Mercy Corps is a leading global organization powered by the belief that a better world is possible. In disaster, in hardship, in more than 40 countries around the world, we partner to put bold solutions into action — helping people triumph over adversity and build stronger communities from within. Now, and for the future.  The Program / Department / Team (Program / Department Summary) Our One People Team ensures that Mercy Corps has the people, HR systems, and culture in place to support our managers and allow our team members to thrive. We comprise of teams of HR professionals at country, regional and global level who work together to foster engaged, equitable, inclusive, diverse, and high performing global teams. We do this through building systems and supporting managers to recruit and retain the diverse and high-performing talent we need to meet our goals, shaping this talent into our future leaders through equitable development opportunities, and by driving strategic partnerships at all levels within and outside of our organization. We work with others to steward the organizational culture through our systems, structure, and processes, to create safe, diverse and inclusive teams, and to ensure a positive employee experience for all our people. The Emergency Response HR Manager is a key member of the Global Emergency Response Teams (ERT’s) deployable team for emergency response. The Emergency Response HR Manager plays a key role in the overall emergency response from the early relief stage through to recovery and transition into long-term development. This is a deployable role, and the team members will have multiple assignments throughout the year in support of or to lead their functional area during the emergency response. The role may also deploy or provide remote support for emergency preparedness work. As a member of the Global People Team, the Emergency Response HR Manager will work closely with People Team members and the ERT and with other internal and external stakeholders to ensure effective HR support is provided before, during and after an emergency.   The Position  The primary function of the Emergency Response HR Manager will be deploying to provide effective HR support for our Country and Regional Offices managing an emergency response. The deployment will typically take place at the onset of emergencies as soon as travel can be arranged but may also be required at other stages of the emergency, Travel is anticipated up to 65% of the time, and remote support may also be provided. Once deployed, the Emergency Response HR Manager will work with others to assess the current and upcoming HR needs. Key activities on deployment may include, but will not be limited to, helping to ensure staff wellbeing, safety and security, tracking and supporting proposal development, organizational design and workforce planning, supporting international and national surge recruitment, rapid onboarding and orientation of team members, defining relevant and compliant HR policies and procedures including those pertaining to compensation and benefits entitlements, supporting change processes (e.g., restructuring from relief to recovery), and helping to provide training in key organizational policies and procedures, such as Code of Ethics and safeguarding. The Emergency Response HR Manager may also be deployed to provide support for phase down and close out of the emergency response program, including related downsizing and retrenchment. Following deployments, the Emergency Response HR Manager will play a key role in capturing, communicating and documenting lessons learned and contributing to addressing them in a systematic way, While not on deployment, the Emergency Response HR Advisor will partner with the HR Advisor and other stakeholders to provide inputs for after action review and support the development of HR related tool kits, guidances, policies, and trainings needed to develop the capacity of HR teams in our Country Offices to be better positioned and prepared for emergencies or other crises. The Emergency Response HR Manager will regularly coordinate and partner with the International HR Director and the HR Advisor to keep them informed of all developments in the field, get the needed support, and ensure alignment with P2P strategies and Safe Diverse and Inclusive and Locally led Organizational Commitments.   Essential Job Responsibilities Safeguarding Responsibilities     📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟯! 🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟯 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔, 𝗜𝗢𝗠 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀! 🌐  
  ⚠️ 𝐂𝐡𝐚𝐧𝐠𝐞 𝐘𝐨𝐮𝐫 𝐋𝐢𝐟𝐞 𝐍𝐨𝐰: 𝐏𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐓𝐞𝐜𝐡𝐧𝐢𝐪𝐮𝐞𝐬 𝐡𝐨𝐰 𝐭𝐨 𝐠𝐞𝐭 𝐚 𝐣𝐨𝐛 𝐢𝐧 𝐭𝐡𝐞 𝐔𝐧𝐢𝐭𝐞𝐝 𝐍𝐚𝐭𝐢𝐨𝐧𝐬 𝐍𝐎𝐖! 

