KEY ACCOUNTABILITIES

Key Accountability # 1: Strategic HR Planning and Leadership

• Collaborate closely with senior management to develop and implement an HR strategy that supports the IRW Iraq mission, long-term objectives, and operational needs. This includes workforce planning, ensuring the right talent is in place to meet current and future demands, and driving HR initiatives that contribute to overall business growth and sustainability.
• Lead HR-driven change management processes to ensure smooth transitions during organisational restructuring, the introduction of new policies, or significant cultural shifts. Act as a trusted advisor to leadership, guiding them on strategies to manage resistance and foster a positive environment for change, while maintaining focus on employee engagement and productivity.

 Key Accountability # 2: Employee Relations

• Proactively address and resolve employee grievances, disputes, or complaints through fair and impartial investigations. Ensure that all matters are handled in accordance with IRW policies, fostering a harmonious workplace environment while balancing the needs of the organisation and employees. Act as a mediator where necessary, offering a neutral platform for resolving conflicts in line with legal requirements and IRW policy.
• Develop and maintain open communication channels between employees and management to ensure transparency, trust, and a positive organisational culture. Facilitate regular feedback mechanisms (e.g., surveys, one-on-one meetings, and focus groups) to identify and address potential issues before they escalate. Work closely with management to implement strategies that enhance employee satisfaction, commitment, and overall morale.
• Ensure that all HR practices and employee relations initiatives comply with local labour laws and IR policies. Provide training and guidance to management on best practices for handling disciplinary actions, performance management, and employee recognition. Regularly review and update internal policies to align with current legislation and ensure fair treatment of all employees across the organisation.

 Key Accountability # 3: Compliance and Risk Management

• Regularly review and update HR policies to ensure alignment with local labour laws, international standards, and industry regulations. This includes ensuring that all employment contracts, terminations, benefits, and working conditions are fully compliant with applicable laws, and advising leadership on legal risks associated with HR decisions.
• Identify potential areas of risk within their human resources practices, such as issues related to discrimination, harassment, or employee relations. Implement proactive measures like training, audits, and the establishment of clear policies to prevent such risks from escalating, while ensuring that the IR is prepared for any audits or legal challenges.
• Establish robust internal controls and compliance frameworks for all HR processes, such as recruitment, performance management, and compensation. Regularly assess these controls to ensure they are effective in reducing legal exposure and take immediate corrective actions when non-compliance or irregularities are identified.

Key Accountability # 4: Managing Recruitment and Selection:

• Coordinates recruitment, selection and placement process (Adverts, short-listing, arranging for interviews, interviews, selection, offers, placements, etc) in consultation with PMs/HODs; and ensures adherence to recruitment policies and procedures to ensure consistency with organization’s core values and HR strategy. Advise employees on employment policy, benefits and compensation.
• Plans and coordinates new employees orientation and induction programs; stays current with policies, procedures and practices governing human resources and administration support; as appropriate, suggests changes to improve service levels and efficiency.
• Manages staff contracts (i.e., letters for promotions, transfers/relocations, contract renewals, etc) including preparations of staff contracts, and monitors contracts to ensure that end dates are reported in advance; works in collaboration with the Program Support Director to ensure that employment contracts meet legal and policy requirements.

Key Accountability # 5: Managing Staff Benefits and Developing Reward System:

• Managing/developing appropriate rewards systems – both financial and non-financial; Supervise the implementation of the performance management system, staff development and orientation processes; counselling employees on their terms and conditions of service, problems, etc.
• Manages medical/health insurance scheme, employee assistance and welfare activities, produces regular reports, statistics and analyses used in monitoring and evaluating HR activities.
• Handles clearance and payment documentation on staff separations (Resignations, terminations, dismissals, end of contracts/projects, death, etc); facilitates payment of gratuity and final benefits

Key Accountability # 6: Promoting the culture of collaboration:

• Promoting support interaction and nurturing a positive organizational climate that enables employees to grow and contribute to the best of their abilities; and represent country office to external stakeholders.
• Demonstrates on-going proficiency in the human resources specialty through continuous learning and provision of reliable output; maintains a “best practices” mind set and looks for opportunities to implement improvements in human resources management.
• Facilitates the provision of safe and secure working environment for the staff at the main and field offices; coordinates HR initiatives such as Labour Day Awards process, staff wellness activities, etc in the CO/field offices, and suggests new and innovative ways of how the initiatives should continuously be improved; investigates problems and issues and works in partnership with others to come up with solutions and transfer knowledge.
• Coordinates HR /Staff committee and ensures that meetings are taking place and action points are being followed up; encourages staff representatives to hold consultative meetings with staff regularly.

