Job ID
49396
Job Title
Employee Relations Coordinator
To work for
Confidential
Country
Syria
City
Damascus
Field of Work
HR/QM
Job Type
Full time
Military service
Not Specified
Minimum Education Level
Not matter
Responsibilities
Principal Accountabilities
Lead and manage the investigation and resolution of employee grievances, disciplinary cases, and appeals, partnering with colleagues on complex, multi-faceted cases. Ensure processes are fair, timely, and aligned with SCI’s values, policies, and legal requirements.
Monitor, analyse, and report on employee relations trends and patterns, identifying systemic issues and recommending improvements to policies, procedures, and practices to maintain a safe, equitable, and supportive workplace to People and Culture Director and SMT. Provide regular updates to the People and Culture Director, Country Director, and Senior Management Team
Provide expert guidance and support to managers on complex employee relations matters, enhancing their ability to manage cases effectively, consistently, and in alignment with organizational and legal standards.
Act as a Subject Matter Expert to the Country Office Senior Management Team on high-risk or sensitive employee relations matters, collaborating with internal or external legal advisors as needed to inform decisions.
Foster strong, trusting relationships with employees at all levels, promoting open communication, collaboration, and a respectful work environment across a diverse workforce.
Actively support preventive initiatives and programs to create an inclusive and safe workplace culture, including training, awareness campaigns, and early identification of risks.
Ensure all employee relations processes reflect SCI’s DEI policies, embedding inclusive practices and cultural competence in investigations, case management, and advisory activities.
Oversee the efficient implementation of final recommendations, maintain thorough and accurate records at all stages of the employee relations process, and prioritize support for all colleagues involved to ensure fair and supportive outcomes.
People Management Responsibility (direct/indirect reports)
Number of people managed in total: N/A
Manager of a team: No
Team Manager (manager of multiple teams): No
Size of Remit
Country Office
Travel Requirements
International travel required: Yes
Percentage of required for travel: Up to 10%
Key Relationships
Internal (excluding direct team and manager)
• Employee Relations Team
• Functional Leaders in the country office
• Country Director
• Senior Management team
• Head of Offices
• HR team
External
N/A
Competencies
Cluster: Thinking
Competency: Innovating and adapting
Level: Accomplished
Behavioural Indicator: Demonstrates flexibility in following processes and procedures while remaining true to the organisation’s values.
Cluster: Engaging
Competency: Networking
Level: Leading Edge
Behavioural Indicator: Builds strong relationships with a broad range of stakeholders.
Cluster: Thinking
Competency: Problem solving and decision making
Level: Accomplished
Behavioural Indicator: Uses data and evidence to drive decision making for quality improvement.
Cluster: Engaging
Competency: Working effectively with others
Level: Leading Edge
Behavioural Indicator: Creates an environment which promotes diversity and does not tolerate discrimination.
Cluster: Engaging
Competency: Communicating with impact
Level: Skilled
Behavioural Indicator: Ensures communications are concise and well-structured.
Lead and manage the investigation and resolution of employee grievances, disciplinary cases, and appeals, partnering with colleagues on complex, multi-faceted cases. Ensure processes are fair, timely, and aligned with SCI’s values, policies, and legal requirements.
Monitor, analyse, and report on employee relations trends and patterns, identifying systemic issues and recommending improvements to policies, procedures, and practices to maintain a safe, equitable, and supportive workplace to People and Culture Director and SMT. Provide regular updates to the People and Culture Director, Country Director, and Senior Management Team
Provide expert guidance and support to managers on complex employee relations matters, enhancing their ability to manage cases effectively, consistently, and in alignment with organizational and legal standards.
Act as a Subject Matter Expert to the Country Office Senior Management Team on high-risk or sensitive employee relations matters, collaborating with internal or external legal advisors as needed to inform decisions.
Foster strong, trusting relationships with employees at all levels, promoting open communication, collaboration, and a respectful work environment across a diverse workforce.
Actively support preventive initiatives and programs to create an inclusive and safe workplace culture, including training, awareness campaigns, and early identification of risks.
Ensure all employee relations processes reflect SCI’s DEI policies, embedding inclusive practices and cultural competence in investigations, case management, and advisory activities.
Oversee the efficient implementation of final recommendations, maintain thorough and accurate records at all stages of the employee relations process, and prioritize support for all colleagues involved to ensure fair and supportive outcomes.
People Management Responsibility (direct/indirect reports)
Number of people managed in total: N/A
Manager of a team: No
Team Manager (manager of multiple teams): No
Size of Remit
Country Office
Travel Requirements
International travel required: Yes
Percentage of required for travel: Up to 10%
Key Relationships
Internal (excluding direct team and manager)
• Employee Relations Team
• Functional Leaders in the country office
• Country Director
• Senior Management team
• Head of Offices
• HR team
External
N/A
Competencies
Cluster: Thinking
Competency: Innovating and adapting
Level: Accomplished
Behavioural Indicator: Demonstrates flexibility in following processes and procedures while remaining true to the organisation’s values.
