HR Coordinator – Internal & External - Syria/Aleppo office.

General Description of the Programme:

GOAL has been working in Syria since 2013, responding to the acute needs of conflict-affected communities. GOAL is working in Idleb Governate, both through direct implementation and through partners, delivering food, non-food programming to highly vulnerable populations, and provision of Water, Sanitation and Hygiene (WASH) through support to Water units, as well as emergency support to recently displaced households

GOAL has been working in Aleppo Governate since 2019, through direct implementation and through partners, delivering food, non-food programming to highly vulnerable populations, as well as emergency support for recently displaced household.

 

Job purpose:

The Human Resources Coordinator is responsible and oversees all human resources (HR) activities for GOAL in Syria, comprising the entire employee lifecycle from recruitment and selection to performance  management, occupational health and safety, training and development, and remuneration to offboarding. The HR Coordinator provides day-to-day HR support but also works strategically to ensure our HR projects, policies and procedures are compliant with the organisation’s values, local legislation as well as best practice.

 

Responsibilities:

Responsibility #1:   Human Resource Strategy, Policies, and Planning

• Work collaboratively with the Systems Director, Senior Management Team (SMT), Heads of departments, the national, regional and Head Office HR teams, and other stakeholders to maintain an organisational culture in line with GOAL’s values and goals.
• Maintain a high-quality and efficient HR function, including appropriate technology, systems and tools, including the use of metrics and people data to inform key decisions. Develop, implement and monitor HR Key Performance Indicators (KPIs).
• Guide management and employee actions by formulating and recommending HR policies and objectives for GOAL, and partner with management to communicate HR policies, procedures, and initiatives.

• Ensure that HR processes and regulations remain compliant with labour law, GOAL policies, donor requirements and best practice.

• Design, direct and manage a process of organisation development that addresses issues, such as strategic workforce planning and key employee retention. Lead a strategic workforce process that evaluates structure, job design, and personnel forecasting across GOAL Syria. 
• Support management by providing HR direction, advice and counsel.

• Maintain knowledge of trends, best practices, regulatory changes and new technologies in HR, talent management and employment law, and apply this knowledge to communicate changes in policy, practice, and resources to senior management.

• Lead the development and implementation of HR Department objectives and systems. 
• In collaboration with the Systems Director and other senior managers,  optimize organizational structures for maximum operational efficiency.
• Drive employee engagement in working with leadership to develop effective internal communications strategies, processes, tools and training to promote morale and performance.
• Initiate, oversee and coordinate updating HR software systems 

 

 

Responsibility #2:  Lead, Mentor and Manage Human Resource Staff

• Provide effective leadership, coaching and guidance to the HR teams across GOAL Syria offices and ensure a skilled, motivated and collaborative HR function
• Ensure GOAL’s performance management system is implemented for direct reports, including individual and project planning, regular feedback, coaching and mentoring, mid-term reviews and annual performance appraisals.

 

 

Responsibility #3: Talent Acquisition and Recruitment

• Lead the HR team in developing and implementing a recruitment strategy, ensuring the right talent is hired at the right time, to meet changing and evolving needs.
• Guide the HR team in establishing and maintaining practises and procedures that identify, source, assess, select and hire the best talent, providing hands on support as needed.
• Ensure a timely, thorough and consistent onboarding and induction process for new hires.

 

 

Responsibility #4:  Performance Management and Employee Development

• Lead on the proper implementation of GOAL’s performance management system and employee development/training programs.

• Lead on the development and execution of employee engagement and retention strategies by recommending innovative and continual improvements for employee engagement and by designing and implementing training, mentoring and professional development and succession plans.

• Ensure all managers and supervisors are trained in GOAL’s performance management system.

• Support, monitor and liaise with all line managers to ensure all aspects of the performance management cycle are being conducted regularly and appropriately. Coach and provide guidance to managers in the implementation of a performance improvement process with poor-performing employees.
• Develop and implement an employee development/training tracking system that addresses staff training needs (including staff onboarding, needs assessment, management development, etc.).

 

 

Responsibility #5:  Compensation and Benefits

• Conduct and participate in regular salary benchmarking exercises within the NGO sector to ensure GOAL Syria’s renumeration package is competitive, balancing staffing needs with available budgets.
• Liaise with external and internal stakeholders, including the HR Department at Head Office, on the review of GOAL Syria’s renumeration package and ensure all necessary approvals are obtained for the implementation of the annual pay budget.
• Keep abreast of changing employee benefits regulations, as well as the shifting needs of GOAL’s workforce and ensure that GOAL’s pay scale complies with local laws and regulations as well as organisational practice
• Work with managers to develop and review promotion and retention strategies for existing employees.

• Oversee the processing of timely and accurate monthly payroll for all Syria offices in cooperation with the Finance department.
• Ensure administrative procedures related to taxes and payment of social security obligations are being followed in compliance with labour law.

