HR Manager

About this role

Job Title: HR Manager
Location: Syria/Edleb with travel to other field offices
Hours: Full Time
Contract Type: FTC - 12 Months

Reports To: Programme Manager
Direct Reports: HR Team
Indirect Reports: Cross-functional peers
Key Internal Contacts/Relationships: SMT, IHRM
Key External Contacts/Relationships: Government bodies, vendors
Job Purpose: The HR Manager plays a key and strategic role in strengthening HR systems and partnering with senior leadership on programme level HR objectives and deliverables.
About HALO:
HALO is the leading global NGO addressing the impact and drivers of conflict in 30 countries and territories, with over 8,000 staff. Most of our staff are local employees and include a growing number of women.
Our primary duty is to serve people affected by conflict, clearing landmines and the explosive remnants of war that threaten lives and livelihoods long after fighting has finished. We make land safe where war has ended, while also assisting those affected by active conflict and endemic violence.
HALO addresses human suffering caused by armed violence in some of the world’s most fragile places, securing weapons and ammunition and working with both state and community actors to reduce the prevalence of armed violence.
About the role:
Supports the delivery of effective human resources services across the programme, ensuring the efficient implementation of HR processes and contributing to staff recruitment, development, engagement, and compliance. The postholder applies HR policies, procedures, and best practices consistently across a geographically dispersed programme while providing day-to-day HR support to managers and employees.
Responsibilities:
Job responsibilities
Strengthening HR systems:

• Strengthen and standardise HR systems, processes and practices in line with organisational policies and global HR standards.

• Identify gaps and in existing HR processes and recommend practical improvements with action plan and timelines.

• Support the implementation and continuous improvement of HR tools, trackers and reporting mechanisms.

• Ensure timely and accurate HR reporting and provide relevant HR data to management for decision-making.

• Strengthen compliance with HR policies, employment contracts, statutory requirements and internal procedures.

• Support the effective implementation of performance management, recruitment, onboarding, leave management and other key HR processes.

• Provide guidance and support to managers and staff on HR policies, procedures and systems.

Recruitment & Onboarding

• Lead recruitment processes in line with programme needs and approved staffing plans.

• Prepare and update job descriptions and recruitment documentation.

• Advertise vacancies, screen applications, coordinate interviews, and administer recruitment assessments.

• Conduct reference checks and background verification.

• Prepare offer letters, employment contracts, and onboarding documentation.

• Coordinate onboarding activities with hiring managers and relevant departments.

• Support recruitment processes for international staff as required.

Induction & Onboarding

• Deliver HR inductions covering organisational policies, Code of Conduct, safeguarding, and employee benefits.

• Ensure all mandatory onboarding documentation is completed and filed.

• Update HR systems and personnel files with new employee information.

• Support managers to ensure new employees have a positive onboarding experience.

Learning & Development

• lead the programme's annual training plan and monitor implementation.

• Development of systems in learning & development including all key processes.

• Organise internal and external training sessions, workshops, and learning activities.

• Maintain training records and monitor completion of mandatory training.

• Deliver HR-related training, including safeguarding, Code of Conduct, recruitment, performance management, and HR policies.

• Evaluate training effectiveness and recommend improvements to learning programmes.

• Support career development initiatives and succession planning activities.

Performance Management

• lead the annual performance review process for national staff.

• Monitor appraisal completion and follow up with managers.

• Provide guidance to managers and employees on the performance management process.

Employee Relations & Compliance

• Support the resolution of employee relations issues, grievances, disciplinary matters, and workplace concerns in accordance with organisational policies.

• Ensure HR practices comply with national labour legislation and organisational policies.

• Maintain and update HR policies, procedures, and templates.

• Conduct periodic reviews of employee feedback mechanisms and recommend improvements.

• Liaise with legal advisors on employment-related matters when required.

Safeguarding

• Support safeguarding investigations while maintaining confidentiality and accurate documentation.

• Promote awareness and compliance with HALO's safeguarding policies.

• Deliver safeguarding awareness sessions and support safeguarding focal points across the programme.

Team Management and Leadership

• Provide clear direction and priorities to the HR team, aligned with programme objectives and organisational strategy.

• Strengthen HR team capacity through coaching, mentoring, knowledge sharing, and targeted development opportunities.

• Establish clear roles and accountabilities within the HR team to avoid duplication and ensure effective ownership of HR processes.

• Ensure consistency and quality in the implementation of HR policies, procedures, and practices across the programme.

9. HR Information Systems & Reporting

• Strengthen the use of HR information systems and digital tools to improve efficiency, data quality, and accessibility.

• Develop and maintain regular HR dashboards and management reports covering headcount, recruitment, turnover, leave, performance, vacancies, and other key HR…