Major Responsibilities:
Worker Care, Support, and Employee Relations 35%
Training and Development and Facilitation 25%
Policy Interpretation, Compensation and Compliance 25%
HR Procedures and Administration 15%
Worker Care, Support, and Employee Relations
- Serve as the primary HR resource for international staff and service workers, GSL participants, supervisors, Representatives, Area Directors, in Canada-managed countries
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Provide counsel, guidance, and support regarding employee relations, worker care, workplace concerns, personnel issues, crises, performance issues, early terminations, and employee well-being
- Participate in crisis response teams (CRTs) and provide support during personnel emergencies
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Conduct onboarding conversations, end-of-term debriefs
- Respond to incident reports and provide follow-up
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Participate in the Worker Care Working Group and contribute to worker care initiatives
- Develop spiritual care resources, including Advent and Lent materials.
- Support staff through re-entry and transition processes, through the development and facilitation of Re-Entry Retreats.
- Advocate for employees and support exception requests where appropriate
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Provide regional/national staff support for Europe and the Middle East, specifically as follows:
- Evaluate, respond, and track medical reimbursements (for Lebanon, Syria, Iraq and Jordan, Palestine, Israel country programs)
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Support for revising JDs, recruiting and hiring for openings, and onboarding new staff (for Lebanon, Syria, Iraq and Jordan, Palestine, Israel country programs)
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In collaboration with International Program HR Associate Director, review existing HR policies in National Staff Handbooks and advise on needed revisions (for Lebanon, Syria, Iraq and Jordan, Palestine, Israel country programs)
Training and Development and Facilitation
- Collaborate with MCC Canada and MCC U.S. partners to develop and deliver MCC-wide events, including Leadership Seminar, General Orientation, and Re-Entry programming.
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Support coaching arrangements for leadership roles
Policy Interpretation, Compensation and Compliance
- Interpret HR policies and provide guidance to staff, supervisors, representatives, area directors and leadership
- Ensure consistent application of policies and support compliance with employment standards, legal requirements, and organizational practices across jurisdictions.
- Identify and mitigate legal and employee relations risks
- Determine compensation and support packages for Canadians and international citizens serving internationally and assist with salary recommendations for national staff while ensuring compliance with local employment legislation
- Remain current on HR best practices, trends, and legislative requirements in local, national, and international contexts.
HR Procedures and Administration
- Prepare and review HR documentation, including recognition letters, contract addendums, termination letters, and end-of-term correspondence.
- Maintain employee relations records and incident tracking documentation.
- Participate in HR network teams and cross-border initiatives as requested.
- Support and help manage the performance appraisal process, including documentation, and follow-up.
- Coordinate or support coaching arrangements and leadership development opportunities.
- Participate in staff meetings, HR network meetings, and organizational gatherings, including devotions and prayer
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Travel domestically and internationally as required
- Serve on organizational committees, including security-related committees as required.
- Participate in MCC-wide initiatives, projects, and working groups.
- Perform other duties and responsibilities as assigned in support of MCC's mission and organizational objectives.
Contact/Relationships:
This position requires extensive interaction with MCC staff, supervisors, country and area level leadership, consultants, and directors across the International Program, including International Staff, Service Workers, National Staff, and Canada and U.S. staff. The incumbent serves as a key resource by providing advice and guidance to supervisors on employment-related matters, as well as responding to and initiating communication with staff, GSL participants, country Representatives, Area Directors, and other leaders. Success in this role requires exceptional communication and interpersonal skills, as well as the ability to educate, consult, persuade, and share information effectively. The position influences decision-making and fosters understanding through collaboration, communication, and professional expertise.
Supervision:
The position does not directly supervise any roles but may delegate tasks to the HR Coordinator and HR Administrative Assistant – International.
Complexity/Competencies:
The duties are diversified and require advanced employee relations, cross-cultural and contextual agility, emotional intelligence, trauma awareness, facilitation and adult learning, organizational skills and confidentiality. This position will work with leadership to help manage, define and influence decisions in employment related issues. Also requires flexibility in scheduling to accommodate meetings across contexts and time zones.
Independent Action:
This position requires independent and collaborative work with internal and external stakeholders and manages multiple competing priorities with frequent interruptions.
Initiative and Ingenuity:
The position requires the incumbent to keep personnel information confidential and build/maintain interpersonal relationships across the MCC system. The incumbent must take initiative in managing on-going HR processes.
Communication/Interpersonal Skills:
This position requires the incumbent to manage communication with multiple parties, providing sensitive and timely communication to everyone involved. It also requires personal interaction with staff and management in HR related issues related to the well-being and optimization of the workforce and workplace. There may also be a requirement to engage and communicate with external consultants/organizations.
Mental/Physical/Visual Demand:
This position requires the incumbent to a frequent demand for exacting information and will often require extensive concentration. The incumbent will be required to focus for extended periods of time.
End Result:
The incumbent serves as the primary Human Resources contact for employee relations and engagement matters, acting as a trusted resource and advocate for employee well-being. This role promotes fair, consistent, and equitable HR practices across International Program and works collaboratively with employees and managers to resolve concerns and develop solutions that balance employee needs with organizational objectives. The position is also responsible for ensuring the accuracy, integrity, and fairness of HR processes and systems, including HRIS administration, performance management, compensation, leave management, and employee benefits, while supporting compliance with organizational policies and employment standards.
