IRC opened the national program in Mali in 2012. Our programs range from humanitarian assistance to early recovery activities, focusing on child protection, education, economic well-being, nutrition, health, water and sanitation, governance. We work both in the north, the center and the south of Mali. Conflict and drought have caused the displacement of hundreds of thousands of people in Mali and neighboring countries. The security situation in the north remains fragile. Nonetheless, the needs of internally displaced persons and conflict-affected host communities are vast, and the issue of humanitarian access is an ongoing process. IRC works in northern and central Mali to provide essential WASH, education, economic well-being, protection and health programs in the most remote areas. The position is designed to help improve the capacities and strengthen the resources of populations to prevent and mitigate crises, manage change and build autonomy and resilience.
The Human Resources Coordinator is responsible for the strategic direction of the human resources function for approximately 300 employees and incentive workers across the Mali Country Program. The HR Coordinator will manage the HR team to ensure efficient and high quality staff recruitment, contract management, orientation, learning and development, performance management, compensation and benefits, policy and labor law compliance, employee engagement and retention and staff care. The incumbent acts as a human resources advisor to the management team.
The Human Resources Coordinator will adapt and implement the organization’s overall HR initiatives and policies and act as an advisor to optimize staff resources and performance, promote a positive organizational culture, minimize risk and ensure the cost-effectiveness and efficiency of human resources processes and procedures in the service of IRC Mali’s programs.
The HR Coordinator reports to the Deputy Director-Operations, and the Regional HR Director, West Africa and is a member of the SMT.
Strategic HR Leadership and Management
• Devise and deliver a planned HR approach to attracting, developing, inspiring and retaining the right people, with the right skills, to achieve high quality programmatic outcomes, in line with Country Program Strategic Action Plans (SAPs),
• As a member of the SMT team, determine workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate the nationalization of roles and staff retention.
• Actively participate in strategic program proposal design and development meetings and grant opening and review meetings (GRMs, GOMs), specifically advising on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensuring a strong HR foundation to support program quality.
• Lead a collaborative approach to Employee Engagement, Gender, and staff care strategy and supporting initiatives, drawing on country, regional and HQ inputs and resources.
• Conduct monthly and quarterly strategic HR metrics and analysis to inform SMT and Regional HR decision-making; lead on country program inputs to global HR scorecards and action plans.
• Continually assess and refine recruitment tactics; Develop candidate rosters, actively network and employ innovative and creative recruiting methods to attract and hire top talent. Proactively position IRC as Employer brand of choice in the country.
• Deliver international HR management, including policy, process and employee relations management, with support from Regional HR Director as needed.
• Lead the performance management process with guidance from regional and HQ HR. Create a plan to manage annual and mid-year Performance Checks-ins, conduct training on goal setting, use budgets to organize development activities, and work one-on-one with managers and employees to create country wide development plans. Through HR initiatives and actions, foster a culture of continuous feedback.
• Participate in budget preparation and provide strategic compensation analysis to drive nationalization and ability to attract high-quality talent. Define and review salary structure, coordinate annual compensation review process and compensation adjustments, consulting with HQ compensation team to align with best practices.
• Manage national benefits plans, communicate updates and conduct information campaigns for national and international staff. communicate updates and conduct information campaigns for national and international staff. Consult with HQ benefits team to align with IRC best practices.
• Devise staff care action plans that elevate morale and support the well-being of staff; Consult with Regional HR Director and Global Duty of Care Director to align with IRC best practices.
• Oversee HR administration and ensure 100% compliance with current labor laws; consult and partner with local counsel as needed.
• Lead all employee relations with professional grace with the aim of empowering employees and supervisors to with the tools and resources necessary to resolve conflicts with mutual respect. Act as impartial mediator when necessary. Escalate code of conduct issues, lead or co-lead employee relations investigations and ensure issues are brought to resolution with appropriate follow-up carried out. Partner with and seek counsel from Ethics and Compliance Unit (ECU) as needed.
• Advise supervisors in determining appropriate, consistent, and judicious disciplinary action consistent with local labor law and global policy.
• Manage any layoffs or reorganizations in partnership with SMT, supervisors, and regional HR, with a focus on compliance, due diligence, communications, and staff care as well as a seamless and positive transition for all departing staff
• Conduct technical support and supervision visits to various field bases.
• Contribute to the promotion of Gender, Equality, Diversity and Inclusion (GEDI) within IRC Mali. Particular emphasis is expected to be placed on gender and improving the network to have more female profiles, promoting female staff to positions of responsibility, and retaining them.
Ensure that leave, absences, furloughs, and medical rest are managed in accordance with IRC’s global policy and local legislation
Staff Performance management and development
• Serve as a model of supervisory excellence; supervise and mentor direct-report HR staff, including communicating clear expectations, setting/refining 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 HR team and IRC staff; foster a culture of continuous learning opportunities.
• Support senior staff to continue to pursue nationalization of senior and management positions.
• Support managers in promoting IRC leadership standards
• Ensure the development and implementation of training and career plans in collaboration with the SMT and individual managers
• Promote and monitor staff care and well-being. Model and support healthy work-life balance practices.
• Communicate and encourage the active practice of the “IRC Way – Global Standards of Professional Conduct” principles across the country program.
• Maintain a healthy and empowering work environment that encourages open, honest and productive communication among IRC employees by establishing action plans for employee engagement and communication.
• Maintain and leverage open communications and partnerships on shared projects and goals with other HR leaders at the country level, as well as at the regional HR and HQ HR levels.
• Provide direct support to DDOs, CDs and SMTs on staff communications to ensure clear, consistent, timely and transparent communication on issues impacting staff.
• Minimum diploma of BAC + 4. University diploma of Master’s degree in Human Resources Management, International Relations or Development, MBA, Law or other similar training is desired.
• Minimum of 5 years of progressive experience as an HR generalist, including recruitment, performance management, complex employee relations, compensation, training and development, and HR Administration.
• Minimum 5 years of successful staff management experience
• At least 3 years of experience with an international organization or international experience.
• Strategic leadership experience in managing an HR function for large budget programs in the INGO sector is strongly preferred.
• Remote management experience strongly preferred.
Demonstrated Skills and competencies:
• A commitment to IRC’s mission and humanitarian principles.
• Resourceful in knowing how to get things done, seeking opportunities to learn and grow, contributing creative and innovative ideas and serving as change champion.
• Resilient and able to thrive in a fast-paced environment characterized by a sense of urgency and an ability to deliver results under pressure.
• Results-oriented approach to planning and prioritizing HR activities.
• Demonstrated commitment to pursue work/life balance for self and others.
• Proven track record of professional discretion, integrity and ability to handle complex HR situations with diplomacy and effective resolution.
• Ability to work independently;
• Highly collaborative and consultative approach.
• High-level writing, presentation and verbal communication skills; ability to effectively convey information and strong experience providing training and staff development in English and French
• Excellent management, interpersonal, consultative and negotiation skills and a demonstrated ability to promote harmonious teamwork in a cross-cultural context.
• Very strong proficiency in MS Word, Excel, Outlook and PowerPoint is required.
• Analytical ability to create effective HR solutions while adhering labor laws, working knowledge of Mali labor law is required.
• English and French language are required;
• The HR Coordinator will be based in Bamako with a regular visit up to 60% of his time in the field.
• The HR Coordinator may travel internationally for regional conferences, workshops, trainings.
IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards of Professional Conduct. These are integrity, Equality, Service and Responsibility. In accordance with these values, IRC operates and enforces policies on beneficiary protection from exploitation and abuse, child safeguarding, anti-workplace harassment, fiscal integrity, and anti-retaliation.
- Job City Bamako