2. Roles and responsibilities:

A. Recruitment and Hiring:

• Support departments in planning and implementing recruitment processes according to the approved structure and HR plan.
• Advertise vacancies through appropriate internal and external channels to ensure equal opportunity and broad outreach.
• Review Job Descriptions (JD) and Recruitment Requests (RFS) for accuracy and compliance before posting.
• Manage shortlisting, interviewing, and reference-checking processes, ensuring fairness and transparency.
• Prepare job offers, contracts, and any subsequent amendments in coordination with HR management.
• Ensure that all employee files are complete and accurately archived in both physical and digital formats.
• Conduct onboarding sessions and ensure that new staff receive orientation on IDA policies, Code of Conduct, and HR procedures.

B. General HR Management:

• Ensure compliance with Syrian labor laws and IDA internal HR policies in all HR-related actions.
• Support monthly payroll preparation in coordination with the Finance Department, ensuring accuracy and timely submission.
• Monitor staff attendance, leave balances, and maintain up-to-date records in the HR system.
• Support the performance management process by ensuring timely evaluations and documentation.
• Maintain an updated HR database and ensure secure handling of personal data and confidential information.
• Participate in internal and external audits by preparing and providing required HR documentation.
• Assist in the development and implementation of staff training and capacity-building plans.
• Provide day-to-day administrative support to HR operations and contribute to improving HR workflows

C. Coordination and Collaboration:

• Collaborate with program, logistics, and finance departments to ensure alignment of HR processes with operational needs.
• Contribute to the development and revision of HR policies, internal regulations, and standard operating procedures (SOPs).
• Ensure proper communication of HR policies to all employees and provide clarification when needed.
• Support the HR Coordinator in implementing organizational HR strategies and initiatives.

3. Key Performance Indicators (KPIs):
• Recruitment processes completed within the approved timelines.
• Staff files are maintained with 100% completeness and accuracy.
• Payroll and leave data were submitted with zero critical errors.
• 100% of new employees are oriented on IDA policies and the Code of Conduct.
• Timely completion of annual staff evaluations.

4. Competencies
Competencies are essential to ensure the desired outcomes for the employee and the organization, divided into:

1. Professional Competencies:

• University degree in Human Resources, Business Administration, or a related field.
• Minimum of three (3) years of HR experience, preferably with humanitarian or international NGOs.
• Strong knowledge of Syrian labor laws and local employment regulations.
• Excellent communication and interpersonal skills in Arabic and English (written and spoken).
• Proficiency in MS Office, Outlook, and HR management software.
• High attention to detail, accuracy, and organizational skills.
• Ability to work independently and manage multiple priorities under pressure.
• Commitment to confidentiality, integrity, and humanitarian principles..

2. Contextual/Specific Skills and Experience:

• Understanding of the humanitarian and social context in Syria.
• Demonstrated ability to collaborate effectively with local authorities, communities, and partners.
• Capacity to provide HR advice and support in multicultural environments.

3. Behavioral Competencies:

• Integrity, accountability, and respect for diversity.
• Problem-solving and a proactive attitude.
• Team spirit and constructive communication.
• Ability to adapt to change and maintain professionalism under pressure.

4. Other Requirements:
• Participation in organizational training and capacity-building activities as needed.
• Full compliance with IDA policies, procedures, and ethical standards.
• Respect for confidentiality and data protection at all times.
• Adherence to local labor laws and internal HR policies.