Human Resources Coordinator - DRC

INTERSOS is an independent humanitarian organization that assists the victims of natural disasters, armed conflicts and exclusion. Its activities are based on the principles of solidarity, justice, human dignity, equality of rights and opportunities, respect for diversity and coexistence, paying special attention to the most vulnerable people.TERMS OF REFERENCEJob Title: Human Resources CoordinatorCode: SR-38-10167Duty station: Goma, with visits to field locationsStarting date: 01/04/2026Contract duration: 6 monthsReporting to: Head of MissionFunctional Supervisor: HR Regional CoordinatorSupervision of: HR TeamType of Duty Station: Non-family duty stationGENERAL CONTEXT OF THE PROJECTThe humanitarian situation in the DRC remains complex and has deteriorated overall in recent years, characterized by multiple overlapping crises, particularly in the eastern provinces of the country, which are facing endemic violence and armed conflict. Insecurity has led to massive and repeated displacement. The impact of violence on civilians is a major concern, with regular violations of human rights and international humanitarian law, including targeted attacks against civilians and a high prevalence of gender-based violence.INTERSOS has been present in the DRC since 2010 and is currently working in Ituri, North Kivu, and South Kivu through protection programs, notably protection monitoring in partnership with UNHCR, with funding provided by ECHO, OCHA, and other donors.GENERAL PURPOSE OF THE POSITIONDefine and implement the HR strategy in line with the Mission’s objectives and INTERSOS’s vision and values regarding human resources. Ensure the necessary HR capacity and facilitate learning and development initiatives at the mission level to ensure that the appropriate structure and skills are in place to achieve the mission’s objectives.Oversee aspects of local staff management, policy and strategy development, and career planning to build career paths and opportunities for international assignments.Work closely with the mission’s human resources manager to ensure that INTERSOS acts as a responsible employer within the mission, supporting sound human resources management at all levels and ensuring that human resources administration processes are appropriate and in compliance with HR policies and local labor laws for both international and national staff.MAIN RESPONSIBILITIES AND TASKS:Strategy* Lead the design and implementation of the HR strategy to meet the mission’s programmatic needs and support the development of the country strategic plan and HR forecasts and budgets * In coordination with relevant departments, lead the design of the mission’s structure, organizational chart, and reporting lines, in accordance with Intersos’s standard organizational chart * Be responsible for developing and updating human resources policies, processes, and systems to support the achievement of the mission’s objectives and ensure that missions have the necessary capabilities and competencies in the short, medium, and long term (recruitment, compensation, management, and learning and development plans) * Ensure the standardization of HR processes across all country offices and lead the development of HR procedures * Provide support to line managers and staff regarding any changes in local legal and regulatory requirements * Contribute to the development of project proposal budgets to ensure consistency and compliance with funding requirements * Liaise with NGOs and local stakeholders on HR mattersHR Policies, Procedures, and Reporting* Develop, maintain, and update human resources management policies for the mission and ensure that standard HR processes are implemented in all country offices. * Responsible for designing, updating, and implementing the salary scale in accordance with the standard functional scale. Update it regularly with the support of the Regional Human Resources Coordinator. * Lead the HR team to ensure the implementation of a standard onboarding process for national staff (personnel documents, records, onboarding, orientation, etc.) * Ensure that all contracts (i.e., employment, service, secondment, and consulting assignments) are in proper compliance with INTERSOS policies, national laws, and donor requirements. * Ensure that personnel records are organized and up-to-date * Report HR metrics to the executive team and country managers to inform decision-making, planning, and the adjustment of mission and project strategies. * Be responsible for providing the auditor with requests regarding HR files for national staff.Recruitment* Is responsible for ensuring a timely, smooth, and consistent recruitment process in accordance with recruitment policies and local labor laws * Supervise the HR team to ensure the identification of the best local recruitment channels based on the mission’s needs, access, and objectives, and define the recruitment strategy based on an analysis of the local labor market with the goal of recruiting professionals and individuals with potential for growth within the mission * Ensure a thorough understanding of the labor market (available profiles, qualifications, specific contextual factors, etc.)Management of National Staff* In collaboration with the Head of Mission, ensure that misconduct by national staff is addressed and that appropriate measures are taken in accordance with Intersos policies, humanitarian principles, and local labor laws; is responsible for managing disciplinary actions. Liaise with the regional human resources coordinator in cases of misconduct by international staff. * Lead the HR team to provide support to coordinators/supervisors/activity managers in the performance management process (IRP) and ensure that national staff are properly and regularly evaluated. * Provide advisory support to line managers and the Senior Management Team (SMT) on all HR aspects (team management, conflict management, early detection of stress, communication, meetings, etc.) * Support the creation and maintenance of a positive work environment and facilitate conflict resolution among staff members by seeking a viable solution when direct intervention is not possible. * Ensure that cases related to behavioral issues are prevented, detected, and managed. Monitor and encourage due diligence and promote initiatives for staff well-being. * Be responsible for the compensation and benefits policy for national staff, ensuring that it is regularly benchmarked against other international NGOs and local actors. * Ensure that the payroll process is regular, timely, and compliant with national legislation. * Ensure that the mission has a valid legal agreement or contract with a local law firm or attorney for all human resources-related matters. * Provide technical support and supervision to the HR team and coach and mentor themLearning and Development* Plan and facilitate internal workshops and training sessions on human resources for national staff, based on the organization’s needs. * Support the Personnel Development Coordinator (PDC) in implementing the learning and development policy for international and national staff * Lead the HR team in monitoring and proposing learning opportunities and ensure