Roving HR Coordinator (INT9800)

Job Expired

Job Overview


Oxfam is a global movement of people who won’t live with the injustice of poverty. Together we save and rebuild lives in disasters. We help people build better lives for themselves. We speak out on the big issues that keep people poor, like inequality, discrimination against women and climate change. And we won’t stop until every person on the planet can live without poverty.

Oxfam GB is a member of the international confederation Oxfam.


The Human Resources Team in Iraq is responsible for developing and implementing HR strategies and plans as well as implementing a full range of human resource services necessary to support effective people management.



The Roving Human Resource Coordinator will work closely with field HR Teams to build their capacity and ensure coherent implementation of HR policies and practices. S/he will support programs with a range of HR activities including, developing workforce plans, recruitments, orientation, performance management, change management, policy management, employee relations, compensation & benefits administration, HRIS management and, staff well-being. The Roving HR Coordinator must be innovative and flexible; must adopt efficient and cost-effective methods; and must have a strong customer service focus.



  • Supervising/ monitoring resources within defined boundaries (e.g. one or more countries) or specialist professional area, which may include people, assets and/or budgets.
  • Providing support and advice to managers on areas of work in the job holder’s remit
  • Providing support for and directly implementing operational plans to agreed standards.
  • Assisting with the development of solutions to diverse and complex problems and developing solutions to more routine problems.
  • Applying information received in a variety of formats primarily from internal sources.
  • Job holder has flexibility to anticipate and resolve challenges within their operational context.
  • Impact of this role is significant within the operating unit (i.e. country/region/team) and could have some impact affiliate-wide.
  • Job holder influences planning for the HR function and/or its operations within its operating context.
  • Influences staff and volunteers in Oxfam and develops effective relationships with external bodies.



HR Strategy and Employment Law:


  • Development and implementation of HR strategy within the programme with consultation with relevant stakeholders and with advice and support from the Country HRM.
  • Monitors and advises Field HR Teams on any changes to HR policy and practice in terms of Oxfam internal policies and local employment law.
  • Participates in continuously reviewing and making recommendations for improving the HR function and systems that supports the Iraq Programme.
  • Advises Managers and HR teams on HR business processes.
  • Implements agreed HR best practice – legal responsibility relating to areas of Labour Law, Tax Laws, Social Insurance Law, etc.
  • Collects, analyses and interprets information about changes in the operational environment and identify key HR issues for management’s attention.


Recruitment, Contract Management


  • Works directly with field HR Officers to ensure recruitments are managed in a timely manner; taps into the organisation wide innovative and creative recruitment strategies including global and local networks to attract the right calibre of people.
  • Follows best practices and resourcing standards and develop recruitment/ resourcing skills and capacity of HR staff and managers.
  • Leads on job evaluations (grading) and support field HR teams on more complex/senior cases.
  • Supports the building of the image of Oxfam as an employer of choice in the country in coordination with the Country HR Manager.
  • Provides advice on recruitment tactics for key vacancies and support specific recruitment campaigns.
  • Supports the HR Teams with the induction of new staff, making sure that these are done in a timely manner and new staff get all the support they need to settle into their role. • Ensures well-balanced gender equity and equality within the area of work, particularly in recruitment/selection and challenge any non-compliance to Oxfam’s strategies and norms.
  • Management and oversight of relationships with key external service providers in relation to recruitment
  • Ensure that all employment contract templates are updated, in line with the local labour law and Oxfam’s policy.

Performance Management, Learning and Development, Diversity


  • Ensures all new staff have JDs and staff have agreed performance objects within three weeks from start date with Oxfam.
  • Together with field HR teams conducts Performance Management sessions with current and new staff to create awareness and understanding and to clarify expectations,
  • Ensures that probation reviews are done in a timely manner and that HR Teams are reminded in time when these are due.
  • Creates awareness and understanding among current and new staff on the code of conduct and safeguarding.
  • Provides support in coaching and supporting managers to optimise the performance of their staff, ensuring that assessment of performance is objective, and that poor performance is addressed appropriately. • Together with the HR lead on performance management and the field HR teams ensures that performance management activities are completed on schedule, and regular one-to-ones between staff and managers take place across the programme.
  • Shares at least on quarterly basis online training and information resources available within the organization




