Employer Branding & Communication Officer

What we will look for in your profile

• Bachelor’s degree in digital marketing, communication or a related field;
  
• A minimum of 3–5 years’ experience in marketing, communication, employer branding or HR marketing, ideally in an international, non-profit, or humanitarian setting;
  
• Fluent in English. Fluency in at least one of the ICRC’s other working languages (French, Arabic, Portuguese, Spanish) is a strong asset;
  
• Solid knowledge of Applicant Tracking Systems (ATS), LinkedIn hiring tools and talent search, Customer Relationship Management (CRM) tools, Content Management Systems (CMS) and Canva;
  
• Ability to interpret basic analytics (e.g. campaign performance, pipeline data, conversion rates) and translate them into actionable improvements.
  

• Roll out global talent engagement and employer branding strategies, aligned with ICRC recruitment needs, using a customer-focused and data-informed approach;
  
• Manage and optimize our global presence on key digital platforms (e.g. LinkedIn, job boards, career platforms, virtual events), in close collaboration with Global Communication and HR teams;
  
• Create and adapt content for talent audiences (e.g. social media posts, career newsletters, staff interviews, videos, event materials) in line with ICRC brand and tone of voice;
  
• Build, nurture and engage diverse talent pools for priority profiles through digital campaigns, talent communities and targeted outreach;
  
• Contribute to the internal communication plan of the People division, ensuring clarity, coherence and consistency of messages related to people, culture and talent topics;
  
• Support the preparation and organization of internal events and meetings for the division (e.g. townhalls, community calls), including agendas, presentations, speaking notes and follow-up messages;
  
• Advise HR Business Partners, recruiters and hiring managers on regional talent engagement strategies, talent market dynamics and audience-specific channels;
  
• Share best practices in employer branding and talent attraction and contribute to capacity-building for HR colleagues (tips, toolkits, templates, guidelines);
  
• Use data and market insights (ATS, LinkedIn, campaign analytics) to monitor the performance of outreach and employer branding activities;
  
• Track and report on activities and outcomes on quarterly and annual basis, providing concrete recommendations for improvement;
  
• Foster collaboration with teams and units within the People division, with delegations in the regions, and with partners from the Red Cross and Red Crescent Movement and other humanitarian organizations.