War Child believes no child should be part of war. Ever. Children have the right to grow up in peace, free from fear and violence. To develop their full potential and become the person they want to be. War Child makes a lasting impact. By protecting children from violence and offering psychosocial support and education. We unleash the children’s inner strength with our creative and involving approach. And inspire as many people as we can to participate in our cause. War Child is both implementing its own programmes and cooperating with a variety of partner organizations in 14 countries around the world.

War Child Holland is looking for a:

Human Resources Manager – (Maternity Cover) Based in Amman, Jordan (National Contract)

Job Summary:

War Child Alliance is seeking a highly skilled and experienced professional to join our team as an Interim HR Manager to cover maternity leave for a full 12 months. The successful candidate will play a crucial role in maintaining the efficiency of our Human Resources operations during the absence of our current HR Manager. Although this concerns temporary maternity cover, options to stay within War Child beyond the 1-year fixed-term contract will be explored towards the end of the assignment.

General objective of the job

The Human Resources Manager oversees all HR processes for War Child’s Syria/Jordan response, managed from Jordan. The HR Manager is responsible for ensuring that HR recruitment and administrative processes are running effectively and efficiently, and for the maintenance of HR systems and documentation in line with War Child local and global standards and practices. The HR Manager supports team managers to facilitate the performance management cycle and learning & development with their teams. The HR Manager sees to transparent and reliable processes and generates management information.  Finally, as a member of the Global HR team, the position holder will develop and implement initiatives to foster a positive and healthy working environment with key attention to employee wellbeing and Diversity, Equity, Inclusion and Belonging.

Position in the organisation

The HR Manager reports to the Country Director and collaborates regularly with the Senior Management Team Members. The HR Manager supervises the HR Officer. The HR Manager collaborates with Global and Regional HR advisor. Together with the Country Director and legal advisor, the HR Manager is a key liaison to government institutions related to employment.

In addition to the result areas below, the HR Manager remains flexible to take on different assignments in support of the overall country office operations.

Result Areas

Generalist HR and Advisory

• Strengthen HR and people management capabilities of managers and influence decision making in line with HR policy and practice.

• Build effective relationships and develop a good understanding of organisational teams to be able to act as a true HR business partner.
• Provide advice, support and coordination on a full range of complex HR matters to support the entire employee life cycle as well as the achievement of business needs (e.g. salary benchmarks, insurance, timesheets, etc.).
• Provide general HR advice, support, guidance and counsel; this may require technical and legal research; to all team members on areas such as employment terms, laws and regulations, working conditions, absenteeism, salary scales, performance and development, management and learning etc.
• In the case of conflict adopt a mediating role in order to drive through to resolution.
• Lead on the facilitation of War Child’s leaning agenda in the Jordan office.
• Actively coordinate with the HR Working Group and Government Liaison Working Groups under the Jordan INGO Forum.

Result – HR policy is carried out and implemented. Managers and employees have been adequately informed, advised and supported, both on request and on their own initiative.

HR Policy, SOP's & Processes

• Monitor, identify and analyse relevant internal and external trends / developments within the HR field.
• Translate such developments into opportunities for improvement of HR policy, handbook and services, advising and coaching managers to support implementation of changes.
• Develop new HR policies and procedures, from scratch, roll out and coach managers / train staff to ensure full understanding and sound implementation.
• Evaluate existing polices, SOP's and processes as part of continuous improvement based on organisational changes and needs, user feedback and external HR developments.
• Proactively contribute to wider organizational policy relating to people.

Result – HR policies and SOP's are relevant to the organization, people needs and any wider legal requirements. Policies and SOP's reflect and support achievement of long term ambitions within the HR team and organization and help optimize a people focused approach.

Recruitment

• Facilitate recruitment and selection process for new and vacated positions.
• Support the development / revision of job descriptions and their translation into vacancy texts.
• Ensure vacancy texts are published on suitable job portals and oversee candidate outreach.
• Receive and process applications (screening, sifting and long/short listing).
• Advise Managers with regard interview question templates and assessments including interview techniques. Participate in interviews if required.
• Oversee background checks, including MDS references, and the job offer process.
• Ensure full adherence to Recruitment SOP.

Result – Vacancies are filled with suitable candidates and the recruitment process is fair, transparent and well communicated. All recruitment is conducted in compliance with internal regulations (incl. Integrity Framework and Child Safeguarding), legal and donor requirements and with a continuous focus on improving the candidate experience.

