Senior P&C Coordinator needed at IRC INTERNATIONAL RESCUE COMMITTEE CAMEROON, NGO

The IRC is seeking a Senior P&C Coordinator for the IRC Central African Republic and Cameroon, a recently merged national program with a total operating budget of approximately $10 million. 

Context in Cameroon:

The IRC began operations in Cameroon in 2016 to address Boko Haram violence in the far north of the country. In 2018-2019, it expanded to the southwest and northwest regions. With offices in Yaoundé, Maroua, and Buea, the IRC focuses on access to water, improving hygiene, providing financial assistance, strengthening food security, and providing education and protection services. Its programs also include child protection and support for victims of gender-based violence and human rights violations. 

Context in CAR:

 The International Rescue Committee (IRC) has been present in the Central African Republic (CAR) since 2006. Based in Bangui, IRC CAR conducts activities in four provinces: Haut-Mbomou, Ouham-Pendé, and Bamingui-Bangoran, with secondary offices in Zemio, Ndele, and Bocaranga. The organization provides comprehensive services in several key areas, including health and nutrition, education, food security, and economic recovery and development (ERD), as well as protection services including women’s protection and empowerment (WPE) and child protection. 

Cameroon-CAR Country Program:

 Over the coming months, the team will work on the Strategic Action Plan (SAP) for the IRC’s national program in Cameroon and CAR, identifying synergies for coherent programming in both countries and exploring opportunities for cross-border intervention. The IRC’s PAS aims to have a significant impact on boys, girls, women, and men affected by humanitarian crises. The team adheres to the IRC’s core values: integrity, accountability, service, and equality. In addition, IRC Cameroon-CAR plans to improve the quantity and quality of its partnerships with national and local NGOs.

Objective and context: 

The incumbent will report directly to the Country Director and work closely with the Regional Director, P&C Central Africa. This mission is essential to ensure that the merger is carried out with integrity, empathy, and operational excellence. The Senior Coordinator – P&C will play a leading role in managing the merger for all P&C-related aspects, ensuring legal compliance, policy harmonization, cultural alignment, and planning for a staff-centered transition. They will lead the development of job descriptions, policies, and guidelines for the merged country program and actively participate in the Transition Working Group.

In addition, the Senior Coordinator – P&C will address staff concerns regarding job security, recruitment equity, and stressors related to organizational change. To ensure a successful and people-centered onboarding, the Senior Coordinator – P&C will work closely with the Country Director, National P&C Leads, and relevant stakeholders at the regional and national levels, while maintaining clear, inclusive, and transparent communication.

Key Responsibilities:

P&C Operations/ Foundation
Oversee the creation and monitoring of P&C objectives at the country office, ensuring their alignment with organizational goals. Actively participate in proposal design and grant review meetings, providing expert guidance on organizational structure, job definition, demographic and workforce analysis to establish a strong P&C foundation that supports program quality.

Drive informed decision-making by using data to support people and culture functions, ensuring all data reports, monthly HR metrics, SG data, and diversity are accurate and delivered in a timely manner. 

Oversee the payroll process to ensure accurate and timely compensation for all staff.

Ensure the development and implementation of high-quality, context-appropriate strategies and practices in areas such as recruitment, compensation and benefits, employee relations, onboarding, offboarding, contract management, learning and development, performance management, leave management, code of conduct compliance, legal compliance, HR information systems, coordination of policy development and implementation, etc.

In accordance with our PEERS framework, provide technical support on P&C to our local partners and ensure that their working methods are aligned and compliant with IRC standards.

