HR Coordinator

The Role:

The HR Coordinator is responsible for coordinating Duty of Care, Staff Care, and Learning and Development initiatives at the country level. This role supports individual and organizational resilience by fostering a healthy, productive working environment and ensuring that NRC staff have adequate and relevant access to medical and psychosocial support. The HR Coordinator also has overall responsibility for Learning and Development initiatives, including managing staff induction programs and onboarding.

1. Develop related Staff Care Policy as per Global initiatives and NRC requirements and ensure to liaise with regional and global offices for updates and minimum standards and requirements.
2. Source and identify potential external providers in the field of psychosocial support and stress management.
3. Propose engagement and team building activities for NRC staff that are incorporated for staff care purposes and prepare events.
4. Plan and facilitate workshops, presentations, seminars, and trainings related to Staff Care/Duty of Care initiatives for all NRC staff.
5. Follow up on medical standards and procedures and ensure that NRC staff are well catered for in terms of medical services, insurance coverage, and health standards in the workplace.

Onboarding and inductions:

1. Manage new staff onboarding process in coordination with the hiring managers. Ensure the offboarding process is completed and the exit interviews are properly analysed.
2. Coordinate the relevant induction package for new staff, and ensure staff complete the induction journey successfully.
3. Follow up and monitor the completion of NRC Mandatory Training sessions.

Learning and development:

1. Act as the focal point for learning and development initiatives, and support staff and line managers to understand and comply with NRC's Performance Management system.
2. Promote and enhance the culture of feedback among staff and line manages aiming to enhance the individual performance and the overall organisation's goals.
3. Deliver training sessions and workshops to staff as part of the learning and development initiatives.
4. In coordination with line managers, compile and prepare the annual learning and development plan, and ensure cost is incorporated into the budget. 

Other responsibilities include handling reasonable HR duties during the absence of specific HR team members.