:
Professional CompetenciesThese are skills, knowledge and experience that are important for effective performance.
Generic professional competencies:
Minimum 3 years of experience from working as a HR staff in a humanitarian/recovery context in NRCExperience working in complex and volatile contextsDocumented results related to the position’s responsibilitiesKnowledge about own leadership skills/profile Fluency in English, both written and verbalContext/specific skills, knowledge, and experience:
Fluency in Arabic, both written and verbal an advantageSignificant experience working in NRC in HRPrevious capacity-building experience Knowledge and experience in implementing NRC HR minimum standardsQualification requirement: Bachelor’s degree or higher2. Behavioral Competencies
These are personal qualities that influence how successful people are in their jobs. NRC’s Competency Framework states 6 behavioral competencies as follows:
Handling insecure environments Planning and delivering results Working with people Analysing Communicating with impact and respect Coping with changeNRC line managers must have the following Leadership profile.
Build meaningful relations. Empower people. Act with integrityDeliver results.
3. Performance Management
The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews:
The Job DescriptionThe Goals and Performance PlanThe NRC Competency Framework The Norwegian Refugee Council (NRC) is an independent humanitarian organisation helping people forced to flee. We work in crises across more than 31 countries, providing emergencies and long-term assistance to millions of people every year. We stand up for people forced to flee, advocating their rights. NORCAP, our global provider of expertise, helps improve international and local ability to prevent, prepare for, respond to and recover from crises. NRC also runs the Internal Displacement Monitoring Centre in Geneva, a global leader in reporting on and advocating for people displaced within their own country. Employment with NRC may lead to employment in or deployment to Regions, Countries, Areas or Offices that may be host to considerable health, safety and security risks. NRC takes this very seriously and we have procedures in place to reduce known risks, but will never be able to take away all risks. NRC is an equal opportunities employer and aims to have staffing diversity in terms of age, gender, ethnicity, nationality and physical ability.