Organizational Context

The International Federation of Red Cross and Red Crescent Societies (IFRC) is the world’s largest humanitarian organization, with a network of 191-member National Societies (NSs). The overall aim of IFRC is “to inspire, encourage, facilitate, and promote at all times all forms of humanitarian activities by NSs with a view to preventing and alleviating human suffering and thereby contributing to the maintenance and promotion of human dignity and peace in the world.” IFRC works to meet the needs and improve the lives of vulnerable people before, during and after disasters, health emergencies and other crises.

IFRC is part of the International Red Cross and Red Crescent Movement (Movement), together with its member National Societies and the International Committee of the Red Cross (ICRC). The work of IFRC is guided by the following fundamental principles: humanity, impartiality, neutrality, independence, voluntary service, unity, and universality.

IFRC is led by its Secretary General, and has its Headquarters in Geneva, Switzerland. The Headquarters are organized into three main Divisions: (i) National Society Development and Operations Coordination; (ii) Global Relations, Humanitarian Diplomacy and Digitalization; and (iii) Management Policy, Strategy and Corporate Services.IFRC has five regional offices in Africa, Asia Pacific, Middle East and North Africa, Europe, and the Americas. IFRC also has country cluster delegations and country delegations throughout the world. Together, the Geneva Headquarters and the field structure (regional, cluster and country) comprise the IFRC Secretariat.
IFRC has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the Red Cross and Red Crescent Movement, including sexual exploitation and abuse, sexual harassment and other forms of harassment, abuse of authority, discrimination, and lack of integrity (including but not limited to financial misconduct). IFRC also adheres to strict child safeguarding principles.

The Human Resource (HR) Advisor will assist the Philippine Red Cross (PRC) to provide expert guidance to stabilize and enhance the HR functionalities within the PRC due to recent significant staff turnover. The HR Advisor will be seconded to the PRC to for this purpose as part of the NSD/OD priority identified in the One PRC Plan. This secondment aims to bolster the HR capabilities of the PRC by leveraging the expertise of a seasoned HR professionals. It is anticipated that this collaboration will lead to enhanced operational efficiency and a strengthened HR framework within the PRC.

Job Purpose

Under the leadership of the PRC’s Secretary General (SG), with a direct reporting line to the IFRC Head of Delegation in the Philippines and a technical reporting line to the Regional HR Manager of Asia-Pacific, the HR Advisor will lead the transformation of the PRC’s HR function by conducting comprehensive needs assessments, developing strategic initiatives, and implementing policies to enhance HR operations and alignment with organizational goals. The incumbent will drive talent acquisition, performance management, and training programs to build capacity, improve employee engagement, and foster a high-performance culture. Furthermore, the position holder will provide innovative solutions for technology, succession planning, and competency frameworks to ensure sustainable HR excellence.

Job Duties and Responsibilities

• Provide an in-depth HR needs assessment
  1. Identify immediate needs that are of high risk that must be addressed immediately and define subsequent workplan and roadmap to be proposed to the PRC leadership.
  2. Work with the PRC’s HR team to develop need assessment tools, and detailed roadmap outlining HR function improvement plan.
  3. Engage HR team in all aspects of the work to support capacity development of the team members.

• Strategic HR Management:
  1. Develop and implement strategic HR initiatives that align with the overall mission and objectives of the PRC.
  2. Evaluate and revise HR policies and practices to ensure compliance with local laws and alignment with global best standards / practices.

• Talent Acquisition (TA)
  1. Review existing TA policies and workflows, develop and execute new policy related recommendations.
  2. Engage PRC’s leadership to support greater understanding of the TA process; develop tools to enhance candidate’s experience during the hiring process. Implement strategies and tools to improve staff retention and ensure a smooth onboarding process for new hires.

• Training and Development:
  1. Identify training needs and develop training programs to enhance staff capabilities and performance.
  2. Promote a culture of continuous learning and professional development
  3. Develop and conduct a training a learning and development program for HR staff to ensure potential skills gaps are addressed and HR staff has all the required skills, competencies and knowledge to ensure business continuity and sustainability of new initiatives and procedures.
• Performance Management:
  1. Develop and implement a performance appraisal system that is fair, consistent, and aligned with the strategic goals of the PRC.
  2. Provide coaching and support to department managers to address performance issues and foster a high-performance culture.

Job Duties and Responsibilities (continued)

• Employee Relations:
  1. Serve as a point of contact for employee concerns and conflicts, ensuring these are addressed promptly and effectively. Designate and train the focal point for employee relation related matters to ensure continuity.
  2. Promote a positive work environment that fosters teamwork and collaboration.

• Technology and System Enhancement:
  1. Make an assessment of the existing HR tools and systems and propose improvements to enhance the efficiency of the HR processes and procedures.
• Development and implementation of a fit for purpose Competency Framework.
• Advise and support the relevant stakeholders in the area of Succession Planning and prepare relevant guidelines /job-aids for HR Staff.

Education

Required

• An advanced university degree in HR or related field. A combination of a first-level university degree and extensive relevant experience may be accepted in lieu of an advanced university degree.
• Understanding of differences in HR practice in the international context.

Preferred

• Qualification or Certification in Project Management .

Experience

Required

• At least 7-8years of overall complex HR management experience in a multicultural environment.
• Demonstrated HR professional experience in an international, matrix organization (IO, NGO, corporate).
• At least 3-5 years of experience in performance management, managing performance appraisal system.
• At least 3-5 years of OD and/or change management experience.
• At least 3-5 years of experience in recruitment and selection or talent management, employee relations and/or experience with business partnering.
• Experienced developing and supporting good practice in the prevention of sexual exploitation, abuse, and harassment.
• Experience working in a cross-cultural and cross-functional international environment.
• Experience working in the Field.

Preferred

• Working experience in different regions.
• Red Cross/Red Crescent experience.

Knowledge, Skills and Languages

Required

• Demonstrate HR professional experience working in an international organization, NGO, or other relevant international and cross-cultural environment.
• Able to develop and implement strategic HR initiatives that align with overall mission and objective.
• Able to evaluate and revise HR policies and practices to ensure compliance with local laws and alignment with global best standards / practices.
• Familiarity with legal frameworks, and with interpreting such frameworks.
• Excellent mentoring and coaching skills.
• Excellent organizational and planning skills.
• High integrity as well as maturity and discretion in handling confidential matters.
• Well-developed cross-functional and networking abilities.
• Strong interpersonal, influencing and negotiation skills. Excellent written and oral communication skills.
• Well-developed networking and relationship management capabilities.
• Excellent customer-service orientation.
• High-level skills in use of computerised tools and HR systems.
• Strong cultural sensitivity, ability to work and communicate efficiently in a multicultural, multilingual and cross-functional setting.

Languages – Required

• Fluent spoken and written English

Languages – Preferred

• Good command of Filipino
• Good command of another IFRC official language (French, Spanish or Arabic)

Competencies, Values and Comments

• Values: Respect for diversity; Integrity; Professionalism; Accountability.
• Core competencies: Communication; Collaboration and teamwork; Judgement and decision making; National society and customer relations; Creativity and innovation; Building trust.

Duties applicable to all staff

1. Work actively towards the achievement of the IFRC Secretariat’s goals.
2. Abide by and work in accordance with the Red Cross and Red Crescent principles.
3. Perform any other work-related duties and responsibilities that may be assigned by the line manager.

For more information or clarifications regarding this role, please reach out to Emina Bektic, Regional HR Manager at emina.bektic@ifrc.org