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HR & Admin Officer Tripoli Libya

Role and responsibilities

The purpose of the HR/ Admin Officer position is to provide general administration and HR support to ensure the
smooth functioning of the NRC Libya, and HR team in accordance with NRC’s HR, Admin, Finance and Logistics policies
and procedures and relevant donor guidelines.

Generic responsibilities:

1. Ensure adherence with NRC policies, tools, handbooks, and guidelines
2. Implement delegated support function portfolio according to plan of action
3. Prepare and develop status reports as required bymanagement
4. Ensure proper filing of documents
5. Promote and share ideas for improvement of the supportfunction
6. Actively promote PSEA (Prevention of Sexual Exploitation and Abuse) standards & principles within NRC and
amongst beneficiaries served by NRC

Specific responsibilities:

• Implement general office administration management and policies
• Ensure proper maintenance of office equipment and stationery, scheduling repairs through logistics
department whenever necessary
• Supervise cleaning staff and prepare their schedule
• Help with local procurement, in accordance with NRC procurement procedures and thresholds
• Develop and maintain an accurate database of Admin documents and HR related documents including national
staff information (soft copies)
• Follow up on all related personnel management, staff database, access control, timesheets, attendance, leave
balances, performance management, and documentation to ensure compliance of filing using hard copy
personnel files and e-filing
• Follow up on the required and mandatory training for all staff and assist in training NRC staff when needed
• Prepare contracts for new staff and Daily worker and track contracts extension
• Use HRMS to update staff database and recruitment
• Attend all meetings assigned by line manager and prepare periodic HR reports
• Support and coordinate national staff recruitment up to grade 6 and provide inductions
• Ensure adherence to national labor law in all HR processes and procedures
• Carry out and follow up on the implementation of the onboarding and exit procedure for all national staff
as per NRC standards
• Fulfill any other HR/Admin related tasks that may be assigned by the line manager

Critical interfaces

By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons.
Relevant interfaces for this position are:
• All NRC staff and department including seniormanagement
• Line Managers
• Support Coordinator
• HR Manager in CO
• Liaison with other Support team members (Logs/ Finance) to ensure the HR team are well
supported in these areas

Competencies

Competencies are important for the employee and the organization to deliver desired results. They arerelevant for all
staff and are divided into the following two categories:

1. Professional competencies

These are skills, knowledge and experience that are important for effective performance
Generic professional competencies:
• Minimum of 1 year of Experience from working in a humanitarian/recovery context orequivalent
• Previous experience of working in complex and volatile contexts
• Documented results related to the position’sresponsibilities
• English/ Arabic Languages, both written andverbal
Context/ Specific skills, knowledge, and experience:
• Minimum of 2 years of HR relevant experience
• Basic computer skills in Microsoft office (MS Excel, Word, and outlook)
• Good Communication and interpersonalskills
• Strong organizational and teamwork skills
• Highly approachable, trustworthy, and confidential
• Good diplomacy and negotiation skills
• Good cultural awareness and sensitivity
• Ability to work in advanced English (written/spoken)
• Tracking information (leases, visas etc.)
• Knowledge about own leadership skills/ profile

2. Behavioral competencies

These are personal qualities that influence how successful people are in their job. NRC’s CompetencyFramework
states 12 behavioral competencies, and the following are essential for this position:
• Handling insecure environments
• Planning and delivering results
• Empowering and building trust
• Communicating with impact and respect

3-Performance Management

The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC
Performance Management Manual. The following documents will be used for performance reviews:
• The Job Description
• The Work and Development Plan
• The Mid-term/End-of-trial Period Performance Review Template
• The End-term Performance Review Template/The NRC Competency Framework