Key Accountability # 7: Ensuring the accountability at all levels:

• Interprets and implements the HR policies, systems and procedures, etc), handles disciplinary cases (Investigates cases, takes corrective action for wrong behaviour, resolves disputes and complaints, etc); provides human resources support to the managers and staff and ensures smooth running of the HR function within responsibility; assists managers, and other internal clients and users with the interpretation and practical application of HR methods, systems and policies.

Key Accountability # 8: Capacity building:

• Compiles training needs identified / assessed through the Performance Assessment (In consultation with PMs/HODs,); coordinates staff training (on the job, coaching, seminars, workshops, conferences, formal training, etc); organizes day-to-day activities and manages own time to meet deadlines and priorities; maintains “to do” lists and detailed work schedules.

 Objectives:

• Participate in monthly Country Management Team (CMT) Meetings and contribute to a full range of CMT decisions, including taking the read on making quality decisions affecting the country program`s operations.
• Participate in official/ periodic Meetings and/or Programs/operations coordination Meeting to facilitate in departmental coordination.

Representation:

• Responsibility of maintaining effective relations with the governments departments. Frequent visits to the line departments on as and when required basis.
• Interface with IRW partners, as well as any sub-grantees, to verify their systems and that they understand and follow all appropriate procedures and archiving.
• Liaise with local government officials, UN and other international agencies, local NGOs and civil society organizations, local leaders and other community members to foster coordination and ensure support for and acceptance of IRW-Iraq activities.

PERSON SPECIFICATION

It is essential that the post holder shows a good understanding and empathy with the Islamic Relief Worldwide values and principles as well as commitment to IRW’s vision and mission.

A) EDUCATION/TRAINING

Required:

Degree in Human Resources Management or equivalent with 5 years’ experience; Diploma in Human Resources Management from a reputable and recognized institution with 5 years relevant experience

 B) EXPERIENCE

• Demonstrated Human Resources experience in a leading organization
• NGO work experience an added advantage
• Excellent interpersonal relationship skills
• Team player
• Must have a mature and honest disposition
• Computer literate
• Sober mind

 C) Key Personal Qualities and Professional Qualifications:

• Excellent communication and negotiation skills.
• Proficiency in Microsoft Office, including MS Word, MS Excel, power point and Outlook
• Good command in English (written and spoken) and fluency in Kurdish and Arabic (written and spoken.)
• Excellent analytical and report writing skills.
• Excellent staff management and interpersonal skills
• Good planning and organizational skills and efficient work methods.
• Demonstrated commitment to principles of transparency, accountability, and honesty.
• A positive problem-solving approach.
• A commitment to learn and adopt new ideas and approaches

Travel: 25% travels to the field offices. 

Desirable – Experience & Skills

• Experience and knowledge of various donor requirements (local and Institutional donors WFP, OCHA, UNHCR, GAC, and ECHO etc)
• Experience of operating ERP systems such as AX

Pre-employment Checks:

Any employment with Islamic Relief Worldwide (IRW), Iraq office will be subject to the following checks:

• Screening clearance
• Receipt of satisfactory references
• Criminal Evidence Record.

 D) COMPETENCIES

 Core Values (Required):    

• Diversity and Inclusion.
• Integrity

Core Competencies (Required):

• Working with People.
• Drive for Results.

Functional Competencies (Required):

• Formulating Strategies and Concepts.
• Planning and organizing.

 E) CONTACTS/KEY RELATIONSHIPS

 Country Director as direct line manager, Head of Programs, Finance Manager, Operations Manager as CMT Members and Head of Departments.

• HR Officer and HR Assistant as subordinates.

 F) PROBLEM-SOLVING (Thinking Environment)

• Ability to deal with complex situations and solve issues and problems

Dear Applicant: If you are a support person, experienced, competent, reliable, service minded, dedicated and a highly motivated professional, with a strong commitment to IRW’s values and beliefs, please apply by downloading the application from the below link and forward the filled and completed form to: jobs@ir-iraq.org before the closing time & date (Wednesday, 04:00 pm, December 11th, 2024).
- Please write the position title: (HR Manager) in the subject of the email.

- CVs will not be accepted.

- Only short-listed candidates will be contacted.

IR Iraq Application Form (Full Name).docx

Islamic Relief is an equal opportunities employer. Our values and commitment to safeguarding IRW is committed to preventing any type of unwanted behaviour at work including sexual harassment, exploitation and abuse, lack of integrity and financial misconduct; and committed to promoting the welfare of children, young people, adults and beneficiaries with whom IRW engages. IRW expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our values are recruited to work for us. The post holder will undertake the appropriate level of training and is responsible for ensuring that they understand and work within the safeguarding policies of the organization. All offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records checks. IRW also participates in the Inter Agency Misconduct Disclosure Scheme. In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms his/her understanding of these recruitment procedures.