The intern will be given an exposure to all the functions being managed under the People & Culture Department (Area office). He/she will learn how to execute the administrative matters, service delivery and Learning & development initiatives through on job learning methodology.

Responsibilities

• The incumbent will be involved in hard record management including but not limited to current staff personal files, ex-staff record, medical claim, performance management record, leave record, time sheet & cross charging formalities.
• Open personal files for new joiners and ensure documentation as per standard checklist.
• Exposure in recruitment related matters i.e. giving interview calls, conducting written test, reference verification, sending regret emails etc.
• Learn about the issuance of contract extension, bank account opening, experience & other letters as per need.
• Get exposure of the HRIS through on job learning.
• Assist in arrangement of Staff forum on monthly basis and designing of innovative activities.
• Work in collaboration with P & C team to execute of learning & development function by maintaining training calendar, consolidation of TNA record, post training evaluation and searching of relevant trainings as per staff need.
• Any other task assigned by the supervisor.

PERSON SPECIFICATION

It is essential that the post holder shows a good understanding and sympathy with the organizational values & principles, vision and mission as well as commitment to its PSEAH (preventing sexual exploitation abuse and harassment) protocols. IR has a zero-tolerance policy towards PSEAH and don’t support any action that promotes or encourages PSEAH.

IR is committed to preventing any type of unwanted behavior at work including sexual harassment, exploitation and abuse, lack of integrity and financial misconduct; and committed to promoting the welfare of children, young people, adults and beneficiaries with whom IR engages. IR expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our values are recruited to work for us.

 Pre-employment Checks:  

Any employment with Islamic Relief will be subject to the following checks:

• Screening clearance
• Receipt of satisfactory references

Our values and commitment to safeguarding.

• IRW is committed to preventing any type of unwanted behavior at work including sexual harassment, exploitation and abuse, lack of integrity, and financial misconduct; and committed to promoting the welfare of children, young people, adults, and beneficiaries with whom IRW engages. IRW expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our values are recruited to work for us.
• The post holder will undertake the appropriate level of training and is responsible for ensuring that they understand and work within the safeguarding policies of the organization.
• All offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records checks. IRW also participates in the Inter-Agency Misconduct Disclosure Scheme
• In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse, and/or sexual harassment during employment, or incidents under investigation when the applicant left employment.

By submitting an application, the job applicant confirms his/her understanding of these recruitment procedures.