insurable Federation risks with a view to protect-
ing the organization. It also leads the insurance
support response to arising operational needs
and emergencies.
To achieve these goals, the IFRC works with
national and international insurance companies
and brokers. In 2022, the IFRC was able to renew
all insurance policies with no rise in the cost of
the premiums and
in many cases was able to
extend the benefits available.
Human Resources Management
Strategic and operational advice and support
are provided on human resources management
issues through dedicated staff in Headquarters
and the five Regional Offices. In 2022, the
department began to operate under a new
structure designed to encourage greater agility
and targeted support in line with the Agenda
for Renewal.
Overall guidance and
management and strategic
advice is provided to IFRC leadership alongside
departmental as well as organizational planning,
coordination of activities, staff compliance and
employee relations and related case manage-
ment work.
The management of key issues is covered,
including strategic planning, liaison with IFRC’s
Staff Association Committee and other internal
and external stakeholders. Lastly, it manages HR
policy
review and development, HR communica-
tions, assurance of data-driven decision making
as well as job design and rewards to ensure a
consistent and equitable job classification and
grading system across the organization.
During 2022, a Staff Parental Leave Policy was
finalized before being approved and dissemi-
nated, and work was
underway with partners to
develop a Flexible Working Policy. The IFRC also
worked on leadership development for women
and deepening the pool of future women leaders
within the Movement. A Pay Equity Review project
was also developed in 2022, where an external
and independent firm was selected to evaluate
IFRC’s policies in relation to equal opportunities
and inclusive practices in the workplace.
Human Resources advisory services
and communities of expertise
Relationship
management, dispute resolu-
tion, conflict management, case management,
support to safeguarding, strategic workforce
planning, organizational design and support to
policy development are managed in this area.
The IFRC Learning Platform provides free training
and knowledge-building not only for staff and
volunteers across the Movement, but also for
external organizations and the public. In 2022,
there were more than 700,000 users and learn-
ers registered, including personnel from all 192
National Societies.
Many of the courses offered through the plat-
form
are mandatory for IFRC staff, including
training on personal and operational security
(Stay Safe 2.0), cybersecurity, the prevention of
sexual misconduct and harassment, and corrup-
tion prevention.
Global mobility, emergencies, and National
Society engagement (talent engagement)
Talent identification and acquisition, staff mobil-
ity, Human Resources in Emergencies, and
engagement with National Societies ensures
that the IFRC has the right and sufficient human
resources to function.
The IFRC achieves its goals through the design,
management and monitoring
of the global acqui-
sition, retention, and redeployment of critical
talent within the organization, building the role of
human resources in emergencies, and extensive
meaningful engagement with National Societies.
In 2022, new initiatives were developed to
improve IFRC recruitment and increase the value
of National Society
engagement through the-
matic funding and staff-on-loan or secondment
arrangements. A new HR in Emergencies func-
tion was established to enhance the services
provided to National Societies.
As emergency operations managers are always
in high demand across the IFRC network, a
Developing Heads of Emergency Operations
programme provides training and certification
for new leaders specializing in emergency
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