NES HR Manager

Location: International
Position Location: Middle East - Jordan

Description

Position:                      NES HR Manager

Location:                     NE Syria

Reports to:                   Hub Team Leader / Technical reporting line to WoS HR Manager

Duration:                     12 Months

About RI:  Relief International (RI) is a leading nonprofit organization working in 16 countries to relieve poverty, ensure well-being and advance dignity. We specialize in fragile settings, responding to natural disasters, humanitarian crises and chronic poverty.

Relief International combines humanitarian and development approaches to provide immediate services while laying the groundwork for long-term impact. Our signature approach — which we call the RI Way—emphasizes local participation, an integration of services, strategic partnerships and a focus on civic skills. In this way, we empower communities to find, design and implement the solutions that work best for them.

Relief International includes the four members of the RI Alliance in the USA, UK, France, and Belgium.  Under our alliance agreement, we operate under a single, shared management structure with one CEO and one Board of Directors.

About our Programs

RI is active in 16 countries around the world, including some of the most fragile: Afghanistan, Bangladesh, Iran, Iraq, Jordan, Lebanon, Myanmar, Pakistan, Philippines, Somalia, South Sudan, Sudan, Syria, Turkey, and Yemen.  Often, RI is the only organization providing assistance to highly vulnerable communities. 

  • RI employs 7,000+ staff and auxiliary workers
  • 97% of staff are in-country nationals
  • We only have some 90 ex-pat staff out of 7,000+
  • RI spent $125 million in 2019 on our programs.

RI invests in four broad program sectors:  Economic Opportunity, Education, Health, and Water, Sanitation and Hygiene (WASH).  We design our programs to incorporate The RI Way:  local participation, integrated programming, the development of civic skills, and partnerships including with local NGOs, governments, and the private sector.

RI supports solutions that reinforce and improve upon existing in-country systems. Where such systems do not exist or are chronically underperforming, RI’s crisis response lays the foundation for long-term, sustainable change. 

Position Summary:                      

The Hub Human Resources Manager (HHRM) will lead, develop and strengthen all HR functions in order to provide efficient and effective HR support to the mission programme – with a special focus on effective recruitment, staff development, remuneration and performance management. The HHRM will  support the efforts of the Deputy Hub Team leader  & WoS HR Manager to determine how the workforce may be best managed, motivated, and their capabilities developed to achieve strategy targets and support operational agility. In Coordination with the WoS HR Syria t he HHRM is an effective advisor and educator on HR matters, including issues of RI key organizational policies. 

Position Duties and Responsibilities:

HR Strategy:

  • Implement the HR hub strategy and ensure alignment with the WoS Country Strategy.
  • In collaboration with the deputy hub lead and WoS HR Manager, lead the development of staffing and recruitment plan to ensure that each team is staffed appropriately, according to the need and funding availability, in an efficient and timely manner.
  • Ensure the consistent implementation of HR and administration policies and procedures across the hub offices and sub offices
  • Work on achieving WoS country HR objectives and report on monthly basis

Recruitment

  • Ensure staff hiring is conducted efficiently and in compliance with RI’s policies.
  • Ensure a transparent, timely and efficient recruitment process as per the approved recruitment standard operating procedures (SOP)
  • Ensure pre-employment requirements are submitted and personnel file with documentation according to HR checklist is opened for new staff on a timely basis.
  • Ensure that all staff have undergone and efficient orientation/induction programme
  • Maintain and regularly update HR Directory/contact list with staff details.
  • Ensures job ToRs are based on efficient processes; all employee job profiles are aligned with business imperatives for success in the short-, medium- and long-term.

Compensation, benefits and performance evaluation

  • With coordination of the WoS HR Manager assist in the periodic salary review and analysis where needed, review and revision of new salary structure, as appropriate.
  • Ensure the timely and efficient payroll preparation for accurate data on donor code, number of days, benefits.
  • Ensure the proper and accurate tracking of leave.

