Job ID
43857
Job Title
Senior HR Officer
To work for
Oxfam Syria
Country
Syria
City
Damascus
Field of Work
HR/QM
Job Type
Full time
Military service
Finished or Exempted (For male)
Minimum Education Level
Bachelor/ License Degree
Responsibilities
KEY RESPONSIBILITIES:
• Provide support and advice to managers on areas of work in the job holder’s remit.
• Provide support for and directly implementing operational plans to agreed standards.
• Assist with the development of solutions to diverse and complex problems and developing solutions to more routine problems.
• Apply information received in a variety of formats primarily from internal sources.
• Job holder has flexibility to anticipate and resolve challenges within their operational context.
• Impact of this role is significant within the country and could have some impact affiliate-wide.
• Job holder influences planning for the HR function and/or its operations within its operating context.
• Influences staff and volunteers in Oxfam and develops effective relationships with external bodies.
1. HR Operations and Compliance
• Participate in the periodic review, update, and implementation of HR standard operating procedures.
• Ensure compliance with national labour law and Oxfam internal policies to minimize legal risk.
• Standardize HR forms, templates, and processes in coordination with other field offices.
• Maintain accurate and timely HR documentation and reports, including monthly HR metrics and workforce data.
2. Human Resource Business Process
• Recommend improvements to HR systems and processes based on data insights.
• Audit and ensure quality of staff records into Global HR database/Oxfam People Soft (e.g.contract, personal info, performance management records, training, medical claim etc.), correct data where required in timely manner as super user.
• Oversight and check monthly payroll, income tax and social security and ensure all calculation are correct as per the Oxfam ways of working and country labour laws.
• Regular coordination with legal advisor and ensure to inform CHRM about changes in labor laws and procedures.
• Ensure staff benefits for national and international (i.e. accommodation, education, flights, relocation assistance, medical etc.) are communicated and verified accurately in a timely manner.
• Ensure medical reimbursement for all staff are accordance with Oxfam Medical plan conducting trend analysis.
• Support Country HR Manager on national staff annual pay review period.
• Ensure staff are aware of their entitlements and of the policies and procedures that govern the administration of these entitlements.
3. Performance Management:
• Contribute to rollout of performance management systems that foster accountability, learning, and continuous improvement across Oxfam.
• Overall focal point to ensure 100% compliance of Let’s Talk process timely.
• Facilitate goal-setting, mid-year reviews, and annual appraisal, and ensure alignment between individual objectives and organizational goals.
• Support resolution of performance-related issues and improvement plans.
• Check and verify Let’s Talk tracker and information reflected in the HR Peoplesoft.
• Conduct regular refresher for Let’s Talk across the country for staff and managers to ensure awareness creation and understanding in coordination with HR team in other HUBs.
• Conduct analysis on performance data to identify trends e.g.: improper ratings across the country and share with recommendations with CHRM to take appropriate action.
• Collaborate with HRM and Management on succession planning and talent development.
4. Employee Relations Matters:
• Support the CHRM for delegated investigation from where required
5. Recruitment and Selection:
• Support the field HR Officers in all recruitment for National staff
• Support the CHRM for any delegated recruitment of national positions
• Develop a CV database for interviewed candidates and future recruitments.
• Overall focal point for eArcu 100% compliance, ensure all HR staff comply with the system and update system gaps where required.
• Conduct regular audit checks and prepare report and share with CHRM about the gaps and areas of concerns.
6. Learning and Development:
• Conduct learning/training needs assessments across field and Head Office teams, identify skills gaps across departments and advise management on development probabilities and priorities for team growth.
• Develop and improve country Learning and Development plans and interventions by analysing feedback and performance data.
• Design and deliver blended learning programs (classrooms, workshops, awareness sessions, etc.) for HR related matters.
• Ensure that new staff have attended the required mandatory trainings and inductions as needed.
• Monitor training feedback and assist in evaluating training programs effectiveness.