Facilitating HR Administration

• Ensure people administrative changes are properly processed and personnel files are up to date together with the HR Officers.
• Monitor and make effective use of HR data to identify trends, drive policy and advise Managers with recommendations.
• Support and collaborate with HR Officer with timely and correct information in order to carry out administrative tasks efficiently, including payroll and social security related changes.
• Ensure the HRIS is up to date & accurate, and is utilised to full potential for reliable people related data flows.
• Monitor and maintain an overview of staff leave days, including annual leave, sick leave, etc.
• Ensure legal/audit compliance.

Result – Administrative processes are facilitated in such a way that personnel data, changes and reports are processed and/or delivered correctly, independently and in a timely manner.

Management

• Ensure managers are supported on HR cross cutting goals & objectives.
• Advise and support leadership on operational and HR decision making / planning.
• Lead contact within the HR team for day to day queries / escalations / guidance on operational matters.
• Manage all staff insurances to ensure legislative compliance, fit for purpose and administrative efficiency.
• Ensure HR systems are fully utilised, inc. HR service desk email, and the output of data drives decision making.
• Coordinate the effective implementation and adherence to SOP’s & processes.
• Recognise and drive operational areas for change and improvement.
• Actively ensure all regulatory requirements are fulfilled.
• Provide specialist HR input to the wider team regarding global HR operational initiatives.
• Lead HR Annual Planning preparation process including objective setting and budgets and its implementation in line with the Country and Global HR Strategy.

Experience and Skills

• 5+ years’ experience in Human Resources coordination or management across all aspect of the employee lifecycle and employment labor law;
• Demonstrable experience in acting as a business partner / advisor to people managers and senior managers on HR strategic, operational and people management matters;
• Experienced in managing and delivering HR projects autonomously including implementing effective change;
• 5+ years of experience with an (I)NGO in an international/ humanitarian context (desirable);
• Experienced team leader/people manager enabling others to learn, grow and develop;

• Strong integrity profile 
• Good communication and interpersonal skills, including the ability to communicate on sensitive issues, to build trust and positive working relationships
• Fluency in English and Arabic is required.
• Permitted to work in Jordan

We Offer

• A dynamic and challenging work environment, with opportunities to grow and enhance your skills.
• A fair salary and comprehensive secondary benefits including opportunities to develop professionally.
• Working as part of a multinational team who is hands on to make change happen!

Contract 

The duration of this maternity cover is 12 months.

Job Location

Amman, Jordan.

How to apply

Interested and qualified candidates are invited to apply by February 29^th, 2024. by uploading their CV and a short cover letter, in English, using the following hyperlink: Human Resources Manager Application– (Maternity Cover)

Disclaimer: Only applications received via our website following the link above will be processed. War Child will be reviewing applications on a rolling basis and reserves the right to either close the vacancy if a successful candidate is identified prior to the deadline, or the closing date for the vacancy might be extended. If so, and you have not yet heard from us, your application will remain live.

By submitting your application, you certify that all of the statements made in your application are true, complete, and correct and are made in good faith. You understand that falsifying, misrepresenting, or intentionally withholding information will be ground for rejection of your application or withdrawal of any offer of appointment or, if an appointment offer has been accepted, this will be ground for employment sanctions, such as, but not limited to, instant dismissal. In addition, you understand that you need to submit a Criminal Record Certificate and failure to submit, will result in no establishment of an employment relationship. War Child is an international organization, and we are committed to be a diverse and inclusive employer, placing human and child rights at the Centre of our existence and work. We hire our new colleagues based on their talents, competences, and shared values; we do not distinguish them based on their age, gender and gender identity, race, color, ethnicity, religion, culture, sexual orientation, disability etc.

The safety of children is essential to War Child. War Child does not tolerate or accept any form of abuse. This subject is addressed in our recruitment and selection procedures.  Moreover, the accepted candidates will be required to state their commitment/intent to be aware, consider and adhere to the minimum standards.

applicable in development and humanitarian settings, such as humanitarian values and principles, Sphere Humanitarian Charter, Standards in the Humanitarian Standards Partnership, Core Humanitarian Standard, International Humanitarian Law, Code of Conduct for the International Red Cross and Red Crescent.