The following provides guidance on the development of role profiles. This guidance should be used when completing the template. (Please use font Lato size 11)

TITLE: HR Coordinator – Recruitment and Onboarding

TEAM/PROGRAMME:

HR

LOCATION: Damascus with travel to Syria Field office

GRADE)

CONTRACT LENGTH: 1 year

CHILD SAFEGUARDING

Level 3: the post holder will have contact with children and/or young people either frequently (e.g. once a week or more) or intensively (e.g. four days in one month or more or overnight) because they work country programs; or are visiting the country programs; or because they are responsible for implementing the police checking/vetting process staff.

ROLE PURPOSE: The HR coordinator – Recruitment and Onboarding plays a pivotal role in the seamless integration of talented individuals into the Syria Country Office while ensuring a positive and efficient recruitment and onboarding experience. Responsible for overseeing the end-to-end recruitment process, this role entails sourcing, screening, and interviewing potential candidates, collaborating with hiring managers to define role requirements, and maintaining a focus on delivering a positive candidate journey. In the event of a major humanitarian emergency, the role holder will be expected to work outside the normal role profile and be able to vary working hours accordingly.

SCOPE OF ROLE:

Reports to: HR Manager

Staff reporting to this post: N/A

Budget Responsibilities: N/A

Role Dimensions: Hiring managers

KEY AREAS OF ACCOUNTABILITY:

1. RECRUITMENT, SELECTION AND PLACEMENT

• Coordinate with department heads to ensure all hiring requests are completed according to Recruiting Policies and Procedures of Save the Children.
• Responsible for internal and external vacancy announcement based on SCI formats for approved recruitments following the highest standards of transparency while conducting recruitment processes & representing the HR department.
• Ensure that Save the Children country personnel hiring strictly adheres to Country labor law and other laws as applicable. That includes payment of appropriate taxes, benefits, security clearance of candidates before hiring etc.
• Ability and willingness to dramatically change work practices and hours, and work with incoming surge teams, in the event of crisis or emergency.
• Support National recruitment process (sourcing, interviewing and on-boarding) and to participate in the interview process for up to Coordinators’ levels positions.
• Support for international recruitments (sourcing, arranging interviews, reference check, vetting process and regret letters)
• Responsible for volunteer agreements and hiring process.
• Responsible for HR consultancy hiring process and processing all related payments
• Coordinate with Area office to provide approved documents on timely manner
• Ensure that all staff contracts/ contracts extensions are signed and send back to HR
• Using a variety of methods, including internet data mining, cold calling, online databases, social media, internal database, employee referrals, career fairs, and other relevant sources to find candidates that meet the target profiles for open and upcoming vacancies.
• Responsible for national recruitment processes by advising hiring managers from an HR perspective and facilitate international recruitment process including filing and ensure transparency in the process.

department in a timely manner

1. Onboarding

• Ensure that orientation is conducted for each newly hired national and expatriate staff.
• Lead the development and implementation of consistent systems of new staff induction and service requests between HR and other departments & access to different platforms used as per the nature of the role of the new joiner.
• Ensure new hires are provided with SCI email and all relevant documents upon starting their positions. This includes signing of a Job Description, contract, policies and procedures especially the National Employee Handbook and SCI safeguarding policies.
• Confirm new staff are trained on timesheet and HR administration procedures.

1. Payroll:

• Responsible for payroll processing and ensure its compliant with Jordanian laws and donor regulations.
• Collaborate with HR Manager to revise salary scale and participate in regular national salary surveys in order to ensure that that salaries and benefits are competitive within the market.

1. Human Resource ADMINSTRATION

• Ensure personnel and job files are being maintained to the required level in line with Save the Children rules and regulations, including recruitment documents, CVs, valid contracts, Personnel Forms, timesheets, leave days, employee data sheets, disciplinary papers and annual performance evaluations.
• Ensure quality and accurate data for all national employees is maintained and updated.
• Manage the personnel files and ensure they are up to date with all the required documents at all times.
• Ensure confidentiality of the personnel file – assess of files by only the HR Manager or designated.
• Ensure that exit processes for staff departing Save the Children -SCO is conducted in line with the HR policies and Save the Children -SCO requirements.
• Follow up on the leaver process by completing all exit procedures.
• Contract management of staff (including staff contracts, extensions, and amendments).
• Focal point for HR online systems; Oracle, Agresso –Effort Reporting, Taleo.
• Responsible for providing data input for the Regional quarterly reports (Recruitments, Turnover, sitreps, updating staff list)

1. Policies and Manuals

• Recommend updates to the National Employee Handbook in line with latest Labor Law and clarify as necessary with staff.
• Stay abreast of the local law and ensure all changes are adequately shared with HR Manager.
• Monitor HR related laws, policies and “best practices” to ensure that personnel policies, employment practices, and compensation packages are within the limits of established guidelines, procedures, and policies of Save the Children and national laws.
• Sensitize and familiarize all staff working for Syria Country Office in Damascus to HR policies.

1. System support

• Focal point for Oracle HR system and responsible of having all staff records up to date and to follow up on any system and technical issues.

1. Other

• Other projects as defined by the HRM.
• Be prepared to vary day to day activities and work pattern/hours in humanitarian response situations.
• Position holder may be required to outside of normal duties and working hours during emergency responses.

BEHAVIOURS (Values in Practice)

Accountability:

• holds self accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children values
• holds the team and partners accountable to deliver on their responsibilities – giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved.

Ambition:

• sets ambitious and challenging goals for themselves and their team, takes responsibility for their own personal development and encourages their team to do the same
• widely shares their personal vision for Save the Children, engages and motivates others
• future orientated, thinks strategically and on a global scale.

Collaboration:

• builds and maintains effective relationships, with their team, colleagues, Members and external partners and supporters
• values diversity, sees it as a source of competitive strength
• approachable, good listener, easy to talk to.

Creativity:

• develops and encourages new and innovative solutions
• willing to take disciplined risks.

Integrity:

• honest, encourages openness and transparency; demonstrates highest levels of integrity

QUALIFICATIONS

State what qualifications are required and at what level; you can also state any desired qualifications which should be taken into consideration when shortlisting or evaluating the job)

EXPERIENCE AND SKILLS

(Define the experience and skills required for satisfactory job performance, these are in two categories such as ‘essential’ and ‘desirable’)

Additional job responsibilities

The duties and responsibilities as set out above are not exhaustive and the role holder may be required to carry out additional duties within reasonableness of their level of skills and experience.

Equal Opportunities

The role holder is required to carry out the duties in accordance with the SCI Equal Opportunities and Diversity policies and procedures.

Child Safeguarding:

We need to keep children safe so our selection process, which includes rigorous background checks, reflects our commitment to the protection of children from abuse.

Safeguarding our Staff:

The post holder is required to carry out the duties in accordance with the SCI anti-harassment policy

Health and Safety

The role holder is required to carry out the duties in accordance with SCI Health and Safety policies and procedures.