Job Openings at International Rescue Committee

Job Overview/Summary

The Director of Security Learning and Operations (DSLO) will work with IRC’s staff and partners to identify, design, develop, and implement learning interventions, coaching/mentoring, and other types of capability-building support to enhance humanitarian access and security management. The DSLO will, in close collaboration with Regional Safety and Security Directors (RSSDs) and Deputy Chief Safety & Security Officer (DCSSO), identify capacity gaps and surge support needs and deploy appropriate and adequate resources. In support of this effort, the DSLO will work in partnership with the custodians of the Global Surge Team maintaining a talented and diverse team of Safety & Security professionals deployable in service of RAI and CRRD program needs.

A key objective for the IRC’s safety and security unit is to continue the shift from S&S being perceived as a separate silo’ed responsibility towards the development of a shared security risk culture across the entire organization. A foundation for this shift is building S&S competencies for all staff and for those individuals who have specific responsibilities for the safety and security of others. With a growing workforce and IRC working in more insecure environments, it is becoming vital that IRC matures from ad hoc training for S&S, to develop and implement an intentional vision and strategic plan for learning and development.

Key Responsibilities

• Lead and facilitate strategic and operational learning and development interventions with a focus on: S&S performance management and S&S budget planning and management;
• Facilitate the identification, design, development and delivery of learning interventions in a manner consistent with modern instructional design and adult learning theory and which enhance the retention of safety and security personnel;
• Prioritize, implement and evaluate learning initiatives for safety and security while maintaining clear responsibilities for management and resourcing.
• Provides expertise and support in the design and implementation of talent management processes including succession planning for safety and security positions.
• Develop insights into learning efficiency, partnering with performance management to provide S&S managers and program leadership teams with insights into effectiveness of learning and development programs.
• Identify human resource needs within the safety and security unit across the organization by supporting S&S representation in the Global Surge Roster and managing the deployment of (10) S&S roster members when and where needed.

Key Working Relationships

Reports to: Chief Safety and Security Officer

Collaborates With

• Regional Safety and Security Directors for CRRD (6) and RAI (1). These relationships will be key – the Director will collaborate with RSSDs to identify needs and tailor training programs which are fit for purpose.
• Deputy Chief Safety and Security Officer (DCSSO). This relationship will be key – the Director will collaborate with DCSSO to identify and prioritize training needs identified by RSSDs.

Coordinates With

• IRC Deputy Director for Talent Management, People & Culture
• IRC Learning Manager
• Deployment Support Team for the Global Surge Roster, People & Culture,

Manages

• Senior Safety Training Coordinator
• Roving Safety & Security Coordinator
• Up to 10 deployed S&S members from the Global Surge Roster

Job Requirements

• Experience in facilitating the learning of others and supporting training initiatives
• Experience in crisis and critical incident management for INGOs
• Understanding of issues related to security and risk management.
• Experience in coordinating learning and development activities for international humanitarian organization, including contribution to learning strategies.
• Demonstrable skills in diplomacy and coordination within integrated teams
• Self-motivated and able to work independently
• Able to multi-task concurrent needs under duress; the ability to handle significant workload and stress
• Excellent and persuasive communicator
• Ability to travel up to 25% of time
• Proficiency in French and/or Arabic preferred

go to method of application »

The Talent Management Sr. Coordinator – Onboarding will have responsibility for coordinating IRC’s global on-boarding and off-boarding program, including designing, developing, implementing, scaling and evaluating the program. The impact of this role is to bring to life the philosophy and strategy for the way IRC manages new joiner onboarding and off boarding, including establishing standards and accountability for our global staff. The incumbent will be responsible for organization-wide processes, programs and resources that support the successful onboarding/off-boarding of IRC’s dispersed and global workforce. The role will scale and strengthen existing offerings and innovate additional ways to help new joiners around the world successfully onboard. This role applies experience in both research-supported models and practical, hands-on experience with leading practices to shape and customize what onboarding is at the IRC and how we implement it in contextually appropriate ways. Driving engagement and behavioral change are important aspects of success in this role. Impact of onboarding efforts are aimed at driving up the employee experience of inclusion, driving down the early employee-initiated turnover and supporting new joiners’ success in their roles. This role offers an opportunity to shape the future direction of onboarding using innovative, user-centered design.

Major Responsibilities

• Build in-house subject matter expertise in the areas of employee experience with onboarding and offboarding
• Drive the direction of the program in alignment with the People & Culture (P&C) department and IRC’s Strategy 100 .
• Responsible for all design aspects of the organization-wide onboarding/off-boarding program in addition to design of standard methodology guides, tools, and templates for onboarding/off-boarding at the Regional/Function/Location/Team/Role levels.
• Maintain, improve, and scale existing program elements
• Innovate new program elements
• Design and implement approaches to expand the onboarding program’s scale, reach and adoption across cultural, technical, language and literacy barriers
• Collaborate with HR Partners and Regional roles to adapt onboarding/off-boarding tools and processes to fit language and contextual needs
• Partner with Recruitment, HR/Ops and Learning Innovation to enhance technology-enabling solutions such as those available in existing HR platforms (Cornerstone (ATS), WorkDay (HRIS) and KAYA (LMS) or identifying new platforms
• Identify, develop, and collaborate with the roles who own onboarding/off-boarding locally
• Find opportunities to enhance the manager and employee relationship, emphasizing each role’s accountabilities in this process
• Incorporate tracking and accountability measures into the Onboarding Process for GEDI (Gender Equality, Diversity, & Inclusion), policy compliance and other learning goals to measure & report on knowledge transfer, process consistency, etc.
• Build and deliver training on onboarding/off-boarding-related topics
• Ensure collaboration with translation focal points to ensure materials are multilingual.
• Embed IRC values and leadership standards into onboarding processes, and incorporate onboarding principles, concepts, and expectations into broader learning programs such as performance management and manager training.
• Continuously measure success and seek options to strengthen onboarding resources, tools, and training
• Regularly collect data and feedback to evaluate the process for increased impact
• Collaborate with L&D colleagues to integrate onboarding principles, terminology, and tools into other L&D offerings
• Own communications and engagement plans and draft content related to this program area

Key Working Relationships

• Position Reports to: Director, Employee Experience
• Position directly supervises: May eventually include formal supervision or informal oversight of various support roles
• Other Key Working Relationships: Provides guidance and oversight to Regional and local-level implementing partners

Requirements

• Bachelor’s degree or equivalent; Master’s degree in a related field a plus
• At least 5+ years of proven experience building and delivering global learning and development processes
• Proven success implementing learning and development programs for a diverse and dispersed workforce
• Proven expertise with facilitating L&D programs in a virtual and in-person setting
• Familiarity with technology platforms and tools that enable successful onboarding
• Ability to work with external suppliers to ensure strong working relationships
• Proficiency in English required. Proficiency in French, Spanish or Arabic a plus

Demonstrated Skills And Competencies

• Strong communication, project management, and organizational skills
• Exceptional attention to detail
• Flexible, creative, solution focused thinking
• Commitment to customer service and process improvement
• Able to prioritize and balance multiple tasks and projects
• Comfortable interpreting and working with data
• Familiarity with organizational change practices
• Ability to interact within a multi-cultural environment and with all levels of the organization
• High proficiency with Zoom and MS Teams