People & Culture Coordinator

The International Rescue Committee (IRC) responds to the world's worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster. Founded in 1933 at the call of Albert Einstein, the IRC is one of the world's largest international humanitarian non-governmental organizations (INGO), at work in more than 40 countries and 29 U.S. cities helping people to survive, reclaim control of their future and strengthen their communities. A force for humanity, IRC employees deliver lasting impact by restoring safety, dignity and hope to millions. If you're a solutions-driven, passionate change-maker, come join us in positively impacting the lives of millions of people world-wide for a better future.

The P&C Coordinator is responsible for providing leadership for the P&C function for staff members across IRC’s occupied Palestinian territory (oPt) program. The P&C Coordinator will lead a team of P&C staff to ensure high quality and efficient staff recruitment, contracts management, orientation, learning and development, performance management, compensation and benefits, code of conduct compliance, employee engagement and staff care. The position acts as a P&C advisor to the SMT. The P&C Coordinator reports to the IRC Country Director, is a part of the Senior Management Team, and has a technical reporting line to Emergency Unit P&C Director/Regional P&C Director.

The P&C Coordinator will adapt and implement Global P&C initiatives and practices and serve as an advisor to maximize staffing resources and performance, promote a positive organizational culture, minimize risk and ensure economy and efficiency of work processes.

Strategic P&C Leadership and Management

• Devise and deliver a planned P&C approach to attracting, developing, inspiring and retaining the right people with the right skills to achieve strategic, programmatic results.
• As a member of the Senior Management Team (SMT), determine workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate nationalizing roles and retaining staff.
• Actively participate in proposal design and grants opening and review meetings (GRMs, GOMs) specifically advising organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure strong P&C foundation to support program quality.
• Conduct monthly and quarterly strategic P&C metrics and analysis to inform Senior Management Team and Regional P&C decision-making, lead on country program inputs to global P&C scorecards.
• In collaboration with the Recruitment Team, set strategy for recruitment; develop candidate rosters, actively network and employ innovative, creative recruiting methods to attract and hire the best talent. Proactively position IRC as an Employer Brand of Choice in the country and region.
• Review and approve job position requests and job descriptions for all national roles, making recommendations, ensuring accuracy, consistency.
• Participate in budget preparation and provide strategic compensation analysis to drive nationalization strategy and ability to attract high-quality talent. Define and review salary structure; coordinate annual compensation review process and compensation adjustments. 
• Establish benefit plans and packages, and lead in the communication of updates, including conducting information campaigns for national and international staff.
• Deliver international P&C management, including policy, process, and employee relations management, with support from regional P&C.
• Oversee P&C -related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled.
• Lead the performance management process with guidance from regional and HQ P&C. Create a plan to manage annual and mid-year reviews, conduct training on goal setting, utilize budgets to organize development activities and work one-on-one with managers and employees to create country-wide development plans. Through P&C initiatives and actions, support a culture of continuous feedback.
• Devise staff care action plans that elevate morale and support the social, physical, and psychological well-being of staff; create emergency staff care interventions – both in collaboration with the  Staff Care Specialist.
• Lead all employee relations with professional grace with the aim of empowering employees and supervisors to have the tools and resources necessary to resolve conflicts with mutual respect.
• Escalate code of conduct issues, lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out, in partnership with Ethics and Compliance Unit (ECU).
• Advise supervisors in determining appropriate disciplinary plans of action in a judicious manner. Follow-up disciplinary measures and related employment law matters.
• Act as impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements.
• Manage any lay-offs or reductions in force in partnership with senior management and regional P&C to ensure compliance, due diligence, communications, and staff care.
• Oversee and delegate the management of visa procedures for national staff procurement of international visas, residency requirement for international staff and visitors and other documentation issues as needed.

Staff Performance Management and Development

• Serve as a model of supervisory excellence; supervise and mentor direct-report staff, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback, and leading documented semi-annual performance reviews.

• Provide constructive feedback and counsel on career paths and professional development for P&C team and IRC staff.

• Support the management, coaching and development of national and international staff to build a cadre of skilled, committed and motivated staff.

• Support senior staff to continue to pursue nationalization of senior and management positions.

• Promote and monitor staff care and well-being. Model healthy work-life balance practices. 

Communications

• Model and encourage active practice of the principles of the “IRC Way – Global Standards for Professional Conduct” throughout the country program.

• Maintain a healthy and empowering office environment that encourages open, honest and productive communication among IRC staff by delivering an employee engagement and communication strategy.

• Maintain and leverage open communications and partnership on projects and shared goals with other P&C Leads at the country level, regional P&C and P&C HQ levels. 

• Provide direct support and advise the CD and SMT on staff communications to ensure clarity, consistency and transparency in communications.

• Represent IRC in NGO P&C working groups and with external parties including for P&C -related matters. Directly liaise with local legal counsel on P&C -related matters.

P&C GEDI

• Lead the implementation of GEDI action plans within the Country Program, ensuring effective execution and measurable outcomes. 

• Coordinate and facilitate the implementation of GEDI strategies and strategic initiatives across the Country Program, ensuring alignment with the P&C mandate. Facilitate in-depth discussions on GEDI topics, ensuring these conversations extend beyond compliance to genuinely enhance practices, particularly in recruitment and selection processes.

• Foster a healthy organizational culture that is free of unequal power dynamics, discrimination, bias, harassment, bullying, and abuse of power. Oversee the integration of feminist, decolonial, and anti-racist values throughout the employee lifecycle, providing guidance and direction in collaboration with Regional P&C Director to ensure these values are embedded in all P&C practices, including regular reporting, and measuring progress on the S100 LDG and GEDI goals. 

• Champion inclusive practices as part of the GEDI initiative, organizing cultural exchanges and culture-building activities to enrich team cohesion. Ensure the incorporation of GEDI best practices into the employee lifecycle and day-to-day operations, maintaining accountability for the continual improvement of diversity and inclusion within the organization.