P&C Manager

The International Rescue Committee (IRC) responds to the world's worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster. Founded in 1933 at the call of Albert Einstein, the IRC is one of the world's largest international humanitarian non-governmental organizations (INGO), at work in more than 40 countries and 29 U.S. cities helping people to survive, reclaim control of their future and strengthen their communities. A force for humanity, IRC employees deliver lasting impact by restoring safety, dignity and hope to millions. If you're a solutions-driven, passionate change-maker, come join us in positively impacting the lives of millions of people world-wide for a better future.

Background

The IRC has worked in South Sudan since 1989 and today runs one of its largest country programs, responding to the effects of conflict, climate shocks, and food insecurity. Programming spans health, nutrition, water and sanitation, protection and women's protection & empowerment, education, and economic recovery and development, delivered through a network of field offices across Central Equatoria, Unity, Upper Nile, Northern Bahr el Ghazal, and Lakes states, alongside emergency response capacity and a range of institutional and community-based partnerships.

Purpose of the position:

To lead the design, delivery and continuous improvement of compensation, benefits, HR information systems and workforce data management, and P&C compliance for the South Sudan country program — ensuring a competitive and equitable reward offer, accurate and well-governed HR data, and full compliance with South Sudan labour law, IRC policy, and donor requirements.

Major Responsibilities:

• Lead periodic pay and benefits review, and design, develop and maintain competitive, equitable compensation structures, salary scales and benefits schemes (medical insurance, gratuity, leave and other statutory entitlements) for the country program.

• Responsible for oversight of payroll processing and administration of staff benefits, through direct supervision of the Senior P&C Officer, and P&C Officer, ensuring accuracy, confidentiality and timeliness are met for each pay cycle.

• Lead management of the HRMIS and workforce data systems for the country program, ensuring data integrity, timely updates, user capacity building, and quality reporting across Juba and all field offices.

• Own P&C compliance for the country program: monitor and ensure compliance with South Sudan labour law, IRC global HR policy, and donor HR compliance requirements, and ensure audit readiness of contracts, personnel files and payroll documentation.

• Ensure an up-to-date, accurate record management system is in place and in compliance with IRC's audit checklist.

• In charge of IRC South Sudan’s reporting that includes monthly and quarterly reports on Diversity, Global Matrix, HR Strategy/ Annual P&C implementation plan etc

• Lead the country program's P&C reporting, including periodic reports on compensation benchmarking, workforce data, and compliance status for the Deputy Director, People & Culture and Regional/Global P&C.

• Manage the performance of the P&C Officer and the Senior P&C Officer, ensuring they have challenging objectives, administrative and technical support, on-the-job coaching and mentoring, and are kept updated on new initiatives, policies and procedures.

• Support the Deputy Director, People & Culture in conducting periodic salary and benefits benchmarking and market surveys and recommend adjustments to keep the country program's reward offer competitive and equitable.

• Maintain the country program's relationship with IRC's Legal Advisor, staying abreast of and disseminating the impact of changes to South Sudan labour law.

• Support the Deputy Director, People & Culture in developing the country program's P&C strategy, annual P&C  plans, and policies and procedures relating to compensation, benefits, HR systems, and compliance.

• Implement audit recommendations within the compensation, benefits, HRMIS and compliance areas of responsibility, and support the wider P&C risk management effort.

• Deputize the Deputy Director, People & Culture on compensation, benefits, HRMIS, and compliance matters as required.

Qualifications:  Education/Knowledge/Technical Skills and Experience

• Minimum Educational level required:   A Bachelor's Degree in Human Resource Management, Business Administration, or a related field; a full HR professional qualification/certification is an added advantage.

• Experience: At least 6 years of progressive HR experience, including a minimum of 3 years in a mid-to-senior compensation, benefits, HRIS, or HR compliance role, ideally within an INGO or humanitarian context.

• Qualification/hands-on experience in the design and administration of compensation and benefits systems.

• Demonstrated expertise in HR information systems (HRMIS/HRIS) and workforce data management and reporting.

• Sound working knowledge of South Sudan labour law and donor HR compliance requirements.

Behavioral Competencies required:

• Emotional maturity and ability to work with confidentiality and discretion, particularly around pay and personal data.

• Strong interpersonal skills and ability to work well in a team.

• Highly organized, detail-oriented, and proactive.

• Strong analytical and computer skills, including advanced spreadsheet and HRMIS proficiency.

• Ability to lead and manage change effectively.

• Excellent written and verbal communication skills.

Working Environment / Conditions:

Work environment:  Office-based in Juba, with periodic travel (approximately 20–30%) to field offices.

STANDARDS OF PROFESSIONAL CONDUCT:

• The IRC and IRC workers must adhere to the values and principles outlined in IRC Way Standards for Professional Conduct.  These are Integrity, Service, Accountability and Equality.  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 the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity, and Anti-Retaliation.

Safeguarding policy:

• The IRC has a zero-tolerance policy for safeguarding violations by staff, incentive workers, visitors, sub-grantees, suppliers/sub-contractors, and implementing partners. Safeguarding at the IRC is an integral to organizational values and ethics, and staff and associates are expected to take all reasonable steps to prevent the sexual exploitation, abuse, and harassment of any person linked to the program by both its employees and any downstream partner. The successful candidate will be subject to a thorough background check and satisfactory references.

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Narrowing the Gender Gap:

• The International Rescue Committee is committed to narrowing the gender gap in leadership positions. We offer benefits that provide an enabling environment for women to participate in our workforce including a flexible hour (when possible), maternity leave, transportation support, and gender-sensitive security protocols

Equal Opportunity Employer:

• IRC is an Equal Opportunity Employer. IRC considers all applicants because of merit without regard to race, sex, color, national origin, religion, sexual orientation, age, marital status, veteran status, disability, or any other characteristic protected by applicable laws

Professional Standards: All International Rescue Committee workers must adhere to the core values and principles outlined in IRC Way - Standards for Professional Conduct. Our Standards are Integrity, Service, Equality and Accountability. In accordance with these values, the IRC operates and enforces policies on Safeguarding, Conflicts of Interest, Fiscal Integrity, and Reporting Wrongdoing and Protection from Retaliation. IRC is committed to take all necessary preventive measures and create an environment where people feel safe, and to take all necessary actions and corrective measures when harm occurs. IRC builds teams of professionals who promote critical reflection, power sharing, debate, and objectivity to deliver the best possible services to our clients.

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