Job Purpose

• Under the overall leadership of the Director, HRMD and under the administrative supervision of the Regional Director and the Regional HR Manager provides strategic and operational HR leadership for the Region in alignment with global IFRC HR policies and practices, and the IFRC Renewal.
• The incumbent ensures consistent application of HR policies, regulations, standards, and processes across the Region; strengthens compliance and safeguarding; supports global workforce planning and recruitment prioritisation; and contributes to the development and implementation of global HR policies and practices as a member of the Global HR Management Team.

Job Duties and Responsibilities

Building and Strengthening Human Resources (HR) Capacity 

• Establish and build a cohesive approach to HR in the Region.
• Manage Regional Office HR staff, ensuring optimal utilisation of resources to deliver a high-quality service.
• Line manage HR Officers in other locations, from a distance and/or direct technical support as may be required.
• Ensure regional HR practices are aligned with global HRMD standards, tools, and processes.
• Act as a conduit between HRMD Geneva and the Region for the implementation of global HR initiatives.
• “Support the roll-out of global HR reforms arising from the IFRC Renewal and approved Decision Papers.
• Build an appropriate human resources management structure that supports HR activities of the Regional
• Office and delegations.
• Provide quality and professional advice to line managers on all aspects of HR.
• Contribute to the development of a high-quality team of HR staff in the Region and in delegations as well as coordinate and support the strengthening of HR networks within the RC/RC Movement.
• Offer direct HR technical support to emergency operations.
• Strengthen and maintain the HR-in-emergencies skillset of the extended HR Team to ensure that there is
• adequate HR staff to support any emergency operation.
• Establish and strengthen inter-agency HR networks to share policies and practices; and keep abreast of
• HR developments and priorities in other international organisations in order to perform even more ederation and National Societies. effectively within the F

Recruitment and Selection 

• Consolidate plans and forecasts for staffing needs and coordinate international and national staffrecruitment using the Federation systems and procedures.
• Support implementation of global recruitment prioritization in line with IFRC Renewal and approved Decision Papers.
• Oversee thorough background checks for all, including conduct checks under the Misconduct Disclosure Scheme. and Rewards to ensure coherence to Global Classification system. Classify national positions and propose classification levels working with the Senior Officer, Job Design
• Provide guidelines and tools for managers to set and meet diversity targets. improving the system. applicable disaster management tools, enables fast deployment of people, while working towards Coordinate with the unit responsible for disaster management to ensure that the HR system, using the emergencies in the Regions using Federation HR tools and systems. In coordination with the HR-in-emergencies team, facilitate the coordination and deployment of staff in HR Geneva.  and solutions for resourcing in close coordination and collaboration with Develop other suitable HR tools
• Oversee an updated and fit-for-purpose onboarding process and Movement/Humanitarian Action induction modules in multiple languages.

Staff Development 

• Oversee and work in coordination with the regional HR team and relevant managers on the Development of tailored on-boarding programmes, training materials and personal development options for staff. responsible parties. training enrolment and completion rates; and discuss development needs and opportunities with Advise managers and staff regarding opportunities and responsibilities for staff development. Monitor developments. Enhance leadership and management development in line with operational needs and global
• Liaise with Staff Health to establish and maintain a staff wellness programme.
• ld capacity and performance of staff members and managers to handle sensitive and Advise and bui complex issues and topics.
• Drive regional learning and development initiatives and leadership capability building, ensuring alignment with global HRMD frameworks and IFRC standards.

Remuneration and Benefits 

• Oversee and coordinate remuneration and benefits systems for locally recruited staff in Federation offices following the overall Federation approach to have effective and attractive systems in place which are tailored to the country context yet harmonised at the regional level as much as possible.
• Provide technical support to help Country Delegations and Country Cluster Delegations meet all required statutory labour requirements. Guide and support local HR Teams in the analysis of benchmarking reports and the design/development of salary scales and benefit packages for locally hired staff.
• Ensure fair and equitable compensation for national staff by monitoring pay practices, conducting equity analyses, and implementing corrective actions in line with IFRC policies and market standards.

HR Policy and Procedures 

• Support managers in reviewing and harmonising Staff Regulations for local staff as needed, maintaining a register of approved National Staff Regulations.
• Interpret HR policy, procedures and Staff Regulations and advise managers accordingly to ensure consistent application across the Region.
• Support Management in nurturing a working environment, which enables effective performance and compliance with set standards of conduct. In this connection, support the Regional Director and managers in ensuring the implementation and compliance with the Staff Code of Conduct.
• Facilitate effective consultation and good working relationships with Management and staff bodies.
• Develop an appropriate system for health and psychological support for staff in the Region based on global standards in close collaboration with the Manager, Occupational Health, Safety and Well-Being.
• Ensure effective implementation of HR procedures, systems, and processes. Administer contracts.
• Act as the primary regional focal point for HRMD on compliance, safeguarding, and case management matters.
• Escalate complex or high-risk cases to HRMD in accordance with global protocols.
• Conduct background reviews or preliminary assessments on HR-related workplace issues, including
• potential breaches of the Code of Conduct or other IFRC policies as requested and in line with applicable
• IFRC policies and procedures. Ensure timely, accurate, and confidential sharing of relevant information with authorised oversight and investigative bodies, and that all HR-related communications with staff are handled professionally, confidentially. Ensure appropriate documentation in accordance with IFRC recordkeeping requirements.
• Consult regularly with the HRMD Director to develop, implement and report on an action plan to address any HR-related areas or practices.
• Communicate to staff matters of policy and procedures and keep staff informed of new developments.
• Serve as the key regional focal point for implementation of global safeguarding and Child Protection policies, in coordination with Ethical Practices Department.
• Ensure staff, volunteers and all those affiliated with the Red Cross and Red Crescent Movement are aware of their rights and obligations.