• Contribute to the development of career development initiatives, designing of competency frameworks and career pathways.
• Support leadership development, and succession planning programs.
• Promote inclusive learning opportunities across diverse staff groups and communicate training calendars to staff.
• Liaise with logistics for external learning events.
• Maintain training records and databases, ensuring accuracy and confidentiality.
• Conduct and coordinate various all staff training and capacity building projects.
7. HR Analytics
• Facilitate staff surveys and action planning to improve workplace culture.
• Gather, clean, and maintain HR accurate data from multiple sources (HRIS, surveys, etc.) and ensure data integrity, confidentiality, and compliance with data protection regulations.
• Conduct statistical and trend analyses on HR metrics (e.g. recruitment, compensation & benefits, performance, turnover, attrition, diversity, engagement, productivity, etc.) and submit on regular basis.
• Analyse internal mobility, succession planning, and retention strategies.
• Develop dashboards to support talent planning, retention, and performance improvement.
• Translate complex data into actionable insights for HR and management teams.
• Partner with HR, MEAL, and program teams to align people analytics with organizational goals.
• Translate complex data into compelling narratives for diverse audiences.
• Advise management on workforce trends, capacity gaps, and emergency roster readiness.
8. Policy and Compliance:
• Support the CHRM in ensuring Managers and staff understand all approved policies and procedures.
• Conduct regular refresher session to staff and managers on creating awareness
• Support the CHRM in management of organizational culture as per the Oxfam values, report any matter contravene with Oxfam values and Policies.
• Taking lead to run HR audits and ensure records are updated in country and field offices, provide guidance and recommendations to HR teams in areas of improvement and highlight any potential risks or incompliance to relevant stake holders.
Other duties may be reasonably required in supporting the delivery of team objectives and outcomes. including travelling to other hubs to provide support when needed.
• Provide support and advice to managers on areas of work in the job holder’s remit.
• Provide support for and directly implementing operational plans to agreed standards.
• Assist with the development of solutions to diverse and complex problems and developing solutions to more routine problems.
• Apply information received in a variety of formats primarily from internal sources.
• Job holder has flexibility to anticipate and resolve challenges within their operational context.
• Impact of this role is significant within the country and could have some impact affiliate-wide.
• Job holder influences planning for the HR function and/or its operations within its operating context.
• Influences staff and volunteers in Oxfam and develops effective relationships with external bodies.
1. HR Operations and Compliance
• Participate in the periodic review, update, and implementation of HR standard operating procedures.
• Ensure compliance with national labour law and Oxfam internal policies to minimize legal risk.
• Standardize HR forms, templates, and processes in coordination with other field offices.
• Maintain accurate and timely HR documentation and reports, including monthly HR metrics and workforce data.
2. Human Resource Business Process
• Recommend improvements to HR systems and processes based on data insights.
• Audit and ensure quality of staff records into Global HR database/Oxfam People Soft (e.g.contract, personal info, performance management records, training, medical claim etc.), correct data where required in timely manner as super user.
• Oversight and check monthly payroll, income tax and social security and ensure all calculation are correct as per the Oxfam ways of working and country labour laws.
• Regular coordination with legal advisor and ensure to inform CHRM about changes in labor laws and procedures.
• Ensure staff benefits for national and international (i.e. accommodation, education, flights, relocation assistance, medical etc.) are communicated and verified accurately in a timely manner.
• Ensure medical reimbursement for all staff are accordance with Oxfam Medical plan conducting trend analysis.
• Support Country HR Manager on national staff annual pay review period.
• Ensure staff are aware of their entitlements and of the policies and procedures that govern the administration of these entitlements.
3. Performance Management:
• Contribute to rollout of performance management systems that foster accountability, learning, and continuous improvement across Oxfam.
• Overall focal point to ensure 100% compliance of Let’s Talk process timely.
• Facilitate goal-setting, mid-year reviews, and annual appraisal, and ensure alignment between individual objectives and organizational goals.
