Head of HR – GOAL Syria (Jordan / Turkey)

General Description of the Programme: GOAL is an international emergency and development NGO dedicated to alleviating the suffering of the poorest and most vulnerable. GOAL was established in 1977 and is currently operational in 14 countries world-wide. GOAL began operations within Northern Syria in 2012 responding to the acute needs of conflict affected communities with a support structure based in Turkey and Jordan.GOAL’s work in Northern Syria is primarily in Idleb Governorate and Northern Aleppo Governorate. The program focuses on Food Security, WASH, Livelihoods and Emergency response with a growing emphasis on cash and voucher modalities. GOAL implements directly, with over 600 staff based in Syria, Turkey and Jordan, as well as through Syrian NGO partners.

Job purpose:

The Head of Human Resources (HR) will plan, lead, direct, develop, and implement the HR policies, processes, initiatives, and HR staff to support GOAL’s HR strategic and compliance needs for GOAL Syria (Syria, Turkey, and Jordan). Oversee the administration of HR programmes including, but not limited to, compensation, benefits, performance, and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. The Head of HR is part of the senior management team.

Responsibilities

Responsibility #1: Human Resource Strategy, Policies, and Planning• Work collaboratively with SMT, heads of departments, HR team, HR HQ and other stakeholders to maintain an organisational culture in line with GOAL’s values and goals.• Maintain a high-quality and efficient HR function, including appropriate technology, systems and tools, including the use of metrics and people data to inform key decisions. Develop, implement and monitor HR Key Performance Indicators (KPIs).• Guides management and employee action by formulating and recommending Human Resources policies and objectives for GOAL. Partners with management to communicate Human Resources policies, procedures, programmes and laws.• Ensure that HR processes and regulations remain compliant with labour law, GOAL policy, donor requirements and best practice.• Designs, directs and manages a process of organisation development that addresses issues such as strategic workforce planning and key employee retention. Lead a strategic workforce process that evaluates structure, job design, and personnel forecasting throughout GOAL Syria.• Supports management by providing HR direction, advice and counsel.• Maintains knowledge of trends, best practices, regulatory changes and new technologies in HR, talent management and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.• Leads the development and implementation of HR Department goals, objectives and systems.• Work as part of and with SMT to optimize and forward plan organizational structures for maximum operational efficiency• Drive employee engagement in working with leadership to develop effective internal communications strategies, processes, tools and training to promote morale and performance.• Initiate, oversee and coordinate updating HR software systemsResponsibility #2: Lead, Mentor and Manage Human Resource Staff• Responsible for providing effective leadership, coaching and guidance to the HR teams located across the three countries (Jordan, Syria and Turkey) to ensure a skilled, motivated and collaborative HR function• Ensure the proper Implementation of GOAL’s performance management system for direct reports, including individual and project planning, regular feedback, coaching and mentoring, mid-term reviews and annual performance appraisals.

Responsibility #3: Talent Acquisition and Recruitment• Lead HR team in developing and implementing a recruitment strategy, ensuring the right talent is hired at the right time, to meet changing and evolving needs.• Guide the HR team in establishing and maintaining practises and procedures that identify, source, assess, select and hire the best talent, providing hands on support as needed.• Ensure a timely, thorough and consistent onboarding and induction process for new hires.

Responsibility #4: Performance Management and Employee Development• Lead the implementation of the performance management system and employee development/training programs.• Recommend innovative and continual improvements measures for performance evaluations and employee engagement based on learnings.• Lead development and execution of employee engagement and retention strategies, plans, and initiatives including the design and implementation of a training, mentoring and professional development and succession plans.• Ensure all managers and supervisors are trained in objective setting and conducting performance planning, monitoring and evaluation.• Support, monitor and liaise with all line managers to ensure all aspects of the performance management cycle are being conducted regularly and appropriately. Coach and provide guidance to managers in the implementation of a performance improvement process with poor-performing employees.• Develop and implement an employee development/training tracking system that addresses staff training needs (including staff onboarding, needs assessment, management development etc.),

Responsibility #5: Compensation and Benefits• Benchmarking, Analysing, Reviewing and drafting GOAL Syria’s compensation and benefits programs. Balance staffing needs with budgets. Consult with HRHQ, department heads and management, to assess benefits, compensation and compliance needs. Manage annual remuneration reviews for staff and ensure that GOAL’s salary scale and grading structure is appropriate to attract skilled staff.• Liaise with senior management / HR HQ in getting approval for annual pay budgets and changes.• Keep abreast of changing employee benefits regulations, as well as the shifting needs of GOAL’s workforce. Ensure that GOAL’s pay scale complies with local laws and regulations as well as organisational practice• Work with managers to develop and review promotion and retention strategies for existing employees.• Assure timely benefit inductions and other benefits training.• Oversee the processing of timely and accurate monthly payroll for all offices in cooperation with finance. Ensure the correct payment of wages for staff employed in each office, and that correct control levels are maintained and policies and procedures are correctly implemented,• Ensure administrative procedures related to taxes and payment of social security obligations are being followed in compliance with established legal procedures in each country,• Oversee the review and analysis of job descriptions evaluations and classifications• Assess employees needs by conducting organizational surveys

Responsibility #6: Employee Relations and Personnel Administration• Create and implement employee relations policies and procedures to help increase employees’ engagement and job satisfaction.• Promote and provide guidance and oversee employee welfare, wellbeing and health programs.

