What We Do

The International Committee of the Red Cross (ICRC) works worldwide to provide protection and humanitarian assistance to people affected by conflict and armed violence. We take action in response to emergencies and, at the same time, promote respect for international humanitarian law. We are an independent and neutral organization, and our mandate stems essentially from the Geneva Conventions of 1949. We work closely with National Red Cross and Red Crescent Societies and with their International Federation in order to ensure a concerted, rational and rapid humanitarian response to the needs of the victims of armed conflict or any other situation of internal violence. We direct and coordinate the international activities conducted in these situations.

Purpose of the Position

The HR Manager (HRM) acts as a strategic partner, change agent, employee champion and functional expert supporting and contributing to the ICRC operations. The HRM brings intelligence and insights on People And Culture matters (PAC) to the Delegation Management Team and the HR Service Providers (HR Officers, HR Assistants, sometimes Finance & Administration Managers) in the field and ensures PAC strategies and objectives are aligned to the Delegation´s strategic objectives (PFR) and operational needs.

The role assesses and anticipates PAC related needs and ensures integrated solutions are provided jointly with Regional HR Partner and PAC Centers of Expertise (CoEs). The HRM serves as the main interlocutor partnering with the respective management team on all PAC issues such as operational advice on staffing issues and working conditions. S/he is responsible for the whole employee life cycle from recruitment to performance management, reward and payroll, career path and workforce planning to exit management, Diversity Equity and Inclusion, as well as staff health and well-being. Furthermore, the HRM plans, organizes, and controls the HR activities of the assigned area of responsibility and ensures HR policies and processes are harmonized, compliant with ICRC standards and local legislation. The HRM is heading a department and responsible to manage, mentor and coach a team as well as ensure the budget and organizational design of her/his own department is fit for purpose.

Main Duties & Responsibilities

Strategic HR Partner (20–40%)

• Advises management on HR implications of strategic and operational decisions.
• Leads the Delegation’s annual HR Roadmap aligned with Global PAC strategy.
• Ensures effective HR structures, workforce and succession planning.
• Guides HRSPs on policies, tools, and processes.
• Contributes to PFR, contingency planning, crisis HR response, and manages the HR budget.
• Partners with C&B on pay practices and provides data-driven HR reporting.

HR Change Agent (20–40%)

• Leads and supports change in HR practices, systems, and organizational design.
• Implements global and regional HR initiatives and ensures clear communication of changes.
• Builds HR and people management capacity of HRSPs and managers.
• Promotes HR trends awareness, employee engagement, and sound employee relations.

HR Functional Expert (10–30%)

• Ensures consistent, compliant, and high-quality HR services.
• Advises on HR policies and best practices; drives continuous improvement.
• Oversees payroll validation and Delegation-level HR compliance.
• Maintains and improves HR processes and leads key HR systems/projects.
• Oversees Learning & Development.

Support to Line Managers (10–30%)

• Coaches managers on people management, performance, and teamwork.
• Embeds priorities such as RTF, Wellbeing, and DEI.
• Supports engagement initiatives, surveys, and corrective actions.
• Promotes inclusive, fair, and healthy workplace practices.

Relationships

• Internally, interacts with staff and management team of the assigned area of responsibility. Also interacts with all actors of the HR Department with Partnering Division through the HR Partner, HRM peers in the Region and beyond, Talent Division, the various Centers of Expertise (CoE) and other PAC units. As head of PAC Department in the Delegation, interacts with all HR Service providers, including Staff Health, in the Delegation as a red and/or blue line.
• Externally, interacts within the broader HR community beyond ICRC and within the humanitarian sector, local labor authorities HR practitioners and HR service providers for specific issues in accordance with the HR department’s strategy.

Education & Experience Required

• Confirmed experience of minimum 5 years as HR Manager or HR Executive or HR Generalist or HR Business Partner;
• University diploma in HR with a minimum of a Bachelor degree, Master's degree a strong asset;
• At least 2 years experience in an international environment (experience in an unstable environment is a strong asset)
• Strongly motivated by humanitarian work;
• Excellent active listening, negotiation and presentation skills as well as written and spoken communication skills;
• Experience in the management of complex and diverse teams (mid to large size) with demonstrated track record in driving transformation and implementing change in complex and challenging situations;
• Is able to adapt to fast changing environment and navigate between transactional and strategic tasks;
• Ability to build strong partnership with Management and other stakeholders in the Delegation;
• In-depth knowledge and experience of HR-good-practices, profound knowledge of HR systems and databases;
• In-depth knowledge in employment law, HR administration, workforce and organizational planning, compensation and benefits, recruitment, selection and staffing, performance management, learning and development, employee relations, staff health and safety, and employee engagement;
• Competence to build and effectively manage interpersonal relationships at all levels of the organization;
• Demonstrated ability to lead and develop HR department staff members.

Desired Profile & Skills

• Experience in humanitarian, development, cooperation, volunteering organzations is a strong asset;
• Experience successfully operating in a matrix organization is a strong asset

Languages

• Fluency in English and French (C1) is mandatory.
• Proficiency in other ICRC languages (Spanish, Arabic and Russian) is considered a very strong asset.

Our Operational & Field Constraints

• In line with the principle of neutrality, the ICRC does not assign personnel to a country of which they are nationals.
• Candidates must be in good health and will have to do a medical check-up prior to departure in the field.
• Candidates must possess a driving license (for manual transmission vehicles).
• Candidates must be prepared to accept unaccompanied postings (i.e. no spouse, partner, children or dependents) for the first two missions (minimum 12 months each) or total of 24 months.

What We Offer

• Rewarding work in a humanitarian and multicultural environment. 
• Online trainings and onboarding course.
• Generous social benefits.
• Join an ICRC talent pool and be considered for future assignments elsewhere.

Please consult this page for more information on our package offer.

Additional Information

• Type of Position: Mobile.
• Type of Contract: Fixed Term Contract (12 months, renewable).
• Estimated Start Date: Selected candidates will integrate in the pool and will be deployed in the field depending on operational needs.
• Location: Global Field Deployment
• Application Deadline: 28/02/2026

Our Values

At the ICRC, we value impact, collaboration, respect, and compassion. We seek candidates who demonstrate behaviors based on these shared values. For more information on the ICRC values, please visit this page.