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 People & Culture Manager is responsible for overseeing the effective delivery of HR operations across the employee lifecycle, ensuring compliance with organizational policies and local labor laws. The position reports directly to the People & Culture Coordinator.
The role provides technical guidance, quality assurance, and supervision to HR Officers, ensuring consistency and efficiency in HR service delivery across HR operations functions. The P&C Manager also plays a key role in strengthening HR systems, supporting employee relations, and contributing to organizational initiatives including staff care, safeguarding, and learning & development.
Major Responsibilities
HR Operations & Employee Life Cycle Management
- Oversee and ensure the effective implementation of all HR processes across the employee lifecycle (onboarding, contract management, leave tracking, exits, etc.).
- Ensure HR files (physical and digital) are up to date, properly maintained, and audit-ready at all times.
- Monitor timely and accurate submission of payroll inputs and coordinate closely with relevant departments.
- Ensure consistency and standardization of HR practices across all locations.
- Oversee HR-related administrative duties and ensure compliance with existing legal, governmental & Donors’ reporting requirements.
Team Management & Capacity Building
- Coach, train, and mentor HR staff with the aim of strengthening their technical capacity, exchanging knowledge within the team and providing professional development guidance
- Supervise and mentor direct-report staff, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback, and providing documented semi-annual performance reviews.
- Provide constructive feedback and counsel on appropriate career paths and professional development.
- Ensure continuity of HR operations through proper delegation and backup planning.
Employee Relations
- Manage employee relations disputes, complaints and conflicts in a professional manner with the aim of empowering employees and supervisors to have the necessary tools, resources and knowledge to resolve conflicts in a positive reinforcement manner.
- Act as an escalation point for complex or sensitive cases and support investigations as required.
- Follow-up disciplinary measures and related employment law matters are properly applied and advise supervisors in determining appropriate disciplinary plans of action.
- Analyze employee relations trends and provide recommendations to the P&C Coordinator to mitigate risks and improve workplace culture.
Recruitment & Onboarding Oversight
- Supervise and support end-to-end recruitment processes, ensuring quality, transparency, and compliance.
- Provide guidance on recruitment strategies and participate in recruitment for mid and senior positions when required.
- Ensure onboarding processes are consistently implemented.
- Monitor recruitment trackers and ensure timely updates and reporting.
Field HR Support & Coordination
- Oversee HR support to field locations, ensuring timely and effective service delivery.
- Ensure regular engagement with field teams to monitor HR needs, staff wellbeing, and operational challenges.
- Support HR Officers in addressing field-level issues and strengthening communication.
- Conduct field visits as required to support HR functions and initiatives.
Staff Care, Safeguarding & GEDI
- Support implementation and monitoring of staff care initiatives and duty of care practices.
- Ensure safeguarding and GEDI principles are integrated into HR processes and practices.
- Monitor HR Officers’ engagement with staff on wellbeing and escalate concerns as needed.
- Contribute to reporting and tracking of safeguarding and GEDI-related activities.
Learning & Development
- Support identification of training needs and ensure implementation of learning plans in coordination with the P&C Coordinator.
- Oversee tracking of mandatory trainings, performance management cycles, and development plans.
- Ensure HR Officers effectively support staff in accessing learning opportunities.
HR Systems, Reporting & Compliance
- Ensure accurate HR data management and timely reporting.
- Monitor HR data on WorkDay and ensure accuracy of information.
- Ensure compliance with internal policies, donor requirements, and national labor laws.
- Support audits by ensuring proper documentation and HR process adherence.
Partnerships & Cross-Functional Support
- Contribute to partnership processes (PCA reviews) from an HR compliance perspective.
- Support organizational HR initiatives, policy updates, and process improvements.
- Coordinate and monitor documentation upon exits and terminations.
Key Working Relationships:
Position Reports to: P&C Coordinator
Indirect Reporting Line: N/A
Position Supervises: HR Officers
Other Internal and/or external contacts: All staff and departments with Lebanon offices
Job Requirements:
- University Degree in management, human resources, administration or related fields is a plus.
- Minimum of 4 years' professional experience preferably as HR Generalist including recruitment, performance management, training and development and HR administration.
- Previous experience in supervising or managing a team.
- INGO experience preferred.
- Fluency in Arabic and English.
- Strong sense of personal integrity.
- Additional qualities: ability to multitask, ability to handle pressure well, ability to improvise, flexibility, cultural and environmental sensitivity.
- Teamwork skills.
- Always maintain the confidentiality of all sensitive HR information.
PROFESSIONAL STANDARDS
All International Rescue Committee workers must adhere to the core values and principles outlined in IRC Way - Standards for Professional Conduct. Our Standards are Integrity, Service, Equality and Accountability. In accordance with these values, the IRC operates and enforces policies on Safeguarding, Conflicts of Interest, Fiscal Integrity, and Reporting Wrongdoing and Protection from Retaliation. IRC is committed to take all necessary preventive measures and create an environment where people feel safe, and to take all necessary actions and corrective measures when harm occurs. IRC builds teams of professionals who promote critical reflection, power sharing, debate, and objectivity to deliver the best possible services to our clients.
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