• Provide strategic support to HR team on employee relations and performance management, ensuring that issues are dealt with in a fair and consistent manner.• In consultation with the legal advisors and HRHQ, resolve complex employee relations issues in a balanced, fair and objective manner, using appropriate counselling, investigative, intervention and mediation techniques. Conducts disciplinary and grievance processes when employee complaints or concerns are brought forth.• In conjunction with external local counsel ensure compliance with labour laws in Jordan and Syria and through the HR Coordinator in Turkey• Ensure Dignity at Work Policy and Grievance Procedure is fully operational and effective in enabling a supportive working environment for staff.• Ensure that the HR team are tracking/monitoring and following up leave database, staff probationary periods and timesheets in a timely manner• Ensure contract terminations are appropriately documented and ensure all monies are paid to the departing staff member.• Ensure the timely & accurate processing of new contract, contract extension, staff transfer, promotions and other change of status.• Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.• Work closely with Internal Audit and Investigations in respect of resolution of identified areas of HR weakness and incidents.

RequirementsEssential

A degree in Human Resource Management and/or Business Administration or any other relevant major• Minimum 7 years’ experience in an HR position.• Minimum 3 years in supervising and managing a HR team• Experience in strategic workforce planning.• Excellent levels of spoken and written English• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.• Excellent interpersonal and coaching skills.• Demonstrated ability to serve as a member of senior management team.• General knowledge of various employment laws and practices.• Experience in the administration of benefits and compensation program• Evidence of working with high levels of confidentiality.• Excellent organisational skills.• Ability to network and utilise contacts.• Ability to work on own initiative and as part of a team.• Results oriented and target driven.• Excellent analytical/problem-solving skills

Desirable

Fluency in Arabic highly desirable.• Experience in working in the humanitarian sector.• Demonstrated understanding of and experience with policies, protocols, and procedures of international NGO’s and donor agencies• Advanced skills on Microsoft productivity programmes (i.e., Excel)• Creative and open to learning.

Accountability within GOALA commitment to GOAL values and GOAL’s integrity framework is critical to working with GOAL. Any candidate offered a job with GOAL will be expected to adhere to the following key areas of accountability: 1) Comply with GOAL’s policies and procedures with respect to safeguarding, code of conduct, health and safety, confidentiality, do no harm principles and unacceptable behaviour protocols; 2) Report any concerns about the welfare of a child or vulnerable adult or any wrongdoings within our programming area; 3) Report any concerns about inappropriate behaviour of a GOAL staff or partner.

Safeguarding

Children and vulnerable adults who come into contact with GOAL as a result of our activities must be safeguarded to the maximum possible extent from deliberate or inadvertent actions and failings that place them at risk of abuse, sexual exploitation, injury and any other harm. One of the ways that GOAL shows this on-going commitment to safeguarding is to include rigorous background and reference checks in the selection process for all candidates.

Equal Employer Statement

Consistent with GOAL’s core values of humanitarianism; integrity; respect; partnership and courage, we place a significant emphasis on equality in our working environment.

GOAL is committed to treating all its employees with dignity and respect and values diversity, which it believes enriches an organisation. To reinforce this commitment, all company activities, policies, practices and procedures are to be carried out in accordance with this global standard.All employees share in the responsibility for fulfilling GOAL’s commitment to equal employment opportunity and equal treatment. GOAL does not discriminate against any employee or volunteer; or any applicant for employment or volunteering on the basis of age, gender identity, ancestry, political opinion, civil status, medical condition, ethnic background, disability, race, religion, sexual orientation, or any other characteristic protected by applicable laws.

GOAL believes that our strong commitment to equal opportunity and equal treatment helps to ensure that there is no unjustified discrimination in the recruitment, hiring, training and development, promotion, compensation, benefits, retention, and discipline of staff and volunteers.GOAL aims to provide a work environment that fosters fairness, equity, and respect for social and cultural diversity, and that is free from discrimination, harassment [and vilification] as determined by applicable laws.

General Terms and ConditionsThis Job Description only serves as a guide for the position available. GOAL reserves the right to change this document.

GOAL has a Staff Code of Conduct and a Child Protection Policy, which have been developed to ensure the maximum protection of programme participants and children from exploitation. GOAL also has a confidentiality policy ensuring the non-disclosure of any information whatsoever relating to the practices and business of GOAL, acquired in the course of duty, to any other person or organisation without authority, except in the normal execution of duty. Any candidate offered a job with GOAL will be expected to adhere to these policies any job offer made is also subject to police clearance. GOAL is an equal opportunities employer.

This Job Description only serves as a guide for the position available. GOAL reserves the right to change this document. Any published closing dates are estimated.; Due to the nature of GOAL’s work we aim to fill vacancies as quickly as possible.; This means that we will close adverts as soon as we have found the right candidate and this may be before the published closing date.; We would therefore advise interested applicants to submit an application as early as possible.

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