Human Resources Director

Amman, Jordan
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Human Resources Director

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Across northern Jordan and southern Syria, IRC assists Syrian refugees and Jordanian host communities in achieving improvements in economic wellbeing, health, and safety. IRC operates in Amman, Mafraq, Zarqa and Irbid governorates, with offices in Amman and Mafraq; programming includes women’s protection and empowerment, livelihoods, and primary and reproductive health care. IRC also operates specialized child protection programs for unaccompanied and separated children in the country’s two largest Syrian refugee camps, Za’atari and Azraq. IRC also operates an extensive cross-border program in southern Syria from Jordan, supporting health facilities with staff salaries, running costs and medical commodities, including pharmaceuticals, as well as cash assistance and protection programming. IRC Jordan’s portfolio is currently approximately $30 million.

Job Overview/Summary:

The HR Director is responsible for providing strategic leadership for the HR function for over 500 staff and volunteers across the Jordan and southern Syria Program. The HR Director will lead a growing HR team to ensure high quality and efficient staff recruitment, contracts management, orientation, learning and development, performance management, compensation and benefits, code of conduct compliance, employee engagement and staff care. The position acts as an HR advisor to the Senior Management Team. The HR Director reports to the Jordan Country Director, has a technical reporting line to the Regional HR Director, and is a member of the SMT.

As the Syria crisis enters approaches its seventh year, the IRC has launched a One Syria approach and the HR Director will work closely with the One Syria HR colleagues in Iraq and Turkey hubs to ensure cohesion across all IRC cross-border HR programs and processes. The HR Director will adapt and implement Global HR initiatives and practices and serve as an advisor to maximize staffing resources and performance, promote a positive organizational culture, minimize risk and ensure economy and efficiency of work processes.

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 strategic, high-quality programmatic outcomes.
  • As a member of the SMT, determine workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate nationalizing roles and retaining staff.
  • Actively participate in proposal design and grants opening and review meetings (GRMs, GOMs) specifically advising on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure strong HR foundation to support program quality
  • Conduct monthly and quarterly strategic HR metrics and analysis to inform Senior Management Team and Regional HR decision-making; lead on country program inputs to global HR scorecards
  • In collaboration with the Regional Talent Acquisition Coordinator, set strategy for recruitment. Develop candidate rosters, actively network and employ innovative, creative recruiting methods to attract and hire the best talent. Proactively position IRC as an Employer Brand of Choice in the country and region.
  • Review and approve job position requests, job descriptions and make recommendations, ensuring accuracy, consistency.
  • Deliver international HR management, including  policy, process and employee relations management, with support from Regional HR Director
  • Lead the performance management process with guidance from regional and HQ HR. Create a plan to manage 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 HR initiatives and actions, support a culture of continuous feedback.
  • Participate in budget preparation and provide strategic compensation analysis to drive nationalization strategy and ability to attract high-quality talent. Define and review salary structure; coordinate annual compensation review process and compensation adjustments.
  • Manage benefit plans and communicate updates and conduct information campaigns for national and international 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 Staff Care Specialist.
  • Oversee HR-related administrative duties and ensure compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled.
  • Lead all employee relations with professional grace with the aim of empowering employees and supervisors to have the tools and resources necessary to resolve conflicts with mutual respect.
  • Escalate code of conduct issues, lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out, in partnership with Ethics and Compliance Unit (ECU).
  • Advise supervisors in determining appropriate disciplinary plans of action in a judicious manner. Follow-up disciplinary measures and related employment law matters.
  • Act as impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements.
  • Manage any lay-offs or reductions in force in partnership with senior management and regional HR to ensure compliance, due diligence, communications and staff care.
  • Lead exit management procedure to ensure seamless and positive transition for departing employees.

Staff Performance Management and Development

  • Serve as a model of supervisory excellence; supervise and mentor direct-report staff, including communicating clear expectations, setting 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; establish a culture of continuous learning opportunities.
  • Support the management, coaching and development of national and international staff to build a cadre of skilled, committed and motivated staff.
  • Support senior staff to continue to pursue nationalization of senior and management positions.
  • Promote and monitor staff care and well-being. Model healthy work-life balance practices.


  • Model and encourage active practice of the principles of the “IRC Way – Global Standards for Professional Conduct” throughout the country program.
  • 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.
  • Maintain and leverage open communications and partnership on projects and shared goals with other HR Leads at the country level, regional HR and HR HQ levels.
  • Provide direct support and advise the CD and SMT on staff communications to ensure clear, consistent and transparency in communications

Key Working Relationships: 

Position Reports to:  Country Director

Position directly supervises:  Growing team including HR and Recruitment Managers; Technical supervision of 9 staff

Indirect Reporting: Regional HR Director (strategy and technical support)

Key Internal Stakeholders: 

  • Country: Deputy Director Programs and Deputy Director Cross-Border; Deputy Director Operations; Finance Controller; Field Coordinator, Head of Departments and all staff within Jordan and southern Syria.
  • Regional : Regional Talent Acquisition Coordinator, Senior Staff Care Specialist, Talent Acquisition Manager
  • HQ Compensation & Benefits, Talent Management and HRIS Directors. General Counsel Office. Ethics & Compliance Unit (ECU).

Key External Stakeholders:  The Jordan INGO forum’s HR Working Group; INGO and UN HR staff; Legal counsel; Social Security, Ministry of Interior; Ministry of Labor.

Job Requirements:


  • Bachelor’s degree required. Master’s university degree in HR management, International Relations or Development, MBA, Law or related field is preferred.

Work Experience: 

  • 10 years of progressive experience as an HR generalist, including recruitment, performance management, employee relations, compensation, training and development and HR Administration.
  • Minimum 5 years staff management experience in a fast-paced environment.
  • At least 3 years of experience with an international organization or international experience.
  • Remote management experience a plus; INGO experience strongly preferred.

Demonstrated Skills and Competencies:

  • A commitment to IRC’s mission and vision
  • Strategic leadership experience managing an HR function for large budget programs in the INGO sector is strongly preferred.
  • Strategic experience with managing staff, global workforce planning, and development of HR processes during a start-up phase is a plus.
  • Top-tier written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development in English and Arabic.
  • Proven sense of professional discretion, integrity, and ability to manage complex HR situations diplomatically and to effective resolution.
  • Excellent management, interpersonal and negotiation skills and a demonstrated ability to promote harmonious/cohesive teamwork, in a cross cultural context.
  • Proven ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional grace.
  • Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other stakeholders to maximize cooperation and productivity.
  • Very strong proficiency in MS Word, Excel, Outlook and PowerPoint is required.
  • Curiosity, a desire to continually learn and develop and a sense of humor is a must.
  • Analytical ability in creating effective HR solutions while adhering to labor laws; Working knowledge of Jordanian labor law is a plus

Language /Travel:

  • English and Arabic language is required
  • Travel: 75% of time spent in Amman, 25% visiting project sites in northern Jordan. International travel for regional conferences, workshops, trainings 3-5 times per year.
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