Job Summary

In a brief paragraph, state the position’s overall purpose or objective, highlighting the general function for which the position is responsible. Why does the position exist and what must it accomplish. IMPORTANT: This section, along with the “Qualifications” section will appear in the vacancy announcement, so please describe fully

The Recruitment Officer is mainly responsible for the coordination of North East Syria recruitment related activities from recruitment request to onboarding as well as providing support to hiring managers ensuring effective implementation and compliance of the CO recruitment and selection SoP. This role is required to also ensure that managers with recruiting responsibilities are trained on recruitment processes and procedures to ensure the selection of right talents.

Responsibilities and Tasks

Describe the major responsibilities, principal tasks, competencies and end results for which the position is accountable (limit responsibilities to five). Include WHY it is done and the impact to the organization. List the responsibilities in the order of importance and state the percentage of time the employee spends on each responsibility during a typical year.

Job Responsibility 1

Implement HR recruitment strategies and policies

50% of time:

• Managing the end-to-end process for various recruiting workflows (from requests, leading recruitment strategy meetings, job posting, longlisting, scheduling tests/interviews, reference checks and onboarding);
• Support the success of CARE recruitment strategy through contribution to strategic projects/initiatives
• Follow up with the recruitment request approval process ensuring it is in line with the recruitment plan;
• Collaborate with various departments and provide the HR advice and support to ensure a seamless candidate experience;
• Ensure all recruitments have an updated job description that reflect the current needs as well as clear defined selection criteria to support the selection of the right talent to contribute to organizational goals and objectives;
• Ensure all candidates receive timely feedback after each recruitment stage ensuring effective communication for each step;
• Prepare the salary allocation and offer letters for new joiners and employees changing positions after a successful recruitment process and ensure approval by Head of HR;
• Maintain an up-to-date industry knowledge on recruitment strategies and approaches;
• Work with hiring managers to ensure smooth and timely implementation of recruitment and selection processes are fair, fit and inclusive;
• Regular training of employees with line management responsibilities to ensure the consistency in recruitment practices and approach.

Job Responsibility 2

Tracking and reporting of all NES recruitment related activities

30% of time:

• Effective follow up and tracking each recruitment activities that reflects the progress of each vacant position and provide summary report to Head of HR on a weekly basis;
• Ensure all positions are filled in a timely manner to reduce the long time to fill each role;
• Liaise with NES HR Assistant ensuring all completed recruitment documents are received and well archived;
• Provide support to implement standard and best practice recruitment procedures for all locally hired staff;
• Lead the yearly recruitment and validation of casual staff and database management in collaboration with NES hiring managers and HR team;
• Collaborate with NES HR Coordinator in providing updates on recruitments to support organogram update.

Job Responsibility 3

Coordinate NES onboarding activities to achieve effective and successful onboarding of new joiners

35% of time:

• Liaise with line managers and NES HR team in coordinating the onboarding process for new joiners
• Provide support to prepare and facilitate the full induction trainings for staff and refresher trainings when required;

Job Responsibility 4

Other Responsibilities

5%

Any additional tasks/responsibilities as assigned by line manager within job scope

Internal Relationship:

• NES Managers-exchanging information and recruitment collaboration;
• CARE Syria HR team-close collaboration;

External Relationship:

• Candidates
• HR recruitment service provider

Qualifications (Know How)

Indicate the minimum required level of education, experience, and skills necessary to qualify for the position and fulfill the organization’s expectation for job performance. Also include the education, experience and skills desired for the position.

Education Degree / Trainings

E.g. high school diploma: college degree (specified major/minor); specialty, example: Accounting, etc. Include the following phrase when possible: “or equivalent combination of education and work experience”.

Required:

Desired:

Technical Experience / Technical Skills

Number of months / years of previous professional experience in a similar position. Example: Languages; planning; budgeting; word-processing; basic accounting; advanced written communications; presentation; fundraising; training/facilitation, etc.

Required:

Desired:

Core Competencies

CARE has 5 Core Competencies that all staff are expected to demonstrate and 2 Leaders Competencies expected of those in management and leadership positions.

 Relationship Building

 Dynamic Learning Mindset

 Delivering Results

 Communication

 Inclusion  

Functional Competencies

Given the responsibilities and level of accountability of the position, please list the technical competencies. These will be used both for recruitment and performance management.

Mention at least 3 Functional Competencies that this role must demonstrate to create the desired impact. There are many competencies that will fit the role, however, please think about the most essential skills needed for this employee to succeed in their role.

• Knowledge of HR systems and tools;
• Specialist and HR technical knowledge in HR recruitment principles and practices;
• Analytical and Reporting Skills;
• Capacity to use communication and collaborative tools;

Proficiency Level

Please select the level of responsibility/contribution

Competency proficiency levels define the degree to which a person in each job is required to demonstrate the competencies through observable behavior   

  Level 1: Support

Foundational: Provides support but contributes indirectly to overall success.

  Level 2: Professional

Practical application of the behaviors, provides support and contributes to the overall success.

  Level 3: Managerial

Inspirational: Role Model, coaches, and influences demonstration of the behavior.

  Level 4: Executive

Envisions and innovates the next generation of behaviors

Health and Safety

I commit to the following:

I will remain aware of and comply with instructions designed to protect my health, welfare and safety. I will always consider my safety and other employees in operational decisions.

I will follow the set safety and security regulations/procedures for the area of operation.

I will bear responsibility for my own safety and security while under contract.

CARE Policies and Safeguarding Declaration

I commit to the following:

By signing this job description, I agree to comply with CARE Policies which includes but not limited to Safeguarding Policy, Code of Conduct and other organizational and HR policies.

I am committed to promoting the implementation of Safeguarding Policy and maintaining an environment that prevents Safeguarding violations.

I agree to comply with all the terms of the CARE policies, which form an integral part of the conditions of my employment with CARE.

I acknowledge that failure to abide by the terms of these policies may result in disciplinary action and termination of my employment contract.

I also acknowledge that, depending on my role and responsibilities, I may be requested to comply with the terms of additional policies, guidelines and related regulations, as and when necessary