Job ID
50352
Job Title
HR Officer
To work for
Ghawth for Healthcare and Legal Protection
Country
Syria
City
Damascus
Field of Work
HR/QM
Job Type
Part Time
Military service
Not Specified
Minimum Education Level
Bachelor/ License Degree
Responsibilities
Job Purpose
The HR Officer manages the day-to-day human resources function at GHAWTH for Healthcare and Legal Protection, ensuring that recruitment, employee records, performance management, compensation, disciplinary matters, and staff exits are administered fairly, consistently, and in full compliance with the HR Manual, the HR Procedures Guide, the Anti-Corruption and Fraud Policy, the Code of Conduct, and applicable Syrian labor law and MoSAL requirements. The HR Officer acts as the organization's focal point for policy administration, staff compliance training, and employee welfare.
-Key Duties and Responsibilities
A. Recruitment and Staffing
- Receive and review recruitment requests, confirm budget availability, and coordinate job description preparation with department heads, in line with the HR Procedures Guide.
- Draft and publish internal and external job advertisements, ensuring open, fair, and impartial recruitment as required by the HR Manual.
- Screen applications, prepare shortlists, coordinate interview scheduling, and conduct initial interviews together with the Recruitment Committee.
- Prepare job offers and employment contracts for Executive Director approval, and process new-hire onboarding, including Policy Acknowledgement and Code of Conduct sign-off.
B. Employee Records and HR Administration
- Create and maintain accurate physical and electronic personnel files for each employee, and update records upon any change in status.
- Maintain the computerized human resources management system, with daily backups, defined access privileges, and encryption of sensitive data.
- Track attendance, leave balances, and timekeeping records, and support supervisors in maintaining accurate attendance documentation.
- Ensure personnel and payroll records are retained in accordance with the retention periods set in the HR Manual and HR Procedures Guide.
C. Performance, Attendance and Disciplinary Support
- Coordinate the annual performance review cycle, ensure evaluations assess adherence to job descriptions, and maintain performance records in personnel files.
- Support supervisors in documenting misconduct, administer the progressive disciplinary process (verbal warning, written warnings, further action), and maintain confidentiality throughout.
- Serve as a focal point for staff grievances and harassment or whistleblower complaints, referring matters to the Board of Directors for investigation where required.
D. Compensation and Benefits Administration
- Administer payroll inputs, leave entitlements, and benefits in coordination with the Finance Officer, consistent with the Financial Manual and HR Manual.
- Respond to staff inquiries regarding compensation, benefits, and entitlements, escalating complex cases to the Executive Director.
E. Policy Compliance, Anti-Corruption and Code of Conduct Administration
- Communicate the Anti-Corruption and Fraud Policy and the Code of Conduct to all new employees, volunteers, and contractors, and obtain signed acknowledgements within the required timeframes.
- Maintain the Gift and Hospitality Register and the Conflict-of-Interest Declarations, and monitor compliance with agreed conflict-management plans.
- Participate, together with the Executive Director, in reviewing Investigation Committee findings and recommending corrective or disciplinary measures, noting that termination for corruption or fraud requires Board of Directors approval.
- Monitor for signs of retaliation against reporting individuals or witnesses and escalate concerns to the Board of Directors representative.
F. Training and Capacity Building
- Deliver induction training on the HR Manual, Code of Conduct, and Anti-Corruption and Fraud Policy to new staff, and organize periodic refresher training for existing staff.
- Maintain training attendance logs and periodic certification records.
G. Termination and Offboarding
- Implement termination decisions in accordance with the HR Procedures Guide, including the termination meeting, handover, and final settlement.
- For cases involving corruption or fraud, implement termination only after the Board of Directors has issued its final decision, per the Anti-Corruption and Fraud Policy.
- Archive employee files upon termination of service and ensure secure destruction of records after the applicable retention period.
The HR Officer manages the day-to-day human resources function at GHAWTH for Healthcare and Legal Protection, ensuring that recruitment, employee records, performance management, compensation, disciplinary matters, and staff exits are administered fairly, consistently, and in full compliance with the HR Manual, the HR Procedures Guide, the Anti-Corruption and Fraud Policy, the Code of Conduct, and applicable Syrian labor law and MoSAL requirements. The HR Officer acts as the organization's focal point for policy administration, staff compliance training, and employee welfare.
-Key Duties and Responsibilities
A. Recruitment and Staffing
- Receive and review recruitment requests, confirm budget availability, and coordinate job description preparation with department heads, in line with the HR Procedures Guide.
- Draft and publish internal and external job advertisements, ensuring open, fair, and impartial recruitment as required by the HR Manual.
- Screen applications, prepare shortlists, coordinate interview scheduling, and conduct initial interviews together with the Recruitment Committee.
- Prepare job offers and employment contracts for Executive Director approval, and process new-hire onboarding, including Policy Acknowledgement and Code of Conduct sign-off.
B. Employee Records and HR Administration
- Create and maintain accurate physical and electronic personnel files for each employee, and update records upon any change in status.
- Maintain the computerized human resources management system, with daily backups, defined access privileges, and encryption of sensitive data.
- Track attendance, leave balances, and timekeeping records, and support supervisors in maintaining accurate attendance documentation.
- Ensure personnel and payroll records are retained in accordance with the retention periods set in the HR Manual and HR Procedures Guide.
C. Performance, Attendance and Disciplinary Support
- Coordinate the annual performance review cycle, ensure evaluations assess adherence to job descriptions, and maintain performance records in personnel files.
- Support supervisors in documenting misconduct, administer the progressive disciplinary process (verbal warning, written warnings, further action), and maintain confidentiality throughout.
