Terms: Specified Purpose Contract (to at least end 2027), 50% Hybrid
Location: Dublin
Requirements: There is a requirement for travel to our programme countries, likely 2 to 3 support visits per annum (6-9 weeks in total).
About Concern: Established in 1968, Concern Worldwide is an international, humanitarian, non-governmental organisation dedicated to the elimination of extreme poverty and the reduction of human suffering, primarily in fragile countries.
Our Vision is a world where all people live in peace and prosperity and are treated equally, with dignity and respect. Informed by the priorities of affected communities, we go where the needs are greatest, and work to save lives, protect and develop livelihoods, support recovery and build long-term resilience
To advance our mission and ensure high quality‑quality, impactful work, we are guided by our core values and a culture committed to inclusion, compassion, and humanity. Inspired by our founders and our long history of effective programming, these values reflect both who we are and how we address extreme poverty in the world’s most fragile contexts.
We are dedicated to fostering a workplace where everyone feels valued and supported to succeed and contribute to our mission.
Role Purpose
The Senior HR Advisor is a key role within the People function and the role holder will work closely with senior managers and line managers contributing to the development and delivery of people initiatives that achieve shared organisational objectives. The role will include a focus in the areas of people engagement, performance management, employee relations, talent management and development, and progressing workplace equality, diversity and inclusion.
The Senior HR Advisor is primarily focused on supporting our management teams in our countries of operation and will be involved in or will lead a number of global strategic people initiatives.
The Senior HR Adviser will play a key role in the delivery of the recently approved People Strategy for the organisation.
Responsibilities
Provide leadership and development of 2 HR Advisors through effective direction, delegation, coaching and performance management thereby enabling delivery of efficient day to day services;
Contribute to the strategic direction of the People function within the organisation;
Liaising with other HR managers, participate in and lead as necessary strategic projects; leading on the introduction of the Misconduct Disclosures Scheme and the Staff Manuals and Polices update project as key first priorities;
Work Closely with the Total Reward Specialist on the roll-out of Concern’s Global Pay Banding Framework across our countries of operation, ensuring consistency and understanding in the process;
Build trusting relationships with senior and line managers, providing strategic HR support and guidance leading to continuous improvement in people management and engagement;
Promote positive employee relations and engagement in line with best practice and in conjunction with internal communications;
Handle day to day HR activities with improved service delivery in mind; areas include salary benchmarking, development of guidance related to new work practices and updating of staff handbook;
Manage and support complex individual queries or cases in a timely manner;
Manage and when necessary participate in, investigations that are required in response to the misconduct of staff, ensuring that at all stages investigations are compliant with employment legislation and best practice;
Foster and maintain strong working relationships with the Safeguarding Unit and Internal Audit and Investigations Unit;
Deputise for the Head of HR Operations as required;
Provide on-call cover for the 24 hour emergency phone;
Accept, advance and pursue any new objectives or responsibilities that may be assigned by the Head of HR Operations;
Demonstrate leadership on workplace equality, diversity and inclusion and role model a positive safeguarding ethos
Role Holder Requirements
A qualification in Human Resource management or a relevant discipline or equivalent years of professional experience;
Extensive professional experience in employee relations, investigations, and/or employment law;
Demonstrable professional experience in the field of Human Resources in a mid to large-sized organisation with at least two years in a management role;
Fluency in French is highly desirable;
Experience working in the INGO sector is highly desireable;
Ability to build strong working relationships at all levels including stakeholders in remote areas;
Experience in successfully implementing processes across geographically distributed teams;
Excellent planning, organisational, time management skills
Ability to manage multiple priorities, ensuring attention to detail at all times;
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