Congo RDC

 IRC  recruits 01 Human Resources Coordinator

 IRC  recruits 01 Human Resources Coordinator

The Ministry of Health (MoH) of the Democratic Republic of Congo (DRC) declared an outbreak of Ebola in North Kivu Province, Eastern DRC, on 1 August 2018. This is the first time Ebola has been reported in this part of the country and represents the tenth outbreak of the disease in the DRC, with the most recent outbreak in Equateur province ending only days before on 26 July 2018.


The province of North Kivu is among the most populated in DRC with 8,000,000 inhabitants, and has been marked by chronic and intense insecurity, which has resulted in intermittent disruption of key response activities. The overall humanitarian situation in DRC, and especially in North Kivu has significantly deteriorated since mid-2017, with approximately 1 million Internally Displaced Persons (IDPs). The health and protection sectors are experiencing some of the highest numbers of people in need.


The Ebola outbreak in North Kivu is still expanding. By 20th March 2019, the outbreak has reached 991 cases, becoming the second largest in history, only second to the 2014-16 West Africa outbreak. Cases have been reported from 18 health zones in the two neighboring provinces of North Kivu and Ituri.


The IRC is supporting the containment of the EVD outbreak in the North Kivu region of DRC. The IRC’s primary focus will be to provide support to existing MoH health facilities to ensure the safe continuity of services. The IRC’s support will include the strengthening of infection prevention and control (IPC) practices and the establishment of EVD screening and isolation points at the facilities , upgrading of water supply and waste management at these facilities, ensuring safe access to lifesaving services for women and children, and promoting community resilience and participation in solutions. The IRC is currently supporting 59 facilities in Beni, Mutwanga, Butembo, Katwa, Vuhovi, Musienne and Goma.




Under the Direct supervision of Deputy Director of Operations and technical supervision from People and Culture Director at the Emergency Humanitarian Action Unit, the HR coordinator ensures the management of human resources in accordance with the DRC labor legislation. The HR Coordinator will lead the HR team to ensure high quality and efficient staff recruitment, contract management, orientation, learning and development, performance management, compensation and benefits, code of conduct compliance, employee engagement and staff care. The position acts as an HR Advisor to the EVD response senior management team. The HR Coordinator will adapt and implement Global HR initiatives and practices and serve as an advisor to maximize staffing resources and performance, promote a positive organizational culture, minimize risk and ensure economy and efficiency of work processes.




Organizational management and compliance with National and Global regulations:


  • Establish the HR strategy for the Ebola response in connection with Ebola response program strategy.
  • Support Ebola Response management in setting up the most efficient organizational structure to help achieve the Ebola response strategic objectives.
  • Develop, implement, evaluate the workforce planning to manage the HR implications of new projects and re-structuring.
  • Ensure compliance with Congolese legislation and HR policies and procedures of IRC by advising and supporting management
  • Responsible for developing and implementing proactive recruitment measures to identify and attract high caliber candidates interested in IRC mission and programs including the establishment and maintenance of a database of potential candidates.
  • Ensure that all HR Management decision including disciplinary matters comply with DRC employment legislation and IRC policies and procedures.
  • Develop the capacity of the HR Team in the areas of recruitment and selection, staff development strategies, HR Systems, Policy and procedure development and implementation.
  • Liaise and coordinate with legal counsel in all aspects of Human Resources management.


Human Resources Operations:


  • Implement Human Resources policies to support EVD response program goals and ensure the consistent application and interpretation of existing policies through appropriate consultation, coaching and communication.
  • Plan, coordinate, supervise recruitments in accordance with IRC’s overall recruitment policy to ensure transparency in the recruitment process.
  • Oversee recruitment to ensure transparency in the process, adherence to recruitment steps, labor legislation and IRC policies and procedures.
  • Oversee the orientation of new national and International employee in accordance with the global orientation policy and tools.
  • Plan, coordinate, supervise the management of staff performance in accordance with the overall performance management policy.
  • Coordinate and facilitate the implementation and revision of Human Resources development plan in accordance with the overall HR development policy.
  • Ensure the management of compensation and benefits in accordance with IRC Country program and Congolese labor law.
  • Establish and oversee contract renewal process that avoids any risk to IRC and limits staff frustration.
  • Clearly communicate to the management the process to be followed and take the necessary steps with public and state institutions in case any redundancy process within Ebola response.


Staff Supervision & Development

  • Directly supervise HR Manager and HR team (3-4 people)
  • Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
  • Overall responsible for staff work plans, work and vacation schedules, and staff training/development activities 

Staff Care

  • Develop supportive plans of action for staff care as part of the overall response strategy, ensuring a comprehensive approach to support the well-being of staff and foster a positive working environment.  Recommendations in this plan should address actionable activities and advice to support the morale and the social, physical, and psychological well-being of staff.
  • Conduct assessments for staff care needs in all operational sites and field offices, when needed.
  • Work to actively engage in building trust with staff at all levels and in all roles.
  • Develop, gather and distribute Stress and Trauma Management (STM) educational reading and materials to all staff on a regular basis.
  • Conduct formal and informal STM trainings and ensure structures are in place to support stress management activities and structures.
  • Utilize various methods to understand the support needs, concerns, and stress levels of staff, and advise management through regular consultation on how to better meet the needs of staff to minimize any issues.
  • Develop & coordinate staff care services with other local agencies and professional organizations.



Contacts and Relationships:

The post holder will be working closely with DRC Country HR Coordinator and Regional HR Director for the Great Lakes.


Professional Standards

All IRC staff must adhere to the values and principles outlined in IRC Way – Standards for Professional Conduct.  These are Integrity, Service, and Accountability.  In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity, and Anti-Retaliation.


As a leader you will be placed in a position of trust. To maintain that trust, you are expected to always:

  • Lead by example and be a positive role model to others.
  • Promote awareness of the IRC’s standards and make sure those you supervise are equipped with the knowledge and resources they need to comply with them.
  • Monitor conduct of those you supervise and take responsibility for activities that occur under your supervision.
  • Be responsive to anyone who raises an ethics or compliance concern and make sure matters are resolved in a fair and appropriate manner.



  • Bachelor’s Degree in Human Resources/ Business Management/ Administration or equivalent.
  • Recommended a minimum experience 6 to 10 years in Human Resources management.
  • Previous experience in international organization/company is preferable.
  • Good knowledge of DRC employment legislation.
  • Cross-cultural experience, understanding and sensitivity.
  • Excellent organizational and time management skills.
  • Excellent interpersonal and written and oral communication skills.
  • Computer literate, with high degree of proficiency and productivity.
  • Ability to work comfortably and effectively, either at own initiative or under direction.
  • Fluency in both French and English, written and spoken.
  • Ability to work in a team/independently.
  • Ability to live and work in stressful and insecure environment.

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