- Serve as a focal point for staff grievances and harassment or whistleblower complaints, referring matters to the Board of Directors for investigation where required.
D. Compensation and Benefits Administration
- Administer payroll inputs, leave entitlements, and benefits in coordination with the Finance Officer, consistent with the Financial Manual and HR Manual.
- Respond to staff inquiries regarding compensation, benefits, and entitlements, escalating complex cases to the Executive Director.
E. Policy Compliance, Anti-Corruption and Code of Conduct Administration
- Communicate the Anti-Corruption and Fraud Policy and the Code of Conduct to all new employees, volunteers, and contractors, and obtain signed acknowledgements within the required timeframes.
- Maintain the Gift and Hospitality Register and the Conflict-of-Interest Declarations, and monitor compliance with agreed conflict-management plans.
- Participate, together with the Executive Director, in reviewing Investigation Committee findings and recommending corrective or disciplinary measures, noting that termination for corruption or fraud requires Board of Directors approval.
- Monitor for signs of retaliation against reporting individuals or witnesses and escalate concerns to the Board of Directors representative.
F. Training and Capacity Building
- Deliver induction training on the HR Manual, Code of Conduct, and Anti-Corruption and Fraud Policy to new staff, and organize periodic refresher training for existing staff.
- Maintain training attendance logs and periodic certification records.
G. Termination and Offboarding
- Implement termination decisions in accordance with the HR Procedures Guide, including the termination meeting, handover, and final settlement.
- For cases involving corruption or fraud, implement termination only after the Board of Directors has issued its final decision, per the Anti-Corruption and Fraud Policy.
- Archive employee files upon termination of service and ensure secure destruction of records after the applicable retention period.
Qualifications
Qualifications and Experience
- Bachelor’s degree in human resources management, Business Administration, Law, or a related field.
- Minimum of 3 years of progressive experience in human resources, preferably within a non-governmental or humanitarian organization operating in Syria.
- Working knowledge of Syrian labor law and MoSAL requirements applicable to associations under Law No. 93 of 1958, as amended.
- Familiarity with anti-corruption, safeguarding, and confidentiality principles in an NGO context.
Skills and Competencies
- Strong organizational skills and attention to detail in maintaining confidential records.
- Sound judgment, discretion, and impartiality in handling sensitive employee matters.
- Fluency in Arabic and working proficiency in English, given GHAWTH's bilingual documentation.
- Proficiency in HR information systems and standard office software.
- Strong interpersonal and communication skills, and the ability to handle grievances calmly and fairly.
- Bachelor’s degree in human resources management, Business Administration, Law, or a related field.
- Minimum of 3 years of progressive experience in human resources, preferably within a non-governmental or humanitarian organization operating in Syria.
- Working knowledge of Syrian labor law and MoSAL requirements applicable to associations under Law No. 93 of 1958, as amended.
- Familiarity with anti-corruption, safeguarding, and confidentiality principles in an NGO context.
Skills and Competencies
- Strong organizational skills and attention to detail in maintaining confidential records.
- Sound judgment, discretion, and impartiality in handling sensitive employee matters.
- Fluency in Arabic and working proficiency in English, given GHAWTH's bilingual documentation.
- Proficiency in HR information systems and standard office software.
- Strong interpersonal and communication skills, and the ability to handle grievances calmly and fairly.
Salary and Benefits
GHAWTH'S Salary Scale
About us
Ghawth delivers integrated humanitarian assistance—spanning primary and secondary healthcare as well as legal aid services—to all individuals affected by conflict, displacement, and disaster across the Syrian Arab Republic. We stand by the most vulnerable, regardless of location, circumstance, or the severity of conditions, upholding the right of every person to safety, health, and justice.
Our Core Pillars
Healthcare Services
Ghawth delivers primary and secondary healthcare to conflict-affected and displaced populations, including:
Emergency and primary healthcare in underserved areas
Reproductive, maternal, and child health services
Mental health and psychosocial support (MHPSS)
Non-communicable disease management and chronic care
Pharmaceutical supply chain management and access to essential medicines
Health system strengthening and community health education
Legal Aid & Justice Services
Recognizing that legal vulnerability compounds humanitarian need, Ghawth integrates professional legal expertise to provide:
Legal counseling and civil documentation support (civil registration, personal status documents)
Legal aid for displaced persons, refugees, and returnees navigating property and housing rights
Protection-based legal referrals for survivors of gender-based violence and human rights violations
Advocacy for policy and legislative reform to uphold humanitarian and human rights standards
Capacity-building for Syrian legal professionals operating in humanitarian contexts
Coordination with national and international legal bodies and judicial institutions
Our Core Pillars
Healthcare Services
Ghawth delivers primary and secondary healthcare to conflict-affected and displaced populations, including:
Emergency and primary healthcare in underserved areas
Reproductive, maternal, and child health services
Mental health and psychosocial support (MHPSS)
Non-communicable disease management and chronic care
Pharmaceutical supply chain management and access to essential medicines
Health system strengthening and community health education
Legal Aid & Justice Services
Recognizing that legal vulnerability compounds humanitarian need, Ghawth integrates professional legal expertise to provide:
Legal counseling and civil documentation support (civil registration, personal status documents)
Legal aid for displaced persons, refugees, and returnees navigating property and housing rights
Protection-based legal referrals for survivors of gender-based violence and human rights violations
Advocacy for policy and legislative reform to uphold humanitarian and human rights standards
Capacity-building for Syrian legal professionals operating in humanitarian contexts
Coordination with national and international legal bodies and judicial institutions
Required employees number
1
Posted On
Aug 17, 2026
Expiry Date
Sep 16, 2026
Photo
Required
CV Language
English
