The International Committee of the Red Cross (ICRC) is an impartial, neutral, and independent organization whose exclusive humanitarian mission is to protect the lives and dignity of victims of war and internal violence and to provide them with assistance. It also strives to prevent suffering by promoting and strengthening international humanitarian law and universal humanitarian principles.
The regional delegation of the ICRC in Dakar is recruiting an experienced, highly motivated, and qualified person for the following position: Human Resources Manager.

Purpose
The Human Resources Manager (HRM) plans, organizes and monitors HR activities within the assigned area of responsibility, covering the Dakar and Algiers Delegations. S/he ensures the effective administration, coordination and evaluation of HR plans and programs.S/he provides professional HR services, advice and insights on HR matters, ensuring that operational needs are translated into clear HR objectives and that HR strategies remain aligned with the organization’s strategic priorities. This enables the Delegations to respond effectively to operational needs and challenges.The role also involves assessing and anticipating people-related needs across the Delegations and ensuring that integrated HR solutions are developed and implemented accordingly.
Relationship
Internally, interacts with staff and management in the assigned area of responsibility and with all other parts of the HR Department, in particular the Global Talent Management Division and centres of expertise.
Externally, interacts within the broader HR community and humanitarian sector, and with local labour authorities’ HR practitioners and HR service providers on specific issues, in accordance with HR Department strategy.

Accountabilities and functional responsibilities
• Acts as strategic partner to the operational regional management aligning regional and People strategic objectives.
• Is a member of the respective management team and contributes actively to reflection on and analysis and understanding of the working environment, giving upstream insight on the HR impacts or requirements of decisions potentially taken.
• Provides input in developing HR strategies and objectives and/or in implementing strategies drawn up by the respective management team, the HR Department/unit or the organization as a whole.
• Contributes actively to the maintenance but also the development of HR processes, policies and tools, feeding upward insight from the field to ensure that changes proposed are relevant and sustainable for the field.
• As line manager, oversees and supports the implementation of HR responsibilities by HR service providers.
• Draws up and monitors the annual HR budget.
• Acts as focal point and centralized communication channel for all staff, relaying and explaining all new HR developments, processes, policies and tools.
• Acts as troubleshooter for matters held up at HR service-provider level, liaising with the HR Partner and relevant stakeholders at headquarters and finding sustainable solutions to challenges.
• Coaches and assists HR service providers, line managers and the management team in applying good HR-management practices and fulfilling their people-management responsibilities (HR capacity-building).
• Identifies and solves technical, operational and organizational problems in accordance with existing policies, procedures and functional business plans.
• Establishes and maintains relationships with key stakeholders; anticipates customer or interlocutor needs; communicates difficult concepts effectively by adjusting style to audience; persuades others to adopt a given point of view on ideas and initiatives.
• Typically contributes by providing expertise to others and working on complex, multidisciplinary problems, using professional knowledge to deliver results either directly or through a team of professionals.
• Provides continuous coaching, accompaniment and advisory support to the team under their supervision, ensuring effective application of HR tools, policies, and people management practices;
• Facilitates measures and improves the quality of management and teamwork;
• Promotes inclusive and diverse workforce and environment;
• Promotes a healthy work/life balance.

Required competencies
• Employment legislation (Labour law)
• HR management in humanitarian organizations
• Employee Relations (employment management)
• Diversity management and inclusion
• Job grading and Job (Requirement) Analysis
• Organisation Development and Effectiveness
• Process Design, Data analysis and management
• Development of policies
• Communication and Change management
• Partnership and Advocacy
Additional duties
• Contribute to the definition of the Delegations objectives;
• Supports and advises Management and Head of Units when needed, as well as shares good practices;
• Represents the ICRC and the HR function in an appropriate manner during meetings, and avoids any activity that may reflect negatively on the ICRC’s image;
• May be required/requested to perform additional duties not listed above.

Minimum requirements and competencies
• University diploma
• At least 10-year experience in human resources (preferably in the humanitarian area)
• Perfect command of French (written and spoken) and computer (word processing, spreadsheet)
• Very good knowledge of English would be an asset
• Good team spirit, leadership, and sense of responsibility. Beneficiary- and client-oriented mindset
• Good communication skills and ability to represent the institution
• Ability to work independently and autonomously