• Support resolution of performance-related issues and improvement plans.
• Check and verify Let’s Talk tracker and information reflected in the HR Peoplesoft.
• Conduct regular refresher for Let’s Talk across the country for staff and managers to ensure awareness creation and understanding in coordination with HR team in other HUBs.
• Conduct analysis on performance data to identify trends e.g.: improper ratings across the country and share with recommendations with CHRM to take appropriate action.
• Collaborate with HRM and Management on succession planning and talent development.
4. Employee Relations Matters:
• Support the CHRM for delegated investigation from where required
5. Recruitment and Selection:
• Support the field HR Officers in all recruitment for National staff
• Support the CHRM for any delegated recruitment of national positions
• Develop a CV database for interviewed candidates and future recruitments.
• Overall focal point for eArcu 100% compliance, ensure all HR staff comply with the system and update system gaps where required.
• Conduct regular audit checks and prepare report and share with CHRM about the gaps and areas of concerns.
6. Learning and Development:
• Conduct learning/training needs assessments across field and Head Office teams, identify skills gaps across departments and advise management on development probabilities and priorities for team growth.
• Develop and improve country Learning and Development plans and interventions by analysing feedback and performance data.
• Design and deliver blended learning programs (classrooms, workshops, awareness sessions, etc.) for HR related matters.
• Ensure that new staff have attended the required mandatory trainings and inductions as needed.
• Monitor training feedback and assist in evaluating training programs effectiveness.
• Contribute to the development of career development initiatives, designing of competency frameworks and career pathways.
• Support leadership development, and succession planning programs.
• Promote inclusive learning opportunities across diverse staff groups and communicate training calendars to staff.
• Liaise with logistics for external learning events.
• Maintain training records and databases, ensuring accuracy and confidentiality.
• Conduct and coordinate various all staff training and capacity building projects.
7. HR Analytics
• Facilitate staff surveys and action planning to improve workplace culture.
• Gather, clean, and maintain HR accurate data from multiple sources (HRIS, surveys, etc.) and ensure data integrity, confidentiality, and compliance with data protection regulations.
• Conduct statistical and trend analyses on HR metrics (e.g. recruitment, compensation & benefits, performance, turnover, attrition, diversity, engagement, productivity, etc.) and submit on regular basis.
• Analyse internal mobility, succession planning, and retention strategies.
• Develop dashboards to support talent planning, retention, and performance improvement.
• Translate complex data into actionable insights for HR and management teams.
• Partner with HR, MEAL, and program teams to align people analytics with organizational goals.
• Translate complex data into compelling narratives for diverse audiences.
• Advise management on workforce trends, capacity gaps, and emergency roster readiness.
8. Policy and Compliance:
• Support the CHRM in ensuring Managers and staff understand all approved policies and procedures.
• Conduct regular refresher session to staff and managers on creating awareness
• Support the CHRM in management of organizational culture as per the Oxfam values, report any matter contravene with Oxfam values and Policies.
• Taking lead to run HR audits and ensure records are updated in country and field offices, provide guidance and recommendations to HR teams in areas of improvement and highlight any potential risks or incompliance to relevant stake holders.
Other duties may be reasonably required in supporting the delivery of team objectives and outcomes. including travelling to other hubs to provide support when needed.
Qualifications
ESSENTIAL
• Self-Awareness
• Humility
• Listening
• Influencing
• Relationship building
In addition:
• Bachelor's degree holder with experience of 5 years’ experience or High secondary with experience of education 7 years of experience in HR Roles database management, absence tracking, recruitment, etc. This experience should include HR related roles (such as Employee Relations Officer, Talent Acquisition Officer, HR Generalist, HR Compliance Officer, Learning and Development Officer, etc)
• Demonstrated experience of managing people (team/supervisory)
• Proven experience working across multiple stakeholders
• Experience in Performance Management, Learning & Development, People Analytics, compensation and benefits administration, leave management, and personnel management
• Strong analytical thinking and communication skills.
