HR Business Specialist - 2023956

ORGANIZATION SUMMARY:World Relief is a global Christian humanitarian organization that is fighting for change that lasts, right here in the U.S. and across the globe. We bring sustainable solutions to the world’s greatest problems – disasters, extreme poverty, violence, oppression, and mass displacement. The organization is approximately 75 years old and has worked in over 100 countries around the world since its founding.  In the United States, we come alongside local churches, community organizations and hundreds of individual volunteers to support newly arriving refugee and other immigrant families. Today, we are proud to partner with over 6,000 local churches, and 95,000 volunteers globally to bring hope, healing and transformation to the most vulnerable.
POSITION SUMMARY:Are you a person of compassion? An advocate for justice? Someone who stands up for the rights of the vulnerable and speaks out for the marginalized, the exploited and the forgotten?  Do you believe in our calling as Christians to welcome the least of these and love our neighbor?
If you answered ‘yes’, to any of the above, World Relief, and millions of people around the world need you.
World Relief seeks a HR Business Specialist. The HR Business Specialist will assist World Relief Texas in identifying and screening qualified candidates to join our team, support new and existing staff, and function as the Accountability Focal Point for our Complaints and Feedback Mechanism. This position will operate out of our Fort Worth location.

Role & Responsibilities

• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Hiring Processes: 
• Pre-hire & screening: Submit requests for all potential job openings. Ensure potential candidates move through the hiring process in an efficient manner. Review applicants and identify qualified candidates. Maintain clear communication channels with program managers and potential candidates. Assist in the scheduling of interviews.
• Onboarding: Assist in the creation and implementation of effective onboarding procedures for multiple departments. Train program managers on hiring/onboarding procedures. Coordinate first day introductions, trainings, and schedules for all newly hired employees. Ensure all newly hired staff complete required training and requests on the local and Home Office levels.
• Compliance: Policies & procedures: Be knowledgeable of World Relief policies and procedures. Act as a resource to all staff to connect them with the appropriate policies and procedures. Perform policy trainings for new and current staff.
• Documentation: Create and maintain accurate records and data reports.
• Communication: Work in partnership with local leadership to identify needs, areas of success, areas of improvement, and to create and implement new systems and procedures as needed. Communicate with and report to Home Office HR as needed.
• Accountability Focal Point: Compliance: Oversee a robust, responsive Complaints & Feedback Mechanism by ensuring compliance (including due diligence for partners) with WR’s CFM Policy and Procedures. Contribute to creating a culture committed to the safeguarding of children and adults and compliant to WR’s CFM and Safeguarding policies. In coordination with the HR Department, ensure all staff fully understand and comply with WR’s safeguarding policies, Code of Conduct and CFM. Together with the program leaders, update and improve the standards and processes for handling complaints and feedback. Train staff on CFM policy and procedures and ensure effective implementation.
• Raise awareness: Ensure relevant program staff facilitate participatory development of CFM.
• Receive complaints: Receive all relevant complaints and ensure they are managed according to the CFM Procedures and Guidance. Manage complaints phone line and email, if applicable. Receive in person complaints in office.
• Coordinate response: Ensure monitoring of the functionality of CFMs in-country. Refer the complaints, feedback, and requests for support to the relevant staff member/Complaints Response Team, and track the completion and closure of each complaint, ensuring protection and confidentiality of complainants. Provide support in handling, following up and documenting the complaint. Establishing, and improving existing referral pathways where needed, and ensuring constant development and progress (in coordination with program staff).
• Communication: Ensure communication materials on how the mechanism can be accessed and the scope of issues it can address are developed, disseminated, and reviewed. Follow up on how the complaint is handled and ensure the complainant receives feedback on how the complaint is being addressed. Communicate outcomes of an investigation to the complainant(s).
• Documentation & Reporting: