HR Officer

Syria

HR/QM

Finished or Exempted (For male)

KEY RESPONSIBILITIES (Technical, Leadership, People and Resource management)
Recruitment, Induction, and Contracts Management
• Coordinate support, and facilitate delivery of timely recruitment and selection processes
• Ensure completeness of all recruitment documentation (from staff requisition to filed signed contracts and contract amendments).
• Coordinate and facilitate all on boarding processes and have signed completed schedule filed for reference. This include ensure new staff undertake all mandatory courses. Welcome new and transferred employees ensuring that they have the tools and knowledge needed to perform their job properly and get engaged within the Organization, Assuring the proper arrangements of new staff equipment’s (ID, laptop, phone …Where applicable)

• Timely coordination with the HR Manager in terms of contract extension, end of contract notice and new contracts.
• Track and monitor Volunteers and Site Engineers contracts along with HUB Field Officer and all needed documents (paper & electronic files), and ensure payments along with Finance Departments on time
• Prepare and issue service contracts and volunteer agreements in line with required approvals
AM/CHRM
Benefits and Compensation
• Ensure applicable reward policies (R&R, TOIL, HTW etc) are communicated to all staff, keeping updated of change at all times
• Timely processing monthly payroll changes and submit the same to the payroll focal point
• Advice and participate in benchmark processes with purpose of maintaining adequate, affordable and attractive reward package.
• Ensure all staff in your respective location have all details related to Social security payments
Performance Management
• Coordinate and facilitate Let’s Talk processes to ensure each staff has agreed annual performance objectives with clear deliverables, clear success measures, and Learning development.
• Review all completed Performance review and develop Training Program based on the feedback
• Make follow up on performance related gaps as reported from the Let’s Talk sessions in coordination with the CHRM and AM.
• Provide periodic orientation session to staff so as to understand application of various forms of Let’s Talk and how this is linked to JPs
• Ensure timely probation appraisal and implement required action.
HR Data Management and Reports
• Timely updating of GOLD in accordance with OGB standards. Ensure data entered into the system is 100%.
• Monthly updating of Organogram to reflect Payroll and GOLD system data.
• Updating of Physical file and ensure all required documents are in the hard copy file and in the GOLD system.
• Prepare monthly HR reports by 5th of each month, this will include Staff List Tracker, Let’s Talk Tracker, Field Audit Tracker, Leave Tracker, Timesheet Tracker, Absence tracker and recruitment tracker sharing all information with HR Manager
• Maintain a file containing job descriptions, staff employment contracts and other relevant documents, based on guidance provided by the HR Manager and required by Law.
Policies Implementation and Compliance
• Awareness creation for Code of Conduct and all 17 policies attached to it. Conduct periodic refresher
• Ensure application of staff handbook in decision making to enable consistency, fairness, and equity.
• Communicate need for change to any locally developed policy to the Country HR Manager
• Implementation of HR minimum Standards as per the guidance provided by the Country HR Manager from time to time.
Employee Relations Matters
• In Coordination with the Country HR Manager manage employee relations disputes, complaints and conflicts in a professional manner with the aim of empowering employees and supervisors to have the necessary tools, resources and knowledge to resolve conflicts in a positive reinforcement manner
• Through weekly team meetings remind staff on teamwork, grievances resolution and values of Oxfam
• Report all Employee Relations Matters to the Country HR Manager or through whistleblowing channels.
Staff Development, Succession Plans, and Exit Management
• Coordinate all training and development needs, succession planning and talent management, morale and motivation building, culture and attitudinal development.
• Lead exit management process to ensure seamless and smooth transition for departing employees.
• Conduct exit interviews with exiting staff, generate exit reports, analyze the gaps and share outputs with HR manager and other stakeholders and suggest improvement plans.
• Management of organisational culture as per the Oxfam Values, report any matter contravene with Oxfam values and Policies.

The ad will be closed after two weeks.

Oxfam is an international confederation of 17 organizations networked together in more than 90 countries, as part of a global movement for change, to build a future free from the injustice of poverty.

In Syria :
While Oxfam has been present in the region since 1970, it began operating in Syria through its Damascus based presence in July 2013. Since then, Oxfam has been responding to both the urgent WASH needs for vulnerable people, and has been working on the rehabilitation of water systems in order to provide durable, more sustainable solutions to the affected populations. Interventions implemented under Oxfam's WASH Programme include: Provision of Acute Emergency Life-Saving WASH Services, Rehabilitation of Water Systems, Hygiene Promotion and Water Conservation, Capacity Building and Training, and Improved Emergency WASH Coordination. To date, Oxfam has been worked in 10 governorates, seeking out to over 2.5 million beneficiaries.

Oct 21, 2024

Required

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