Job ID
48748
Job Title
Human Resources Manager
To work for
Confidential
Country
Syria
City
Damascus
Field of Work
HR/QM
Job Type
Full time
Military service
Not Specified
Minimum Education Level
Bachelor/ License Degree
Responsibilities
JOB SUMMARY
The Human Resources Manager is responsible for leading and managing all Human Resources functions and serving as a strategic partner to senior management in all people-related matters. The role is accountable for developing and implementing HR strategies, policies, procedures, workforce planning initiatives, and organizational development programs that support the organization's mission, objectives, and long-term sustainability.
The position oversees the full employee lifecycle and ensures effective governance of HR processes, compliance with applicable labor laws and organizational regulations, and the continuous enhancement of organizational culture, employee engagement, employee welfare, workplace well-being, and organizational effectiveness.
KEY RESPONSIBILITIES
Personnel Affairs, Governance & Employee Relations
• Lead the development, implementation, and continuous improvement of HR strategies, policies, procedures, manuals, and operational frameworks.
• Ensure compliance with labor laws, regulatory requirements, internal policies, and governance standards.
• Review, approve, and oversee employment contracts, contract amendments, personnel actions, disciplinary measures, and separation arrangements.
• Oversee all personnel administration processes and ensure the integrity and confidentiality of employee records and HR systems.
• Advise senior management on HR risks, workforce matters, and organizational development priorities.
• Lead the management and resolution of complex employee relations issues, grievances, investigations, and disciplinary cases.
• Develop initiatives that enhance employee engagement, employee welfare, well-being, retention, and workplace satisfaction.
• Foster a positive, inclusive, and high-performance organizational culture.
Compensation, Benefits & Workforce Planning
• Develop and oversee compensation, benefits, rewards, and employee welfare strategies.
• Ensure payroll governance, accuracy, and compliance through effective internal controls.
• Lead workforce planning initiatives and organizational staffing strategies.
• Conduct compensation and benefits benchmarking studies and recommend improvements.
• Oversee insurance, social security, and employee benefits administration.
• Prepare and monitor HR budgets and workforce cost analyses.
• Provide strategic recommendations regarding workforce optimization and resource allocation.
Talent Acquisition & Organizational Resourcing
• Develop and implement talent acquisition and workforce planning strategies aligned with organizational priorities.
• Lead and oversee recruitment and selection processes.
• Approve recruitment plans, vacancy announcements, selection methodologies, and hiring recommendations.
• Oversee recruitment for key, specialized, and leadership positions.
• Strengthen employer branding and talent pipeline initiatives.
• Monitor recruitment performance indicators and continuously improve recruitment effectiveness.
Performance Management & Organizational Effectiveness
• Lead the design, implementation, and continuous improvement of performance management systems and organizational effectiveness frameworks.
• Ensure alignment between employee objectives and organizational strategic goals.
• Oversee annual performance reviews, probation evaluations, promotions, and talent review processes.
• Analyze workforce and performance data and provide recommendations to management.
• Develop HR metrics, dashboards, and workforce analytics to support strategic decision-making.
• Drive organizational effectiveness initiatives and continuous improvement efforts.
Learning, Development & Organizational Development
• Develop and implement organizational learning, talent management, leadership development, and succession planning strategies.
• Develop, implement, and maintain the organization's competency framework and ensure its integration across recruitment, performance management, learning and development, career progression, and succession planning processes.
• Establish competency-based talent management practices to support workforce capability development and organizational effectiveness.
• Lead initiatives related to employee engagement, employee welfare, workplace well-being, and employee satisfaction.
• Monitor employee engagement indicators and recommend actions to enhance retention, motivation, and organizational commitment.
• Lead organizational development and change management initiatives.
• Review organizational structures and recommend improvements to enhance effectiveness and accountability.
• Ensure continuous enhancement of HR policies, procedures, templates, systems, and frameworks in line with best practices.
• Contribute to strategic planning and long-term workforce development initiatives.
The Human Resources Manager is responsible for leading and managing all Human Resources functions and serving as a strategic partner to senior management in all people-related matters. The role is accountable for developing and implementing HR strategies, policies, procedures, workforce planning initiatives, and organizational development programs that support the organization's mission, objectives, and long-term sustainability.
The position oversees the full employee lifecycle and ensures effective governance of HR processes, compliance with applicable labor laws and organizational regulations, and the continuous enhancement of organizational culture, employee engagement, employee welfare, workplace well-being, and organizational effectiveness.
KEY RESPONSIBILITIES
Personnel Affairs, Governance & Employee Relations
• Lead the development, implementation, and continuous improvement of HR strategies, policies, procedures, manuals, and operational frameworks.
• Ensure compliance with labor laws, regulatory requirements, internal policies, and governance standards.
• Review, approve, and oversee employment contracts, contract amendments, personnel actions, disciplinary measures, and separation arrangements.
• Oversee all personnel administration processes and ensure the integrity and confidentiality of employee records and HR systems.
• Advise senior management on HR risks, workforce matters, and organizational development priorities.
• Lead the management and resolution of complex employee relations issues, grievances, investigations, and disciplinary cases.