 

Responsibility #6: Employee Relations and Personnel Administration

• Create and implement employee relations policies and procedures to help increase employees’ engagement and job satisfaction.
• Promote and provide guidance on employee welfare, wellbeing and health programs.
• Provide strategic support to managers on employee relations and performance management, ensuring that issues are dealt with in a fair, timely and consistent manner, using appropriate counselling, investigative, intervention and mediation techniques.
• Consult with legal advisors and HR at HQ on complex employee relations issues in a balanced, fair and objective manner.
• Conduct and support with disciplinary and grievance processes and ensure all disciplinary and grievance cases are being tracked for consistency and learning purposes.
• Ensure GOAL’s Dignity at Work Policy and Grievance Procedures are fully operational and effective in enabling a supportive working environment for staff.
• Ensure that the HR team are tracking/monitoring and following up on key employee data, such as leave request, contract dates, probationary periods, timesheets, etc.
• Ensure contract terminations are appropriately documented and ensure all monies are paid to the departing staff member.
• Ensure the timely & accurate processing of new contract, contract extension, staff transfer, promotions and other change of status.
• Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Work closely with Internal Audit and Investigations in respect of resolution of identified areas of HR weakness and incidents.

 

 

Requirements

Essential

• A degree in Human Resource Management, Law, English literature and/or Business Administration or any other relevant major.
• Minimum 7 years’ experience working in Human Resources.
• Minimum 5 years in supervising and managing HR teams. (Manager or Coordinator Role)
• Experience in strategic workforce planning.
• Excellent levels of spoken and written English
• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Excellent interpersonal and coaching skills.
• General knowledge of various employment laws and practices.
• Experience in the administration of benefits and compensation program
• Evidence of working with high levels of confidentiality.
• Excellent organisational skills.
• Ability to network and utilise contacts.
• Ability to work on own initiative and as part of a team.
• Results oriented and target driven.
• Excellent analytical/problem-solving skills.
• Fluency in Arabic

 

Desirable

• Master’s degree.
• Experience in working in the humanitarian sector.

• Demonstrated understanding of and experience with policies, protocols, and procedures of international NGO’s and donor agencies

• Advanced skills on Microsoft productivity programmes (i.e., Excel)
• Creative and open to learning.

 

 

Interested? Then apply for this position via clicking on the "Apply Here " button and fill out the application form. All applicants must send a cover letter and an updated CV (no longer than four pages). Both must be in English.

Please note that only shortlisted candidates will be contacted.

GOAL has the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with GOAL at the same grade level and with similar job descriptions, experience, and educational requirements.

Qualified female candidates are strongly encouraged to apply.

The application deadline is 27 May 2025 ; however, you are encouraged to apply immediately as we will be reviewing applications on a rolling basis, therefore we may withdraw the position before the advertisement’s closing date if a suitable candidate/s is identified. 

Please note that GOAL does not charge a fee of any kind or any other financial obligation at any stage of its recruitment process (application, interview, processing, training, induction) or other fees, or request information on applicants’ bank accounts. GOAL does not work with intermediary institutions and individuals or employment agencies during the recruitment process. If any fee or payment requested from you at the application or any stage of the recruitment process, please do not respond .

GOAL does not accept any responsibility for the accuracy, errors or omissions of any of the information contained in translated advertisements by an independent party on other sites or through other channels.

 

 

General Terms and Conditions

This Job Description only serves as a guide for the position available. GOAL reserves the right to change this document.

 

Accountability within GOAL

A commitment to GOAL values and GOAL’s integrity framework is critical to working with GOAL. Any candidate offered a job with GOAL will be expected to adhere to the following key areas of accountability: 1) Comply with GOAL’s policies and procedures with respect to safeguarding, code of conduct, health and safety, confidentiality, do no harm principles and unacceptable behaviour protocols; 2) Report any concerns about the welfare of a child or vulnerable adult or any wrongdoings within our programming area; 3) Report any concerns about inappropriate behaviour of a GOAL staff or partner.

 

Safeguarding

Children and vulnerable adults who come into contact with GOAL as a result of our activities must be safeguarded to the maximum possible extent from deliberate or inadvertent actions and failings that place them at risk of abuse, sexual exploitation, injury and any other harm. One of the ways that GOAL shows this on-going commitment to safeguarding is to include rigorous background and reference checks in the selection process for all candidates.

 

Equal Employer Statement

Consistent with GOAL’s core values of humanitarianism; integrity; respect; partnership and courage, we place a significant emphasis on equality in our working environment.

GOAL is committed to treating all its employees with dignity and respect and values diversity, which it believes enriches an organisation. To reinforce this commitment, all company activities, policies, practices and procedures are to be carried out in accordance with this global standard.

All employees share in the responsibility for fulfilling GOAL’s commitment to equal employment opportunity and equal treatment. GOAL does not discriminate against any employee or volunteer; or any applicant for employment or volunteering on the basis of age, gender identity, ancestry, political opinion, civil status, medical condition, ethnic background, disability, race, religion, sexual orientation, or any other characteristic protected by applicable laws.

GOAL believes that our strong commitment to equal opportunity and equal treatment helps to ensure that there is no unjustified discrimination in the recruitment, hiring, training and development, promotion, compensation, benefits, retention, and discipline of staff and volunteers.

GOAL aims to provide a work environment that fosters fairness, equity, and respect for social and cultural diversity, and that is free from discrimination, harassment [and vilification] as determined by applicable laws.

Thank you