• Proven track record of supporting HR functions such as recruitment, employee relations, performance management, and training & development.
• Proficient with HRIS/Excel (Human Resources Information Systems), payroll management, and absence management systems.
• Knowledge of Syrian labour laws and HR best practices.
• Proficiency in English and Arabic is essential both written and verbal.
• Flexibility and willingness to travel up to 75% for any official need.
• Strong computer skills, including MS Office Suite (Word, Excel, PowerPoint).
• Able to work under pressure and in insecure areas.
• Commitment to humanitarian principles and action.
Desirable:
• Master's/Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Sympathy with the aims and objectives of Oxfam.
• Demonstrated experience working with international NGOs or humanitarian organizations is preferred.
• Self-Awareness
• Humility
• Listening
• Influencing
• Relationship building
In addition:
• Bachelor's degree holder with experience of 5 years’ experience or High secondary with experience of education 7 years of experience in HR Roles database management, absence tracking, recruitment, etc. This experience should include HR related roles (such as Employee Relations Officer, Talent Acquisition Officer, HR Generalist, HR Compliance Officer, Learning and Development Officer, etc)
• Demonstrated experience of managing people (team/supervisory)
• Proven experience working across multiple stakeholders
• Experience in Performance Management, Learning & Development, People Analytics, compensation and benefits administration, leave management, and personnel management
• Strong analytical thinking and communication skills.
• Proven track record of supporting HR functions such as recruitment, employee relations, performance management, and training & development.
• Proficient with HRIS/Excel (Human Resources Information Systems), payroll management, and absence management systems.
• Knowledge of Syrian labour laws and HR best practices.
• Proficiency in English and Arabic is essential both written and verbal.
• Flexibility and willingness to travel up to 75% for any official need.
• Strong computer skills, including MS Office Suite (Word, Excel, PowerPoint).
• Able to work under pressure and in insecure areas.
• Commitment to humanitarian principles and action.
Desirable:
• Master's/Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Sympathy with the aims and objectives of Oxfam.
• Demonstrated experience working with international NGOs or humanitarian organizations is preferred.
Specific Vacancy Requirements
The vacancy will be closed on 22 Aug
Salary and Benefits
As per Oxfam salary scale
About us
Oxfam is an international confederation of 17 organizations networked together in more than 90 countries, as part of a global movement for change, to build a future free from the injustice of poverty.
In Syria :
While Oxfam has been present in the region since 1970, it began operating in Syria through its Damascus based presence in July 2013. Since then, Oxfam has been responding to both the urgent WASH needs for vulnerable people, and has been working on the rehabilitation of water systems in order to provide durable, more sustainable solutions to the affected populations. Interventions implemented under Oxfam's WASH Programme include: Provision of Acute Emergency Life-Saving WASH Services, Rehabilitation of Water Systems, Hygiene Promotion and Water Conservation, Capacity Building and Training, and Improved Emergency WASH Coordination. To date, Oxfam has been worked in 10 governorates, seeking out to over 2.5 million beneficiaries.
In Syria :
While Oxfam has been present in the region since 1970, it began operating in Syria through its Damascus based presence in July 2013. Since then, Oxfam has been responding to both the urgent WASH needs for vulnerable people, and has been working on the rehabilitation of water systems in order to provide durable, more sustainable solutions to the affected populations. Interventions implemented under Oxfam's WASH Programme include: Provision of Acute Emergency Life-Saving WASH Services, Rehabilitation of Water Systems, Hygiene Promotion and Water Conservation, Capacity Building and Training, and Improved Emergency WASH Coordination. To date, Oxfam has been worked in 10 governorates, seeking out to over 2.5 million beneficiaries.
Required employees number
1
Posted On
Aug 07, 2025
Expiry Date
Aug 22, 2025
Photo
Required
CV Language
English