proper follow-up on completed trainingManagement of international staff* Support the HRCO and the HoM of the sub-region in disseminating HR policies to international staff * Ensure that international staff receive regular and ongoing support from the Human Resources Coordinator through regular one-on-one meetings. * Ensure that all international staff members participate in the internal performance review process and provide support as needed. * Ensure the implementation of a regular onboarding process for international staff (personnel documents, records, onboarding, orientation, etc.) * Ensure that international staff receive adequate support on HR administrative matters (leave, exit processes, work permits, timesheets, performance evaluations, tax payments) * In collaboration with the Regional Human Resources Coordinator, ensure the successful completion of assignments, debriefing, and the capitalization of experiences. * Under the supervision of the Head of Department and the Regional Human Resources Coordinator, contribute to the prevention, detection, and management of misconduct by international staff. * In collaboration with the liaison team, provide support to international staff regarding the issuance of visas, work permits, and residence permits, ensuring compliance with national legislation * Support the Head of Mission in the recruitment process for international staffRepresentation* In collaboration with the legal advisor, he is responsible for liaising with national and judicial authorities on human resources matters. * Participate in HR forums and working groupsAccountability and Protection* In collaboration with the Regional Human Resources Coordinator, he is responsible for staff protection, implementing measures to safeguard the health, well-being, and human rights of individuals * Ensure that personnel management complies with the PSEA, CP policies, conflict of interest guidelines, internal regulations, and INTERSOS standards * Support the Internal Audit and PSEA focal point for any investigations that may arise within the scope of the mission * Liaise and follow up with the MEAL department regarding any HR complaints * Ensure that due diligence obligations are met for both international and national staff.REQUIRED PROFILE AND EXPERIENCEEducation* Bachelor's degree in psychology, international relations, political science, or economics required. Master's degree in human resources management preferredProfessional Experience* 4 years of experience in human resources management, including at least 2 years in human resources management positions in humanitarian settings within NGOsProfessional Requirements* Basic computer skills (Word, Excel, and the Internet)Languages* Fluency in French and English is required. * Knowledge of the local language is preferred.Personal Requirements* Strategic vision * Leadership * Team building and cooperation * Ability to work in a multicultural environment * Non-discriminatory attitude * Active listening and empathy * Behavioral flexibility and stress management * Commitment to INTERSOS and humanitarian principles * Knowledge of the principles of prevention of sexual abuse and exploitationGENERAL CONDITIONSAccording to the Country of assignmentSalary: The monthly remuneration for each position is defined according to the INTERSOS international standard salary grid and function grid, taking into account the selected candidate's experience. It is communicated during the HR interview, or at any rate during the first stage of the selection process.Transportation: Round-trip flights for the humanitarian worker and partner. For any mission lasting at least 12 months, after 9 months, an additional flight ticket to the Country of residence and return to the mission is covered by the Organisation for the humanitarian worker. In the Accompanied duty stations, also for the partner. In Family Duty Stations, also for dependents.Medical insurance: Injuries and death insurance; civil liability insurance, reimbursement for vaccines, medical certificate and PCR test for deployment; psychosocial support on request for the humanitarian worker and dependents. In the Accompanied duty stations, also for the partner. In Family Duty Stations, also for dependents.Visa: INTERSOS covers the costs and visa support for the humanitarian worker. and the partner. In the Accompanied duty stations, also for the partner. In Family Duty stations, also for dependents.Annual leave: 2.5 days per month.Installation costs: According to the Country of assignmentSchool fees: According to the Country of assignmentInduction: Online orientation course: each new staff member receives preparatory training before departure, adequate to provide the necessary information related to the structure of INTERSOS and the main decision-making processes and working tools, in order to facilitate entry into the Organisation.Note 1: INTERSOS applies a “Learning & Development Policy” which includes the possibility to receive capacitation and participate in internal and external training. Priority will be given to Staff working for INTERSOS for over two years.Note 2: The categorisation of Family, Non-Family, and Accompanied Duty stations is subject to security criteria, access to health and education services, and is non-negotiable.AccommodationShared accommodation in a Guesthouse is provided in Field duty stations. In the Accompanied duty stations and Family duty stations, there is also the option of reimbursement of part of the accommodation cost and a flat allowance for installation expenses. In Family duty stations, there is also a contribution to school fees for dependent children.R&RINTERSOS staff required to work for extended periods at duty stations under hazardous, stressful and difficult conditions are granted a regular and mandatory period of Rest and Recuperation (R&R). This is due to protecting their health and well-being and ensuring optimal work performance upon the resumption of their duties, while, at the same time, preserving the operational readiness of the Organisation. R&R benefits are not financial compensation for the degree of hardship and insecurity of a duty station. Eligibility: staff members recruited as international field staff whose contract states one R&R Duty Station as the main Duty Station and whose contract duration is equal to or longer than 4 calendar months. R&R: it consists of 7 days of psycho-physical recovery every 8/12 weeks, depending on the duty station. A €1000 allowance is associated with it.HOW TO APPLYInterested candidates are invited to apply following the link below:https://www.intersos.org/fr/travailler-avec-nous-sur-le-terrain/#intersosorg-vacancies/vacancy-details/69b934a06ea2f7993e2d648b/Please note that our application process is made of 3 quick steps: register (including your name, email, password and citizenship), sign-up and apply by attaching your CV in PDF format. Through the platform, candidates will be able to track their applications’ history with INTERSOS.Please also mention the name, position and contact details of at least three references: two line managers and one HR referent. Family members are to be excluded.Only short-listed candidates will be contacted for the first interview.