Cluster: Engaging
Competency: Networking
Level: Leading Edge
Behavioural Indicator: Builds strong relationships with a broad range of stakeholders.
Cluster: Thinking
Competency: Problem solving and decision making
Level: Accomplished
Behavioural Indicator: Uses data and evidence to drive decision making for quality improvement.
Cluster: Engaging
Competency: Working effectively with others
Level: Leading Edge
Behavioural Indicator: Creates an environment which promotes diversity and does not tolerate discrimination.
Cluster: Engaging
Competency: Communicating with impact
Level: Skilled
Behavioural Indicator: Ensures communications are concise and well-structured.
Qualifications
Experience and Skills
Essential
1. HR Experience: Minimum of 7 years of progressive experience in Human Resources, with significant exposure to employee relations.
2. Employee Relations Expertise: Demonstrated experience in handling employee grievances, disciplinary cases, and appeals, ensuring processes are fair, timely, and fully aligned with organizational policies and legal requirements.
3. Advisory Skills: Proven ability to provide expert advice and support to managers on complex employee relations issues, enhancing their capability to handle cases effectively and consistently.
4. Relationship Building: Extensive experience fostering strong relationships with employees at all levels, promoting a collaborative, respectful, and inclusive work environment.
5. Trend Analysis & Reporting: Significant experience monitoring and reporting on employee relations trends to identify systemic issues and inform policies and practices, ensuring a safe, equitable, and supportive organizational culture.
6. Communication Skills: Exceptional verbal and written communication skills, with the ability to articulate complex issues clearly, confidently, and authoritatively to diverse audiences.
7. Analytical Thinking: Strong analytical skills to assess employee relations trends, identify areas for improvement, and support evidence-based decision-making and policy development.
8. Conflict Resolution: Advanced conflict resolution and negotiation skills, with the ability to mediate complex employee relations matters tactfully, impartially, and effectively.
9. Integrity and Ethical Judgment: High level of integrity and discretion, maintaining confidentiality and impartiality at all times while upholding organizational values.
10. Project and Case Management: Strong project management skills, capable of overseeing the efficient implementation of final recommendations, maintaining accurate records, and prioritizing support for colleagues involved.
Education and Qualifications
Essential
• Expert understanding of employment laws and regulations in Syria and/or Jordan.
Desirable
• Qualifications, experience or training in mediation, conflict resolution, or labour law would be advantageous.
• Professional certifications in Human Resources are desirable.
Essential
1. HR Experience: Minimum of 7 years of progressive experience in Human Resources, with significant exposure to employee relations.
2. Employee Relations Expertise: Demonstrated experience in handling employee grievances, disciplinary cases, and appeals, ensuring processes are fair, timely, and fully aligned with organizational policies and legal requirements.
3. Advisory Skills: Proven ability to provide expert advice and support to managers on complex employee relations issues, enhancing their capability to handle cases effectively and consistently.
4. Relationship Building: Extensive experience fostering strong relationships with employees at all levels, promoting a collaborative, respectful, and inclusive work environment.
5. Trend Analysis & Reporting: Significant experience monitoring and reporting on employee relations trends to identify systemic issues and inform policies and practices, ensuring a safe, equitable, and supportive organizational culture.
6. Communication Skills: Exceptional verbal and written communication skills, with the ability to articulate complex issues clearly, confidently, and authoritatively to diverse audiences.
7. Analytical Thinking: Strong analytical skills to assess employee relations trends, identify areas for improvement, and support evidence-based decision-making and policy development.
8. Conflict Resolution: Advanced conflict resolution and negotiation skills, with the ability to mediate complex employee relations matters tactfully, impartially, and effectively.
9. Integrity and Ethical Judgment: High level of integrity and discretion, maintaining confidentiality and impartiality at all times while upholding organizational values.
10. Project and Case Management: Strong project management skills, capable of overseeing the efficient implementation of final recommendations, maintaining accurate records, and prioritizing support for colleagues involved.
Education and Qualifications
Essential
• Expert understanding of employment laws and regulations in Syria and/or Jordan.
Desirable
• Qualifications, experience or training in mediation, conflict resolution, or labour law would be advantageous.
• Professional certifications in Human Resources are desirable.
Salary and Benefits
In line with SCI salary scale and compensation policy
About us
Save the Children was founded in London in 1919 by Eglantyne Jebb and her sister, Dorothy Buxton. In the century since then, Save the Children organizations have been established in 29 nations around the world. Each of these members is part of the Save the Children Association.
Required employees number
1
Posted On
Jul 01, 2026
Expiry Date
Jul 31, 2026
CV Language
English