Legal Review
Conduct a comprehensive legal review covering labor law, employment contracts, taxation, social security, and mandatory benefits in both country programs. Engage legal advisors to ensure compliance with regulations in both countries, particularly regarding workforce restructuring or contractual transition. Review and audit existing P&C policies and procedures, if necessary.
Cultural Assessment Action Plan
Implement and monitor recommendations and actions arising from the cultural assessment conducted between May and July 2025. The findings of the cultural assessment reflect cultural differences and similarities between the two country programs. They outline recommended work standards, work-life balance priorities, and identified gaps that need to be addressed by the mission management team to ensure staff inclusion and well-being in both geographies.
Unification of policies and procedures
Ensure that a compensation and benefits strategy is developed for both geographies, review local compensation and benefits policies, benefit structures, payroll systems, and terms and conditions of employment between the programs in both countries. Develop a consolidated HR manual that meets operational and legal requirements. Review total rewards structures and their impact on the merger structure. Identify issues related to the full employee lifecycle and ensure harmonization of policies, including compensation, benefits, and lifecycle procedures. Ensure compliance with each local work environment in the human resources manual.
Retention Strategy and Contingency Plan
Identify key staff members essential to business continuity and develop retention measures. Be mindful of staff who must manage an increased workload and develop strategies to address this. Turnover of key staff during mergers requires a contingency plan. Work closely with the RPCD and headquarters managers for the deployment of emergency resources.
Staff support and communication
Contribute to the merged national program communication plan to clearly communicate to all staff the reasons, timeline, and impact of the merger to avoid uncertainty and departures. Ensure staff are informed of well-being options, available duty of care resources, capacity building services for skills development, and support available to staff affected by mergers. Oversee and implement an employee engagement and communication strategy that promotes effective interaction and integration across all teams and at all levels.
Personnel Data Management
Ensure that national program personnel data is in a single format, accurate, current, and frequently updated. Ensure physical and electronic data/records are secure and integrated for compensation and benefits, recruitment, staff changes, and separations. Finalize HRIS/Workday systems, as appropriate, to maintain HR data management under a unified plan. Drive data-driven decision-making by ensuring timely and accurate delivery of key P&C data reports, including protection and leadership diversity targets.
Workforce Planning and Reorganization
Assist the National Management (SMT) in defining the new organizational structure, ensuring clarity of roles, reporting lines, and functional responsibilities within the merged entity. Identify redundant or duplicate roles and determine if they can be restructured, reallocated, or phased out. Adjust key job descriptions and assist in the development of new job descriptions for a competitive recruitment process. Participate in proposal design and grant review meetings to provide expertise in organizational design, staffing plans, and structure.
Competitive Process for Unified/Merged ESMT
Ensure a competitive recruitment process is designed and implemented in accordance with the IRC Talent Mobility Framework for merged roles, providing equal opportunities for internal talent. Participate in the Transition Working Group and contribute to key decisions and documentation supporting the merger timeline.
Initiate the P&C Strategy – GEDI and Protection (Safeguard) Integration
Establish a P&C strategy integrating workflows between HR, GEDI, and Safeguarding. Coordinate and support the implementation of GEDI action plans and minimum safeguarding standards in the new merged structure. Ensure inclusive and feminist practices are embedded in recruitment, team culture, and leadership. Collaborate with relevant GEDI, Safeguarding, and Ethics teams to ensure compliant and safe inclusive workspaces. Promote a healthy organizational culture through culture-building activities and support the integration of diverse staff voices in decision-making.
Duty of Care and Team Wellbeing
Develop and lead initiatives to support staff morale and wellbeing throughout the merger. Facilitate critical incident care (where appropriate), regular team check-ins, and mental health support. Actively promote safe, respectful, and caring leadership in line with Duty of Care principles. Ensure physical and psychological safety at all sites, in collaboration with DoC focal points and support teams.

Participation and leadership within the Senior Management Team
The Senior P&C Coordinator will be an integral member of the Senior Management Team (SMT) of the merged National Program and will actively participate in all meetings and processes of the SMT of both National Programs. They will contribute to strategic decision-making, organizational leadership, and cross-functional coordination, ensuring that P&C perspectives are integrated into all aspects of National Program management during the merger process.
Other responsibilities 

Actively participate in and support staff meetings to foster a collaborative working environment.
Organize listening sessions to gather staff ideas and feedback, thereby improving organizational communication and employee satisfaction.
Support the National Director with ad hoc tasks, as needed, responding to requirements that may arise outside of regular responsibilities.
Remain vigilant for any signs of anomaly or irregularity in operational and administrative procedures, ensuring compliance with organizational standards.
Report Code of Conduct issues and lead or co-lead investigations in collaboration with Employee Relations and, if necessary, Ethics and Compliance (ECU). Ensure issues are thoroughly resolved and appropriate follow-up actions are implemented to maintain integrity and compliance within the organization.
Key Working Relationships:

The incumbent reports to the Country Director, with technical support from the Regional P&C Director – Managing in Partnership (MIP).

Direct Reports: HR Operations and Employee Experience Managers 

Key Internal Relationships:

Country Leadership Team
Regional Functional Managers
Global P&C Functional Managers 
Key External Relationships: INGO counterparts; legal advisors; P&C associations and networks

Job Requirements:

Bachelor’s degree required. Master’s degree in Human Resources Management, International Relations or Development, Social Sciences, MBA, Law, or related field preferred.
At least 6 years of progressive professional experience in P&C
Proven experience as a P&C manager having managed teams of over 100 employees at various hierarchical levels, across different cultures and locations in Myanmar, in a regional or international environment.
Proven experience as a Human Resources professional in emergency response, conflict zones and/or humanitarian assistance preferred.
Strong understanding of GEDI and safeguarding, as well as the key challenges related to the context in Cameroon and CAR
Proven experience in supporting senior management and building strong and trusting relationships.
Proven management and leadership experience, including capacity building, coaching, mentoring, performance management, and individual and group training.
High comfort and successful track record in supervising in matrix environments.
High integrity and empathy, ability to understand, mobilize and inspire others.
Ability to collaborate with operational and technical focal points to ensure that organizational best practices are reflected in the work.
Extensive knowledge and experience in the broad spectrum of human resources and cultural skills.
Strong collaborative spirit with effective interpersonal and analytical skills, able to work seamlessly across different countries,cultures and organizational units.

Excellent interpersonal, written, and oral communication skills.
Must possess a highly collaborative, inclusive, consultative, and resourceful work style that balances compliance and enforcement of required policies with an unwavering commitment to customer service and support.
Excellent project management and organizational skills, including detailed work planning and excellent time management.
Proficiency in data analysis and data management and interpretation, with an aptitude for translating data sets into actionable insights about people.
Languages/Travel:

Fluency in English and French is a must.
Travel: Minimal domestic travel required – 50%
Working Environment: 

The position may be based in Yaoundé or Bangui and will involve regular travel between the two countries, including to field locations, working closely with teams in both countries, regional colleagues and the Transition Task Force. Travel between field offices may be required, as well as flexible working arrangements depending on the context.

Apply ONLY online via the form available at:  https://careers.rescue.org/fr/fr/job/req59159/Senior-People-Culture-Coordinator-CAR-Cameroon

Deadline for receipt of application files: URGENT, apply as soon as possible.