People & Culture Coordinator

International Rescue Committee

The P&C Coordinator is accountable for providing strategic and operational leadership to the HR function supporting over 250 staff in Lebanon Country Program across multiple geographical locations. S/he will lead a P&C team to ensure the effective delivery of integrated people solutions, including talent acquisition, onboarding, learning and development, performance and career growth, compensation and benefits, employee engagement, diversity and inclusion, safeguarding, staff care, and well-being initiatives. The P&C Coordinator ensures these functions are designed and implemented in alignment with IRC s values, global and regional P&C strategies, and local labor requirements.

The P&C Coordinator serves as an advisor to maximize organizational staffing resources and performance, promote a positive and healthy organizational workplace, and to minimize risk and ensure economic and efficiency of work processes.

The position holder will serve as a key member in the Senior Management Team (SMT) and work collaboratively with the leadership to establish and maintain an organizational culture in line with IRC s values.

The position holder operates within the scope of IRC management in partnership model and reports directly to both, Lebanon Country Director and Regional P&C Director MENAU.

Major Responsibilities:

Strategic HR Leadership and Management

• Working with Country Director and partnering with SMT to ensure the IRC Lebanon Country Program embodies organizational culture and values and that all team members feel valued through all aspects of the employment lifecycle.
• Develop and implement a strategic HR approach to attract, develop, and retain a skilled workforce to facilitate the implementation of a revised, fit-for-purpose structure; in line with the organization's goals and Duty of Care policies.
• Actively participate in proposal design and grants opening and review meetings (GRMs, GOMs) specifically providing guidance on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure strong HR foundation to support program quality and timely implementation.
• Observe and analyze monthly People data such as turnover rates, time to fill, workforce composition, etc., to diagnose and identify priorities and evaluate effectiveness of relevant HR programs.
• Review and approve job requisitions based on approved Organization structure, review job descriptions, and make recommendations, ensuring accuracy and consistency.
• When required, lead on the selection and recruitment of all senior-level (band level 7 and above) positions and ensure effective onboarding for all newly hired or internally transitioned staff.
• Implement and manage the performance management process in Lebanon CP. Create a plan to implement the 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 various initiatives and actions, embed a culture of regular feedback.
• In coordination with Regional P&C and HQ Compensation & Benefits team, conduct market review for salary structure; coordinate annual compensation review process and compensation adjustments for Lebanon staff.
• 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 Regional Safeguarding and DoC team.
• Oversee HR-related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled in Lebanon.
• Lead all employee relations with professional patience with the aim of empowering employees and supervisors to have the tools and resources vital to resolve conflicts with mutual respect. Lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out.
• Support supervisors in resolving appropriate disciplinary plans of action in a judicious manner. Follow-up disciplinary measures and ensure compliance with related employment laws and internal policies.
• Ensure exit management procedures are seamless and ensure positive transition for departing employees.
• In charge of the development and implementation of HR policies, such as Staff Safeguarding and Management of Incentive Workers, including policy enforcement, process improvement, and employee relations management.
• Play a critical role in any change initiative, either by initiating and driving the change or by serving as a facilitator for changes that other leaders and departments initiated.

Staff Performance Management and Development

• Lead by example in supervising, coaching and mentoring direct-report staff, including communicating clear expectations, setting performance objectives, and providing regular and timely feedback.
• Support the Country Director and SMT to continue to pursue nationalization/regionalization of senior and middle management positions.
• Promote and monitor staff care well-being in collaboration with Duty of Care Advisors 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 Syria team.
• 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.
• Provide support to the country and field-based management on staff communications to ensure clear, consistency and transparency in communications.

Fair employment and Safeguarding (SG)

• In collaboration with management, support the integration of IRC s strategies for building a balanced workforce through recruitment, development, leadership succession planning, and total rewards.
• Promote and foster a country-wide culture of safeguarding, grounded in accountability, transparency, and a survivor-centered approach. Assist in developing and integrating safeguarding practices and policies across all country program operations and partnerships, in alignment with IRC s Safeguarding Policy. Provide HR-focused guidance to strengthen safeguarding systems and awareness.
• Ensure a safe workplace is established that empowers every employee; One that is respectful and inclusive and grants each employee an equal opportunity to learn, grow and contribute to the IRC.