Position Description

HR Manager - Occupied Palestinian Territory (oPt)
Location International
Job Code 2103
# of Openings 1
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HR Manager, Occupied Palestinian Territory (oPt)


Cairo and Ramallah



Job Family and Grade

 Professional Family

Pre hire checks

This role is classified as requiring standard pre-employment checks /enhanced due diligence


1.          Scope



Human Resources

Reporting to:

Country Director

Direct reports:

Local HR Team

Budget responsibility:


Relationship management

Technical reporting line to Regional HRD


2.          Context


About Relief International

Relief International is an international non-profit organization that partners with communities impacted by conflict, climate change and disaster to save lives, build greater resilience and promote long-term health and wellbeing. Our team of more than 7,000 staff and local volunteers work in 15 countries across Africa, Asia, and the Middle East, providing Health and Nutrition, WASH (Water, Sanitation, and Hygiene), Education and Livelihoods programming that creates the foundation for community resilience. We do this by working with local actors to develop safe and inclusive local programming that is evidence based, conflict sensitive, climate smart, and reaches those in need.


About our Country Program

Relief International was operational in OPT starting in 2007, and after entering hibernation period in

2017, we have recently reactivated our operations at the end of 2023. Relief International is currently building its response to the current and evolving situation in both Gaza and the West Bank through both a direct implementation and partnership approach. Relief International’s programming in OPT follows Relief International’s global strategy with Health as a central focus with components linked to our work in Health through the sectors of WASH, Protection, Education and Livelihoods. The context in OPT is extremely dynamic and requires focus on nexus programming that brings together both humanitarian service delivery combined with systems strengthening and longer-term programming.


3.          Job Profile


As the Human Resources Manager, you will initially be the setting up the HR department in oPt together with the upcoming national HR staff with the support of the Regional Support Office (RSO).

The HR Manager is responsible for providing leadership for the HR function for staff members across RI’s oPt program. You will oversee the efficient execution of daily HR operations in line with established policies and procedures for our OPT. You'll also play a pivotal role in shaping the strategic direction and long-term growth of the HR department.

The role will involve managing and coordinating HR functions and activities to ensure compliance with organizational policies and legal requirements. Additionally, you'll contribute to the continuous improvement and development of HR processes and systems to enhance overall efficiency and effectiveness.

You will take charge of ensuring smooth day-to-day HR operations, working closely with team members to address any challenges and streamline processes. Your leadership will be crucial in driving strategic initiatives and fostering a culture of continuous improvement within the HR department.

4.          Key responsibilities


Accountability and Complexity

In this role as HR Manager for OPT, you'll be accountable for maintaining a thorough understanding of the unique socio-political landscape and legal framework in the region. You'll navigate complex challenges related to compliance with local regulations while upholding organizational values and international standards. Additionally, you'll demonstrate autonomy in decision-making, balancing the need for operational efficiency with sensitivity to cultural and geopolitical factors. Your ability to lead and collaborate effectively amidst these complexities will be critical in ensuring the success of HR initiatives and the overall mission of the organization in this challenging context.


Strategic HR Management and leadership:

·       As a member of the Senior Management Team (SMT), lead and advice on workforce needs and identify human resource and competency gaps.

·    Engage proactively in proposal design, grants and review meetings, providing guidance on organizational structure, defining positions and conduct staffing analysis. This to ensure a robust HR framework to uphold program quality effectively.

·       Establish and review benefit plans and packages

·   Ensure the highest standards of behaviour inside and outside of work promotes the values in RI’s code of conduct and safeguarding policies

·       Be a model for ethical conduct standards for other team members

·       Embrace diversity, and model inclusive and equitable behaviour.

·      Ensure own actions and the actions of the teams’ members they manage do not adversely impact the safety of the RI team and the vulnerable communities we serve

·       Ensure donors, partners and communities are aware of RI conduct and reporting mechanisms

·       Ensure safeguarding is embedded in all the work we do

·       Be responsible for ensuring a culture and systems in place for reporting


Recruitment and Talent Acquisition:

·       Lead the recruitment process of national staff, ensuring alignment with organizational goals and values.

·       Develop and implement recruitment strategies to attract top-tier talent

·       Collaborate with stakeholders to define workforce requirements and identify talent needs

·       Provide guidance and support to hiring managers throughout the recruitment cycle

Employee Relations:

·       Manage overall employee relations strategy and execution

·       Ensure compliance with HR policies and procedures across the organization

·       Serve as a focal point of contact for HR related inquiries and issues

·       Foster a positive and inclusive work environment through effective communication and support

·       Implement initiatives to promote employee engagement and satisfaction

·       Ensure timely processing of all HR related data and records through RI systems and as per policies

·       Address employee queries promptly and aid with all HR-related inquiries and requests.


Training and Development:

·       Develop a comprehensive training and development strategy aligned with organizational objectives

·       Identify skills gaps and training needs across the workforce

·       Design and deliver training programs to enhance employee capabilities and career growth

·       Evaluate training effectiveness and adjust programs as necessary

·       Provide coaching and mentorship opportunities to support ongoing development


Performance Management:

·       Establish and oversee performance management process and systems an per RI’s policies

·       Set clear performance expectations and goals aligned with organizational objectives

·       Provide feedback and coaching to support performance improvement


Compliance and Legal Requirements:

·       Develop and maintain HR policies and procedures in compliance with legal and regulatory requirements in country

·       Monitor changes in legislation and ensure organizational compliance

·       Conduct regular audits to assess compliance with policies and procedures

·       Provide training and guidance to employees and managers in HR related compliance responsibilities

Behaviour and conduct

·       Ensure that behaviour inside and outside of work promotes the values in RI’s code of conduct and safeguarding policies

·       Acts with integrity and holds themselves accountable for being respectful, inclusive and professional

·       Reports any concerns


5.          Person Specification

Skills, knowledge and expertise required for the role.

Essential criteria

·       Between 6-10 years of international HR experience, preferably in the Middle East Region

·       Minimum of 3 years of experience in strategic managerial level.

·       At least 5 years previous experience in an INGO.

·       Knowledge of oPt context and remote management in fragile settings

·       Previous experience in emergency set up in high security/conflict context

·       Demonstrated experience in implementing HR policies, procedures, and systems.

·       Ability to to analyze complex organizational challenges and present innovative solutions

·       Excellent command of spoken and written English, proficiency in Arabic is an asset

·       Demonstrated excellent computer literacy (Excel, word, internet).

·       Ability to prioritize and deal with competing demands.

·       Excellent organizational, interpersonal and communication skills.

·   This position demands a dynamic individual with a demonstrated ability to achieve results in a demanding and fast paced environment.

·       A team builder with excellent people skills; culturally sensitive.

·       Solution and problem solving oriented


6.          RI Values


Guided by the humanitarian principles of humanity, neutrality, impartiality, and independence, as well as “Do No Harm,” Relief International Values:

·                Integrity

·                Adaptability

·                Collaboration

·                Inclusivity

·                Sustainability

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