WOS HR Coordinator

WOS HR Coordinator

WOS HR Coordinator

ABOUT Relief International:

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.

RI includes the four corporate members of the RI Alliance: RI-US, RI-UK, MRCA/RI-France and RI-Europe. Under our alliance agreement, we operate as a single, shared management structure.

Position Summary:

Under the direct supervision of the WOS HR Manager the WoS HR Coordinator is responsible for transparent implementation of HR functions in RI Amman and support other offices (NWS & NES), effective delivery of HR services. The HR Coordinator will interpret and applies HR policies, rules and regulations, support in establishing internal procedures, and provide innovative solutions to a broad spectrum of complex HR issues.

ESSENTIAL RESPONSIBILITIES AND DUTIES

Employee Relations

• Ensure follow up for timely processing of new contract, contract’s extension, staff transfer, promotions, and other change of status in full alignment to RI policies for both Amman based staff.
• Respond to employee related queries and provide ensure being reference to all key organizational policies.
• Make sure that employees’ files are auditable always as per RI standards and any relevant donors’ requirements and in country regulations.
• Ensure the consistent implementation of HR policies and procedures
• Ensure full compliance with the administrative agreement in relation to HR section such as but not limited to staff awareness/policies sessions are completed within two weeks of joining, signed attendance lists are available, tracking staff refresher sessions, due diligence and enhanced due diligence related to recruitment process… etc

Compensation and benefits

• In collaboration with the Programs & Finance Department, supervise the perpetration of the payroll for Amman team (including regional), by follow up of leave records, timesheets and any change of status related to indirect staff, PAFs for national/direct staff and ensure accuracy of submitted payrolls including benefits
• Ensure all needed support documents (such as time sheets, leave records) with the Finance Department for duly preparation of monthly payroll.

Training & Performance Management

• Cooperate with WoS HR Manager on staff training and ensure tying training objectives to training opportunities, this will require review and follow up on goal setting for all staff with anticipated quality
• Collaborate with the line managers in the identification of available trainings and follow up of attendance records for the three hubs ( Amm, NES and NWS)
• Promote and monitor staff care and well-being.
• Conduct & Support other hubs on the awareness session on RI Excel (performance Management) system for newcomers and provide support on timely manner
• Ensure RI excel Tracker are updated and reminder for staff are sent on time.
• Capture all training conducted outside the LMS by having attendance records
• Ensure adding the new staff on the system and follow up on OD&T objectives

Recruitment and Change of Status:

• Ensure conducting any recruitment processes based on the approved SOP
• Audit and review recruitment process with coordination of HR focal points in the other hubs and participate with interviews, selection…etc when needed.

Field Visit:

• Based on approved TOR in coordination with the Hub Team leader and under the supervision of the WoS HR Manager, conduct field visits based on the need

Safeguarding

• Uphold and promote RI’s commitment to ensuring the safeguarding and safety of the vulnerable communities we serve.
• Consistent with RI’s safeguarding and protection policies, ensure all people who come into contact with Relief International are as safe as possible.

QUALIFICATIONS & SKILLS REQUIREMENTS

This position will require a demonstrated ability to achieve results in a demanding and fast paced environment.

• At least 3 years of HR experience, out of them at least 2 years of experience in managerial level.
• University degree on social studies or any relevant field. Any HR previous training will be an asset.
• Demonstrated experience in implementing HR policies, procedures, and systems.
• 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
• 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

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

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.

RI Has a zero-tolerance policy towards any behavior that violates its code of conduct, including sexual harassment, exploitation, abuse, as well as lack of integrity, corruption, and fraud. RI also adheres to strict safeguarding principles.

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