Employee Relations

  • Help maintain a healthy and empowering office environment that encourages open, honest and productive communication.
  • Ensure the timely processing of new contract, contract extension, staff transfer, promotions and other change of status for both direct & indirect staff.
  • In consultation with WoS HR Manager manage processes related to disciplinary actions, staff separation, and termination.
  • Respond to employee related queries and provide services to all HR related inquiries and requests.
  • With WoS HR Manager support keep Hub employee handbook updated and constantly communicate it, along with other HR policies to staff.
  • Make sure that employees’ files are always auditable as per RI standards and any relevant donors’ requirements.
  • Ensure compliance to RI policies, procedures, systems and donor regulations as well as ensuring correctness of necessary documentation such as timesheets, leave forms, payrolls and exit interviews.

Performance Management & Training

  • Monitor the evaluation processes at all stages and ensure that staff and supervisors complete the review process in a timely manner.
  • Provide guidance to supervisors as they complete evaluations, help supervisors find effective coaching methods that work for specific issues including identifying areas of poor performance and assisting supervisors to establish plans for improving performance (PIPS), be present during review meetings when necessary.
  • Provide ongoing support to RI Excel users, including responding to various inquiries raised by different employees, clarifying the appraisal forms, methodology etc.
  • Cooperate with RI’s Director of Training and Development & WoS HR Manager to implement capacity building initiatives and motivate staff to participate.
  • Provide training, support and advice to local HR staff.
  • Track competency levels against requirements, works with line managers to determine gaps and ensure adequate and effective training and personnel development programs are in place to provide staff with the competencies (skills, knowledge and personal attributes) required for success in their current and future planned roles  with the support of the WoS HR Manager

Supervision

  • Provide Hub HR team members with information, tools and review task distribution matrix and other resources to improve performance and reach objectives.
  • Liaise with peer agency HR staff in the hub to share knowledge and practices that add value to the HR function and ways to strengthen team management processes.

Qualifications & Requirements:

  • At least 5 years of HR experience, out of them at least 3 years of experience in managerial level.
  • 2-3-year previous experience in an INGO.
  • University degree on social studies or any relevant field.
  • Strong experience of developing and implementing HR policies, procedures and systems.
  • Ability to prioritize and deal with competing demands & complex context
  • Excellent command of spoken and written English and Arabic.
  • Demonstrated excellent computer literacy (Excel, word, internet).
  • Knowledge of Syria context and remote management in fragile settings
  • Excellent organizational, interpersonal and communication skills.
  • A team builder with excellent people skills; culturally sensitive.

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives. 

We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

Relief International is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out diverse backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact. 

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Relief International (RI) is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to RI’s Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct e-learning courses upon hire and on an annual basis.
 

RI Values: 

We uphold the Humanitarian Principles: humanity, neutrality, impartiality and operational independence. We affirmatively engage the most vulnerable communities.

We value:

  • Inclusiveness
  • Transparency and accountability
  • Agility and innovation
  • Collaboration
  • Sustainability

How to apply.

  • To apply for this post, click on the “Apply” button in the job advert page
  • You will be asked to upload a CV and Cover Letter.  The cover letter should be no more than 2 pages long and explain why you are interested in this post with Relief International and how your skills and experience make you a good fit.

Closing date. Please apply immediately we will be reviewing applicants on a rolling basis, therefore may withdraw the position for the job board closing date.

Due to limited resources, only short-listed candidates will be contacted.

Note to external agencies, we will not be accepting CVs from third parties.

Relief International is committed to protecting our staff and the communities we work with from abuse and harm including sexual exploitation, sexual abuse and sexual harassment.

All staff are expected to abide by our Code of Conduct.

Recruitment to all roles in Relief International include a criminal records self-declaration, references and other pre-employment checks, which may include police and qualifications checks.

Diversity, Equity and Inclusion

Relief International is committed to diversity and gender equality, we strongly encourage applicants from the global south and female candidates to apply.





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