Actively models safeguarding and integrates it into their work, including safeguarding HR risks and mitigations. 
Practices the values of Mercy Corps including respecting the dignity and well-being of participants and fellow team members 
Encourages openness and communication in their team; encourages team members to submit reports if they have any concerns using reporting mechanisms e.g., Integrity Hotline and other options. 
Works with others to ensure that the need for speed in an emergency is balanced with measures intended to ensure that we meet our organizational safeguarding standards, particularly but not limited to recruitment.  Supporting Start Up Response During the startup phase of a program, the Emergency Response HR Manager plays a crucial role in establishing the foundation for effective human resources management as follows: 
Talent Acquisition and Recruitment – Support with developing a Recruitment Strategy, Job Descriptions and Posting, Candidate Screening and Interviews, Onboarding etc. 
Establish HR Policies and Procedures – Support with development of the National Employee Handbook and Benefits Matrix as per Mercy Corps requirements and compliance with local labor laws. Support the creation of the national salary scales aligned with rapid market assessments and internal rates. 
Emergency Response Organizations Structures – Support in country leadership by providing guide on recommended structures in line with previous lessons learned from other emergencies. Support the leadership by providing Position Description templates of similar roles from previous emergencies. 
Payroll Management – work with the team to ensure proper payroll process is set in country that allows required tax withholding, deductions and payments. 
Compliance with Local Laws – Have a good understanding of the local labor laws and be able to ensure compliance of such into Mercy Corps policies. Ensure that all HR activities comply with local employment laws and regulations, including labor contracts, working hours, and benefits. 
Risk Mitigation: Identify potential HR-related risks (e.g., legal, safety, employee relations) and develop strategies to mitigate these risks. 
Documentation and Record Keeping – Guide the country HR team to key requirements on archiving HR documents and ensuring confidentiality. 
Establish HR Networks in Country – Collaborate with local authorities, NGOs, and other stakeholders to ensure that HR practices are aligned with the broader context of the program. 
Continuous Improvement: Use feedback and data to continuously improve HR processes and policies, ensuring that they meet the evolving needs of the program during emergency response. Supporting Active Response 
Staff wellbeing, safety and security: 
Work with others to develop and implement systems for regular contact with team members during an emergency (e.g., phone trees). 
Work with others to ensure team members working in and / or directly impacted by the emergency receive the timely and locally relevant psychosocial support they need. 
Develop and implement resources for use by team members to support their wellbeing, safety and security (e.g., managing stress, dealing with trauma). 
Organizational design and workforce planning: 
Partner effectively with Programs and Operations colleagues on the organizational design for the emergency response, tracking funding pipelines and using this to maintain organograms and workforce planning tools. 
Support managers with job design, including PD (position description) development, where required and development of rapid recruitment strategies during emergency response start-up. 
Provide HR&OD technical support for re-structuring and change management processes through the lifecycle of the emergency response. 
Support for international and national surge capacity: 
Provide technical guidance and support to ensure speedy and safe recruitment for the emergency. 
Coordinate with others to facilitate and track international deployments required to support the emergency. 
Draft the memos needed to document any recruitment decisions that deviate from standard Mercy Corps recruitment processes and share such memos for review and approval from the International HR Director and the HR Advisor. 
Onboarding and orientation: 
Work with others to develop and implement the tools, systems and processes to ensure a smooth and efficient onboarding process for new team members (staff, consultants, interns and others). 
Ensure that all new team members receive an onboarding and orientation which supports compliance with key organizational standards and practices in Mercy Corps, including but not limited to Safeguarding, Code of Ethics, Safety and Security, Data Protection and Performance Management. 
Compliance: 
Ensure that processes are properly documented and in compliance with Mercy Corps, donor and country regulations to support compliance and any potential audit requests. 
Ensure an effective HR archiving system is in place during the emergency response. 
Ensure that an HR Database is maintained such as the data entries within the HR software. 
Support the HR Advisor to coordinate with teams responsible for tax, immigration and employment law considerations for areas targeted by emergency response programming and integrate mitigation measures into ongoing response processes. 
Benefits and entitlements: 
Coordinate with others to make recommendations and develop and secure approval for relevant adjustments to and policies for compensation and benefits which account for the emergency's specific needs and context. 
Capacity development: 
Work closely with Country Office HR team members, supporting them to build on existing strengths and providing targeted capacity development where gaps are identified. 
 






    📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟰! 🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟰 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗜𝗢𝗠, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀!  🌐   





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    📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟰! 🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟰 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀! 🌐