  • Maintains a thorough knowledge and understanding of the policies and procedures and ensuring compliance and consistent application across the field programmes.
  • Provides timely advice and briefings to staff on HR policy and new policy developments, ensuring correct and consistent application through training, monitoring and appropriate follow up action.
  • Periodically assists managers in writing or modifying job descriptions in accordance with program needs. • Ensure that new and current staff is fully briefed on all aspects of HR policies and Procedures by carrying out a quarterly group refresher orientation training for staff in the field locations.


Employee Relations


  • Advises on disciplinary-related matters in accordance with established labour law and Oxfam disciplinary policies and procedures.
  • Monitors and provides support with disciplinary cases and investigations.


Change Management


  • Provides appropriate HR input into the management of organisational change, ensuring compliance with both Oxfam’s policy and local employment law.
  • Stays abreast of changing organizational and external situational circumstances, which may impact both the human resources function and Oxfam programs and proactively develop suggestions for addressing them and/or incorporating relevant information into Oxfam’s approaches.


HR General Management and Administration


  • Supports Line Managers and HR Teams on HR business processes and adheres to the standards required.
  • Management of GOLD and personnel records in accordance with Oxfam standards.
  • Monitors HR policies/procedures that include holidays, sickness absence, R&R plus any other requests as they arise.
  • In coordination with responsible HR leads, manages monthly payroll and social security.
  • Provides Health and Safety advice and to proactively carry out risk assessments, including issues around staff health and welfare.
  • In collaboration with field HR teams, ensures all termination documentation is completed on time.
  • Ensure HR files and documentation are maintained and up to date in each field office.
  • Ensures all termination documentation is completed on time
  • Ensures HR files and documentation are maintained and up to date in each field office. • Effective co-ordination of the leavers process, ensuring that staff have exit interviews are agreed and processed, equipment returned Etc.


Gender and diversity

Ensures the implementation of Oxfam’s gender and diversity policies in all aspects of human resource policy and practice.


Provides cover for HR Teams across the Programme during holidays and any other absences.


  • Required to adhere to Oxfam’s principles and values as well as the promotion of gender justice and women’s rights
  • Understanding of and commitment to adhere to equity, diversity, gender, child safety and staff health and wellbeing principles

Qualifications & Preferred Skills


  • A degree in Human Resources Management or Business Administration or a professional qualification in Human Resource Management
  • At least 5 years’ relevant experience in a Human Resources role in an NGO setting as well as a good track record of HR & Amin experience.
  • Wide knowledge of NGO operations and the dynamics of humanitarian sector.
  • Understanding of the Local Labour Laws.
  • Fluent in written and spoken English and Arabic.
  • Detail oriented and good record keeper
  • Adaptable in approach to work with a willingness to work under pressure in a demanding environment
  • Initiative and ability to work independently and develop solutions to problems
  • A good communicator with strong written skills.
  • A Team player with excellent interpersonal skills.
  • Competent in the use of computers especially word, excel, internet.
  • Experience in dealing with government departments on issues of visas, registration, tax, movement of personnel etc
  • Willingness and fitness to travel for sustained periods of time
  • Understanding of the complexities of working in a multicultural environment.
  • Commitment to and ability to promote Oxfam’s equal opportunity and gender policies.

Key Attributes

  • Ability to demonstrate sensitivity to cultural differences and gender issues, as well as the commitment to equal opportunities
  • Ability to demonstrate an openness and willingness to learn about the application of gender/gender mainstreaming, women’s rights, and diversity for all aspects of development work
  • Commitment to Oxfam’s safeguarding policies to ensure all people who come into contact with Oxfam are as safe as possible

Organisational Values

  • Accountability – Our purpose-driven, results-focused approach means we take responsibility for our actions and hold ourselves accountable. We believe that others should also be held accountable for their actions

• Empowerment – Our approach means that everyone involved with Oxfam, from our staff and supporters to people living in poverty, should feel they can make change happen

More Information

  • This job has expired!