HR Coordinator At Social Development International

Brief of SDI

Social Development International SDI is a non-profit NGO established in 2015 and daily registered in Turkey, which provides humanitarian assistance to affected people in Syria. SDI services are covering northern Syria areas through its programs which are SNFIs, health, nutrition, education, WASH, protection, FSL, and CCCM. Currently looking for a qualified HR Coordinator.

Purpose of the position:

The Human Resources Coordinator Officer is responsible to effectively support implementation of the main functions of HR, which are mainly focused on staffing activities, payroll management, performance management, contract administration, support the proper management of HR safeguarding management, facilitate the staff relations, and supervise the archive system.

Line Manager: Human Resources Manager.

Communication and Coordination structure of the position:

The Senior Human Resources Officer responsible to communicate and Coordinate with the relevant stakeholders within the Organization including HR team of Turkey and Syria and teams of other departments and programs

• Support departments including Logistic and Procurement, Media, Partnership and MEAL.
• Program Teams including education, Health and Nutrition, Shelter and WASH, Protection.
• Management of Syria office.
• Donors and Partners when required

Responsibilities:

• Staffing and staff induction

Supervise the staffing activities including checking requirements of job posting and reviewing needed JDs, communicating with media department to publish the job announcements, efficiently being involved within the applicants screening, coordinate candidates communication, supervising interviews and its coordination, ensuring the no bias principle in all staffing activities, facilitate technical test when required, coordinating job offers, effectively Support the HR Syria staff to conduct their responsibilities in regards of staffing function, ensure that all HR staff all well informed and well trained on staffing policies and SoPs, monitor the recruitment tracker, and ensure that all staffing activities are well organized, documented and archived according to the archive system .

Facilitate induction activities of new hires and monitor their personnel files and documents, ensure proper induction of CoC and policies, and ensure that new hires properly sign the induction documents, supervise all induction activities and monitor the induction tracker, supervise the induction achieve.

• Performance Management – PE

Facilitate the performance evaluation processes, monitor the probation period evaluations, and ensure the no bias principle in all PE activities, facilitate the PE staff communication, effectively manage the HR staff delegation on all PE related responsibilities, ensure that all PE files are well archived according to the archive system.

Facilitate and coordinate all corrective actions, ensure the no bias principles in any taken corrective action, report any misuse of authority against any staff.

Facilitate any suggestion of reward and ensure that the decision on such regards is no biased. .

• Payroll management

Facilitate the monthly payroll preparation, supervise the HR staff to ensure proper preparation of the payroll files, ensure that all contract amendments are reflected within the monthly payroll, including promotions and staff transfers, ensuring that all resignations and contract terminations are reflected, ensure the proper reflection of staff allocations, ensure full reflection of staff attendance and monitor staff leaves and its reflections on payroll files, facilitate the proper communication with the key staff of the concerned units.

• Safeguarding Management

Being actively involved in all assigned issues of staff whistleblowing and grievance, facilitate assigned investigations and report any violation against staff or any misuse of authority, ensure the no bias principle of all safeguarding assigned cases.

Ensure proper inductions, orientation sessions, and refreshment trainings on policies of CoC, PSEA, anti-harassment, and whistleblowing.

• Contract administration and archive Management

Supervise timely management of contract amendments including extensions and terminations, ensure proper reflections of staff transfers and promotions on contracts, ensure accurate management of resignations files including staff clearance and assets delivery in coordination with logistic staff.

Ensure proper follow up of personnel files according to the personnel folder index

• Training and development

Supervise the training and development activities, including full documentation of external trainings and training requests, facilitate internal training activities, conduct safeguarding trainings when required.

Note: Modifying certain tasks as per the Human Resources Department’s preferences is a viable option.

Competencies of the position:

Education and Trainings:

• University degree preferably in a related subject such as Management Studies / Development / Business Administration or in a related technical subject.

Experience:

• At least 4 years experience in Human resources position working in humanitarian context.
• At least one year experience in supervising HR teams in Syria.
• years in Administrative positions is an advantage

Languages

• Proficient knowledge of English is required.
• Knowledge of Arabic is an asset

Skills

• Communication skills
• Teamwork
• Responsibility
• Dependability
• Leadership
• Flexibility and Patience
• Analytical skills
• Motivation, Creativity and initiative
• Stress management
• Conflict Resolution and problem solving
• Time Management and meeting deadlines

SDI Commitment on Child Safeguarding – CPS

Actions of Child abuse and exportation violate the universally recognized international legal norms and standards. Thus, SDI considers such actions as serious misconduct, which will constitute grounds for major measures, including summary dismissal and criminal prosecution. SDI prohibits sexual exploitation and abuse of Children and proved cases of such will be meet with Zero tolerance by SDI management.

SDI is an organization working with vulnerable populations, including children, both directly and indirectly. Thus, SDI has a moral responsibility and a duty to protect children within the population that we serve from both intentional and unintentional harm. SDI understands that all staff needs to be aware of this policy even though many of the staff may never have unaccompanied contact with children or young people through their work. It is not possible to eliminate risk entirely, but we are obliged to develop strategies and mechanisms to reduce the risk.

SDI Commitment on Protection of Sexual exportation and Abuse – PSEA

The actions of SEA violate the universally recognized international legal norms and standards. Thus, SDI considers such actions as serious misconduct, which will constitute grounds for major measures, including summary dismissal and criminal prosecution. SDI prohibits sexual exploitation and abuse (SEA), and proved cases of such will be meet with Zero tolerance by SDI management.

To the end of meeting with the fundamental values of SDI, this policy is designed to address the behavior of SDI staff, and its collaborators toward the served population and to protect vulnerable populations within the communities served by SDI from any acts of sexual exploitation and abuse which is considered as an element of the accountability that SDI holds towards the served communities.

SDI Commitment on Protection of Sexual Harassments and discrimination – PSHH

The actions of SHH violate the ethical norms and damages the team spirit. Thus, SDI considers such actions as serious misconduct, which will constitute grounds for major measures, including summary dismissal and criminal prosecution if relevant. SDI prohibits SHH, and proved cases of such will be meet with Zero tolerance by SDI management.

To the end of meeting with the fundamental values of SDI, this policy is designed to address the behavior of SDI staff and its collaborators towards one another and to protect staff within the environment of SDI from any acts of sexual harassment and harassment which is considered as an element of the accountability that SDI holds towards its staff.

Safeguarding:

· The position holder is required to commit to SDI’s safeguarding policy, as we will do rigorous background checks to ensure that children are protected from any kind of abuse.

· The position holder is also required to carry out his duties in accordance with SDI anti-harassment policy.