JOB SUMMARY

Head of Human Resources will lead and facilitate the development of a highly effective, strategic HR function that ensures the organization has the structure, culture and talent needed to deliver on program goals and effectively serve its clients.

HHR will direct the delivery of key HR services and infrastructure in line with CARE strategy for efficient and effective services at multiple levels. They will drive the implementation and adaptation of HR global and regional initiatives and practices across CARE Syria.

They will serve as advisor and counsel to maximize staffing resources and performance, ensure efficiency of work processes, and contain institutional risk. S/he will model the organizational values and will support colleagues to understand and live these values.

They will identify and built capacity for national staff to take over the mid and senior level positions across the CO.

Functions include but are not limited to strategic planning & management, providing consultation to management on strategic staffing plans, budgets, recruitment, compensation, benefits, training and development, labor relations and HR administration.

HHR will also have primary responsibility for assisting in development, coordination, and implementation of Human Resource policies and procedures; Ensuring legal and donor compliance and monitoring of evolution of labour laws in all operational areas.

They will serve on the CO Senior Management Team.

The function reports to the Country Director but is matrix managed by Deputy Country Director who is in charge of CARE's operations in North East Syria which is where the role is based.

RESPONSIBILITIES

1. HR STRATEGY AND FRAMEWORK

·Support management in translating operational needs and challenges into local HR strategy and priorities.

·Understand the regional and CO HR strategy and oversee its implementation into specific programmes, plans and projects; act as an implementing partner and change agent.

·Ensure the correct execution of all initiatives within the CO contributes to the local and regional thinking regarding HR frameworks (incl. processes, policies and guidelines) and provide feedback on compliance, feasibility, applicability and improvement.

·Responsible for the elaboration and the adequate application of local HR processes, policies and procedures within the CO, ensuring legal and national compliance framework for the HR files

·In close coordination with the management of the CO is responsible to set-up, adjust and update all aspects of the HR.

·Facilitate the collaboration and communication between the CO and concerned HR units at HQ and in the region.

·Contribute to capturing and sharing of best practices and knowledge within the CO and with the region

·Maintain regular collaboration with the staff committee in the CO and in the sub-sites.

·Maintain a network with HR counterparts from other organisations.

·Advise, coach and assist the Line Managers in the execution of their people management accountabilities.

·Ensure internal controls are put in place and regular HR audits are carried out with the aim to improve the quality of HR management.

2. STAFF MANAGEMENT AND CAPACITY BUILDING

·Observe, analyse and assess the capacity of the HR staff and put in place a plan for building their capacity, through training, mentoring and on the job learning.

·Work closely with the HR staff to support them and guide them on day to day HR tasks and responsibilities, including but not limited to recruitments, contracts, inductions, administering policies and disciplinary procedures, Performance Management process, leave managements and payroll.

·Support and advise the CO Managers on HR related issues, and as necessary plan and implement training and capacity building for managers.

·Support the CO efforts in the capacity building of local partners

3. RECRUITMENT, SELECTION, HIRING AND ONBOARDING

·Develop and maintain a solid knowledge of local labour market and recruitment channels as well as an overview of the availability of local talents, in close collaboration with the HR Coordinator and Senior HR Officer.

·In close collaboration with the relevant HR units at HQ and the region, define and ensure the proper execution of recruitment procedures and guidelines for the CO

·Supervise and validate the recruitment of HR staff.

·Ensure the proper selection process, providing interview training when necessary.

·Participate to interviews and discussion of employment conditions with candidates.

·Oversee the administrative process (final offer (incl. salary), drafting of individual employment contract etc

·Ensure the integration (on boarding) for all new staff and improve the on boarding process if necessary.

·Ensure the timely establishment of job descriptions and support Line Managers in formulating position responsibilities and incumbent requirements.

4. PERFORMANCE, CAREER & SUCCESSION MANAGEMENT

·Ensure the consistent use of the performance management framework.

·Advise and coach line managers on how to manage performance (including the identification and follow up of high and low performers).

·In collaboration with the Line and CO management, guide the employees for career prospects

·Exchange and share regularly with the Regional HR Business Partner and other counterparts in the region on TDYs and staffing needs in the region

·Advise international employees on various HR issues and refer to other HR service providers if needed.

·Promote the concept of professional development and answer individual queries.

·Oversee the execution of training guidelines and its coherent application.

5. COMPENSATION, BENEFITS and ADMINISTRATION

• Responsible for adequate use of function description and salary grades within the country office
• Implement employee tax obligations and employer procedural requirements
• Implement overtime compensation rules (night working hours, public holidays, etc.) in accordance with labour law and internal guidelines.
• Responsible for the review and approval of the monthly payroll for the national staff
• Define and propose benefits package in accordance to CARE minimum standards, local labour law and labour market comparators
• Oversee, assess and implement the local medical insurance scheme established for the staff and their dependents .
• Define per diem rules and allowances systems (legal and internal).
• Define special employment conditions (financial and others) during operational emergencies .
• Validate leave and absence management rules (annual leave, accidents, sickness, family event, training, maternity)
• Draft and sign employment offer letters for national staff.
• Ensure proper dissemination/explanation and signatures of staff regulations and annexes by all staff members.
• Ensure that individual personnel files comply with standard structuring and that they are regularly updated
• Ensure the archiving of HR documents/payroll information in accordance to local legal obligations and organizational guidelines

6. STAFF WELFARE, SAFETY AND EMPLOYEE RELATIONS

• Work closely with Safety and Security Manager and SMT to ensure that the welfare and both physical and mental health needs of staff are met
• Ensure that potential health risks are identified and pro-actively dealt with in a timely basis.
• Arrange for psychosocial support for staff and consultants.
• Act as focal point on SEA prevention and investigate any alleged incidences of SEA, Code of Conduct or other forms of abuse in CARE's program and team.
• Promote and ensure equity of treatment of CARE staff (ethnical/religious diversity, gender equality, etc).
• Promote a formal, constructive and transparent dialogue between employees and the management.
• Maintain a positive relationship with the staff representation system for national staff.
• Advise employees in their HR relations with the CO (problems that arise out of or affect their work, conflicts/tensions).
• Advise, coach and support the managers in conflict management and prevention and participates as a mediator, as needed.
• Ensure that the disciplinary actions are taken in compliance with local legal frameworks and institutional policies (e.g. Code of Conduct).
• In collaboration with the Regional HR Business Partner, advise, coach and support the CO on disciplinary measures.

QUALIFICATION

• 7 years management experience, 5 years preferred in an International NGO in a similar capacity.
• Proven experience working in an HR management capacity with large multi-cultural teams.
• Demonstrated knowledge of performance management systems and performance evaluation.
• Exceptional interpersonal communication skills.
• Strong organizational and time management skills.
• Computer literacy.
• Fluency in English language.
• Knowledge of Syria/NES context, laws and customs.
• Proficiency in Arabic or Kurdish languages.