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 more than 25 U.S. cities helping people to survive, reclaim control of their future and strengthen their communities. A force for humanity, IRC employees delivers 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.

Background/IRC Summary

Founded in 1933 at the request of Albert Einstein, the International Rescue Committee (IRC) responds to serious humanitarian crises around the world and helps victims to survive and rebuild their lives.

For over half a century, Tanzania has been a country of asylum, hosting one of the largest refugee populations in Africa. Currently, the country hosts approximately 287,903 Burundian and Congolese refugees, many of whom arrived in 2015 as the crisis in Burundi increased. To date, refugees continue to co-exist with the host communities in Kigoma region expressing multiple reasons and needs. Within this context, IRC provides protection and basic assistance in the areas of Safety (comprises of Protection and Rule of Law, Women Protection and Empowerment, and Child Protection), Health (mental health and psychosocial support services and reproductive health), and Education.

Job Overview

Under the supervision of the HR Manager-Recruitment and L&D, the role holder will oversee staff matters and Incentive Workers in the refugee camps of both Nyarugusu and Nduta on a day-to-day basis. They will act as the focal person, providing guidance and administrative support in all matters related to incentive workers, including recruitment practices, handling employee relations issues, managing payroll, overseeing leave management, addressing performance issues, and supporting the ECU and safeguarding during investigations. This role demands a comprehensive understanding of refugee camp management and a collaborative approach with various stakeholders to ensure coordinated operations.

The role holder will support the capacity building of field-based staff in Incentive workers planning and management, onboarding, debriefs, and all exit processes, adhering to IRC procedures. They will ensure the timely production of HR reports from the field, including attendance, payroll, turnover, leave tracker, and the general headcount of Incentive workers.

Major Responsibilities

• Lead field-level HR processes, managing recruitments, payrolls, performance evaluations, leave tracker updating, induction and exit formalities implementation, maintaining the HR calendar, ensuring timely renewal of staff contracts, and other procedures for incentive workers.
• Prepare and maintain comprehensive personnel records, covering leave records, performance review reports, promotions, transfers, and confidential documents related to personnel and HR matters.
• Assist the field team in the systematic and transparent recruitment process of incentive workers, ensuring child safeguarding measures, fair treatment of candidates, permit applications, interviews, reference checks, and follow-ups.
• Support the HR Manager – Co&B in conducting compensation reviews, periodically reviewing practices, participating in various working groups within and outside the refugee camps, and providing required HR Information promptly when requested.
• Prepare monthly HR updates, submit them to the Head of Field Offices and the HR Coordinator for feedback, and circulate them to agreed-upon audiences.
• Ensure compliance with appropriate health and safety standards and uphold the duty of care as per IRC standards.
• Assist the HR Manager-Recruitment and L&D in generating and compiling monthly and weekly HR reports.
• Collaborate with the HR Manager-Recruitment and L&D in managing social welfares at Makere by closely working with the social welfare committee to identify gaps regarding staff matters.
• Take responsibility for the Incentive payroll, ensuring timely payment of incentive allowances.
  
  

Record Management and Reporting

• Prepare monthly and other relevant reports (weekly, monthly, quarterly etc.) as may be requested from time to time.
• Ensure record-keeping is up-to-date and in line with local IRC policies and legislation.
• Oversee attendance sheets and maintain proper records.
  
  

Communications

• Model, encourage, and implement active practice of the principles of the “IRC Way – Global Standards for Professional Conduct”.
• Maintain a healthy and empowering environment that encourages open, honest, and productive communication among staff.
• Provide direct support to the HR Manager-Recruitment and L&D on Incentive Workers communications (ensuring clear, consistent, and transparent communications).
• Perform other duties as assigned and contribute to the success of the HR department and function at IRC.
  
  

Key Working Relationships

• Position Reports to: HR Manager-Recruitment and L&D
• Position directly supervises: Administrator - Incentive Workers
• Other Internal and/or external contacts:
  
  

Internal: All staff and departments within Tanzania CP

External: All relevant stakeholders

Standard of Professional Conduct:The IRC and the IRC workers must adhere to the values and principles outlined in the IRC Way – our Code of Conduct. These are Integrity, Service, Accountability, and Equality.

Commitment to Gender, Equality, Diversity, and Inclusion: The IRC is committed to creating a diverse, inclusive, respectful, and safe work environment where all persons are treated fairly, with dignity and respect. The IRC expressly prohibits and will not tolerate discrimination, harassment, retaliation, or bullying of the IRC persons in any work setting. We aim to increase the representation of women, people that are from country and communities we serve, and people who identify as races and ethnicities that are under-represented in global power structures.