Performance and Data Management 

• Establish regional targets to meet HR-related KPIs.
• Implement and report against agreed global HRMD KPIs at regional level.
• Ensure timely, accurate HR data submission to HRMD and D365 as the single source of truth.
• Provide analysis to HRMD to inform global workforce planning and decision-making.
• Coach, support and advice managers and staff on performance management matters, including handling misconduct and other forms of grievances.
• Maintain up-to-date HR data for staff in the Region while ensuring protection of HR data and adherence to relevant policies.
• Generate HR data, narratives, and reports to inform decision-making and to enable action on key HR strategic global matters such as diversity, inclusion, and child protection.

Oversee the Provision of Technical Support to National Societies 

• Provide technical support to initiatives aimed at National Societies in the Region, as needed.
• Support HR capacity building in National Societies in close cooperation with the unit responsible for national society development.

Case and Complaints Management 

• Act as the focal point in the Region in providing inputs to Geneva on case management issues and
• processes as well as on inter-staff conflicts.
• Receive any complaints or allegations in a confidential manner, referring the issue to the most appropriate
• party; and ensure that timely follow-up and appropriate actions are communicated and implemented.

Other 

• In line with the principles of One Global HR under the IFRC Renewal, the Regional HR Manager may, as required and subject to capacity and agreement with the Regional Director and HRMD, provide shortterm support to other Regions or to HRMD in Geneva. This may include stepping in to cover critical HR functions, providing surge capacity during periods of high workload, or participating in temporary deployments to support organisational priorities, emergencies, or transition-related needs.

Contribution to the building of an effective, high-quality, fit-for-purpose Global HR Team

• Always demonstrate the highest level of confidentiality, integrity, and professionalism.
• Work actively to achieve the Global HR Team’s strategic objectives within the Organization’s strategic documents – Strategy 2030 and the Agenda for Renewal.
• Be a role model in contributing to the management of a high-quality Global HR Team.
• Be accountable to the Director of HRMD on progress of results.
• Ensure excellent collaboration with the Global HR Team.
• Participate in the development of a customer service-oriented culture that values proactivity, continuous improvement, innovation, and high performance.
• Support the Surge Optimisation process, and ongoing Surge requirements by designing process and
• procedures which ensure HR is best placed to provide.

Education

Required

• Advanced degree (Masters or equivalent), in HR Management or any other related field. A combination of a university degree and extensive related experience may be accepted in place of an advanced university degree.
• Professional HR qualification.

Preferred

• Certification or other qualification in Project Management.

Experience

Required

• At least 8 years of HR management practice in a multicultural environment.
• At least 5 years Organizational Development and/or change management experience.
• At least 5 years of experience in recruitment and selection or talent management or experience with business partnering.
• Demonstrated HR professional experience working in an international organization, NGO, or other relevant international and cross-cultural environment.
• Experience developing and supporting good practice in the prevention of sexual exploitation, abuse, and harassment.
• Experience in managing and supporting diverse and multicultural teams.
• Experience working in the Field.

Preferred

• Strong knowledge of labour laws and regulatory frameworks across multiple countries in the region.
• Red Cross/Red Crescent experience.
• Working experience in different regions.

Knowledge, Skills and Languages

Required

• Strong leadership and people management capabilities, including coaching, influencing, and stakeholder engagement.
• Demonstrated mentoring and coaching skills.
• Conflict resolution and negotiation skills, ensuring constructive and solution‑oriented outcomes.
• Excellent written and interpersonal communication skills.
• Strong cultural sensitivity.
• Excellent organizational and planning skills.
• Demonstrated ability to lead with integrity, inspiring high performance, fostering collaboration across remote and diverse teams.
• High level of discretion, integrity, and judgment, particularly in handling sensitive HR matters.
• Excellent communication and interpersonal skills, with the ability to work effectively across cultures and with senior leadership.
• Well-developed cross-functional and networking abilities.
• Excellent customer-service orientation.
• High-level skills in use of computerised tools and HR systems.
• Demonstrated core proficiency in (a) digital communication & collaboration, (b) basic digital content creation, (c) digital safety & security, (d) data literacy, and (e) problem solving with technology (including responsible use of AI assistants.
• Understanding of and commitment to IFRC’s mission and values.

Languages

Required

• Ability to communicate clearly and concisely in spoken and written English.

Preferred

• Good working knowledge of another IFRC official language (French, Spanish or Arabic).
• Competency in other languages.