Reports to Chief of Staff
The HR People Engagement Advisor will report to the Chief of Staff of the Human Resources Department who in turns reports to the Human Resources Director (RH DIR).
Purpose of the post
The International Committee of the Red Cross (ICRC) works worldwide to provide humanitarian assistance to people affected by conflict and armed violence.
We take action in response to emergencies and at the same time promote respect for international humanitarian law. We are an independent and neutral organization, and our mandate stems essentially from the Geneva Conventions of 1949.
We work closely with National Red Cross and Red Crescent Societies and with their International Federation in order to ensure a concerted, rational and rapid humanitarian response to the needs of the victims of armed conflict or any other situation of internal violence.
We direct and coordinate the international activities conducted in these situations.
People are the ICRC : the greatest strength and the most valuable asset of the ICRC is its people. This is why Positive Employee Experience will be at the core of the ICRC’s People Strategy 2019-
2022. Only through positive employee experience can our people best leverage their skills and capabilities to meet the needs of affected populations in armed conflicts or other situations of violence and serve the ICRC mission.
Achieving Positive Employee Experience is a multi-level, transformational initiative which builds upon the foundation work of past years to enhance People Management at the ICRC.
The primary purpose of the HR People Engagement Advisor is to ensure the adoption and usage of HR services through the lens of creating positive employee experience .
This role will promote and operationalise best-in-class change and communication strategies and practices .
This role will help to ensure that the changes and challenges associated with the implementation of the Employee Experience strategy are effectively anticipated, planned, coordinated, and understood by those affected and involved.
This role will require active and constructive engagement with key stakeholders across the ICRC and involve working for and with the Human Resources Leadership Team, Heads of Centres of Expertise, Divisions and Units within and outside of HR concerned with (and drivers of) the intended results.
Main duties and responsibilities
Defines and updates change plans and strategies in support of the People Strategy 2019-2022, in close coordination with the Human Resources director, HR Deputy Director and HR Chief of Staff.
Develops, coordinates and executes comprehensive change management plans that facilitate the roll-out and implementation of the People Strategy (at HQ and regionally) and other institutional strategic decisions, as determined by the Directorate.
Working closely with key stakeholders in and outside of HR to ensure that relevant change management elements are addressed and included in the HR roll-out plans.
Escalates change management issues and risks together with proposals for addressing them and monitoring the impact of mitigation efforts.
Monitors attitudes towards the change among affected staff, works closely with key programme stakeholders to address resistance and increase readiness and acceptance.
Helps to shape a comprehensive HR storyline, spanning multiple, connected programs and priorities, that promotes ICRC staff’s understanding of how HR services and initiatives can best support them, helps build an informed and engaged workplace and a positive employee experience.
Creates, plans and executes communications for HR initiatives and programmes, in close collaboration with the HR Leadership Team and the Internal Communications Unit.
In support of the HR function, works in close collaboration with the Internal Communications Unit to identify relevant communication tools (e.
g. writing, social media, video, visual and electronic communications) to maximize impact.
Produces, edits and revises a range of communication pieces in English including articles, presentations, messages, speaking points for internal audiences.
Working in close collaboration with the Information Management Officer on the management and design of the HR website (external and internal) partnering with the HR leadership team on content material.
Helps to build a strong and consistent HR branding.
Establishes and maintains networks of key stakeholders to facilitate & ensure continuous dialogue on the roll-out of the People Strategy and uses stakeholder inputs and feedback to inform and to contribute to HR strategic orientations, approaches, and interventions related to change management and communication.
Develops change management reference tools for the HR Department, in relation to the implementation of the People Strategy, working in close consultation with Learning & Development and the Internal Communications division, as well as with members of the Change Management Working Group to ensure coordination, complementarity and institutional coherence as relevant in relation to presentations, interactive FAQs, and high-
level messaging. Shares experiences and contributes to the continued improvement of change-management practice through the Project Management Office and internal change-management community.
Education and experience required
University degree (minimum bachelor’s degree, in a discipline relevant to the role), or a combination of other relevant studies and experience.
Professional qualification and / or substantial work experience working in the areas of in human resources and / or change management, ideally within a multi-
layered / matrix organization.
5-7 years (minimum) experience in a change management and / or communication role at the ICRC or in another international organization with a global presence.
A track record of successful stakeholder engagement with prior experience working in complex contexts, with diverse stakeholders, at multiple levels.
Desired profile and skills
A pragmatic thinker, with an action-oriented approach,
The proven ability to turn strategic orientations into practical plans and effectively implement.
A strong ability to manage complex, multi-level drive change strategies in a coherent away.
Exceptional interpersonal and relationship management skills, as well as proven operational maturity, sensitivity, empathy and tact.
Strong writing, editing and analytical skills, and the ability to translate complex institutional projects into engaging communication material.
Good understanding and promoter of employee experience and user-centred approaches.
Highly motivated to work within the Department of Human Resources, and to work in active collaboration with colleagues across departments and levels.
Excellent English writing and presentation skills, and the ability to communicate well in French is a plus.