• Develop initiatives that enhance employee engagement, employee welfare, well-being, retention, and workplace satisfaction.
• Foster a positive, inclusive, and high-performance organizational culture.
Compensation, Benefits & Workforce Planning
• Develop and oversee compensation, benefits, rewards, and employee welfare strategies.
• Ensure payroll governance, accuracy, and compliance through effective internal controls.
• Lead workforce planning initiatives and organizational staffing strategies.
• Conduct compensation and benefits benchmarking studies and recommend improvements.
• Oversee insurance, social security, and employee benefits administration.
• Prepare and monitor HR budgets and workforce cost analyses.
• Provide strategic recommendations regarding workforce optimization and resource allocation.
Talent Acquisition & Organizational Resourcing
• Develop and implement talent acquisition and workforce planning strategies aligned with organizational priorities.
• Lead and oversee recruitment and selection processes.
• Approve recruitment plans, vacancy announcements, selection methodologies, and hiring recommendations.
• Oversee recruitment for key, specialized, and leadership positions.
• Strengthen employer branding and talent pipeline initiatives.
• Monitor recruitment performance indicators and continuously improve recruitment effectiveness.
Performance Management & Organizational Effectiveness
• Lead the design, implementation, and continuous improvement of performance management systems and organizational effectiveness frameworks.
• Ensure alignment between employee objectives and organizational strategic goals.
• Oversee annual performance reviews, probation evaluations, promotions, and talent review processes.
• Analyze workforce and performance data and provide recommendations to management.
• Develop HR metrics, dashboards, and workforce analytics to support strategic decision-making.
• Drive organizational effectiveness initiatives and continuous improvement efforts.
Learning, Development & Organizational Development
• Develop and implement organizational learning, talent management, leadership development, and succession planning strategies.
• Develop, implement, and maintain the organization's competency framework and ensure its integration across recruitment, performance management, learning and development, career progression, and succession planning processes.
• Establish competency-based talent management practices to support workforce capability development and organizational effectiveness.
• Lead initiatives related to employee engagement, employee welfare, workplace well-being, and employee satisfaction.
• Monitor employee engagement indicators and recommend actions to enhance retention, motivation, and organizational commitment.
• Lead organizational development and change management initiatives.
• Review organizational structures and recommend improvements to enhance effectiveness and accountability.
• Ensure continuous enhancement of HR policies, procedures, templates, systems, and frameworks in line with best practices.
• Contribute to strategic planning and long-term workforce development initiatives.
Qualifications
Education
• Bachelor's Degree in Human Resources Management, Business Administration, Management, or a related field.
• Master's Degree in Human Resources Management is preferred.
• Professional HR certifications (SHRM, CIPD, PHR, SPHR, or equivalent) are highly desirable.
Experience
• Minimum seven (7) years of progressively responsible Human Resources experience.
• At least three (3) years in a managerial, supervisory, or team leadership role.
• Demonstrated experience in developing HR strategies, policies, procedures, competency frameworks, organizational structures, workforce planning initiatives, and organizational development programs.
• Previous experience in non-profit organizations is preferred.
• Previous volunteer experience is considered an advantage.
Language Skills
• Very good command of English and Arabic, both written and spoken.
Skills & Competencies
• Strong strategic planning and leadership capabilities.
• Comprehensive knowledge of HR management principles, labor legislation, and organizational governance practices.
• Excellent communication, negotiation, stakeholder management, and interpersonal skills.
• Strong analytical, problem-solving, and decision-making abilities.
• Project management and change management skills.
• Advanced organizational and planning abilities.
• Proficiency in Microsoft Office applications, HRIS, workforce analytics tools, and Microsoft Visio.
• High level of integrity, confidentiality, professionalism, and accountability.
• Bachelor's Degree in Human Resources Management, Business Administration, Management, or a related field.
• Master's Degree in Human Resources Management is preferred.
• Professional HR certifications (SHRM, CIPD, PHR, SPHR, or equivalent) are highly desirable.
Experience
• Minimum seven (7) years of progressively responsible Human Resources experience.
• At least three (3) years in a managerial, supervisory, or team leadership role.
• Demonstrated experience in developing HR strategies, policies, procedures, competency frameworks, organizational structures, workforce planning initiatives, and organizational development programs.
• Previous experience in non-profit organizations is preferred.
• Previous volunteer experience is considered an advantage.
Language Skills
• Very good command of English and Arabic, both written and spoken.
Skills & Competencies
• Strong strategic planning and leadership capabilities.
• Comprehensive knowledge of HR management principles, labor legislation, and organizational governance practices.
• Excellent communication, negotiation, stakeholder management, and interpersonal skills.
• Strong analytical, problem-solving, and decision-making abilities.
• Project management and change management skills.
• Advanced organizational and planning abilities.
• Proficiency in Microsoft Office applications, HRIS, workforce analytics tools, and Microsoft Visio.
• High level of integrity, confidentiality, professionalism, and accountability.
Salary and Benefits
In accordance with the internal policies and procedures.
About us
Non-profit organization
Required employees number
1
Posted On
Jun 01, 2026
Expiry Date
Jul 01, 2026
Photo
Required
