STRATEGIC LEADERSHIP:

• Support Operations Director in fulfilling the strategy, vision and mission of the RDD and compliance with core values of PIN;
• In charge of development and implementation of HR Strategy;
• In charge of development and updating all the HR related Standard Operating Procedures (SOPs) and policies;

TEAM MANAGEMENT: 

• Managing and supervising HR Team and is responsible for adequate staffing of the HR department;

• Supervisory of HR procedures, program quality and compliance with all rules and SOPs in offices;
• Promotes team spirit, a culture of respect, personal responsibility, transparency and openness; ensures all staff are aware, understand and comply;

• Coaches and supports Line Managers in mediating and resolving employee/team disagreements;

QUALITY & RISK MANAGEMENT IN HUMAN RESOURCES:

• The HRM ensures PIN policies and guidelines in the HR area are known and respected; initiates regular refresher and training session on their awareness and understanding;
• Makes sure the regular refreshers of Code of Conduct and Key Policies are planned at least once a year;
• Ensures that HR systems support the smooth implementation of the country programme strategy and that HR procedures are implemented in full transparency and in accordance with donor and PIN rules;
• Together with Operations Director, inform HQ HR about current HR related needs and requests from country programmes;
• On demand from other SMT members involved in the Partnership and localisation topics, assists with developing/reviewing necessary manuals and SOPs for partners in the HR area;
• Takes part in the investigation procedures related to the reporting of breach of PIN Code of Conduct or other disciplinary issues;
• Focal point for HR complaints and declaration of conflict of interest;
• Leads and advise on appropriate process for restructuring, downsizing or teams reduction;
• Responsible for consulting and providing guidance on the revision of staff salaries and the Syria salary scale;
• In charge of advising and delivering/supervising on disciplinary actions; 

RECRUITMENT & CAPACITY DEVELOPMENT 

• Sets up the process of internal and external recruitment of national staff; formulates SoPs in this area and enforces their compliance;
• Ensures that all new staff complete required orientation and induction trainings;
• Conducts induction training to new staff in HR procedures, as well as “DOs and DON’Ts” of the country programme;
• Ensures that regular staff evaluation is in place and that bonuses and capacity development tools are being used according to HR guidelines;
• Ensures that the contract termination procedures are followed properly;
• Works with SMT on the development and implementation of the capacity building plan;

DUTY OF CARE:

• Proactive identification and response to staff concerns, working with the HR team and senior leaders in identifying and understanding satisfaction/interpersonal issues and how to effectively address them;
• Guides CP management on adequate implementation of duty of care;

• Responsible for investigations into staff concerns, including formal complaints, and providing recommendations based on PIN policies and past practices to ensure fairness and consistency;

• Supervises the teams, and sets up effective internal coordination and communication;

ADMINISTRATION:

• In coordination with FM, ensure that all HR administration systems for country programme are operating properly, in particular overseeing the proper implementation of administrative issues related to HR;
• Responsible for preparation of payroll, contract and its amendments;
• Focal point for HRIS system implementation;
• Makes sure the HR documentation is accurate and archived on time;
• Focal point for audits;

LIAISON WITH PUBLIC AUTHORITIES & LEGAL AND TAX FRAMEWORK 

• Through main lawyer focal points serves as contact person for lawyer with regards to Syrian labour law and ensures its compliance;
• The HRM cooperates with the Liaison department and Operations Director;
• The HRM cooperates with the Liaison department in Syria as well as the contracted lawyers in regards to the labour law, registration, social security, income taxes, health insurance etc.;
• Ensures that all taxes and social security are paid in line with Syrian national regulatory;
• Ensures that tax exemptions (when possible) are negotiated;
• Oversee the implementation and follow-up on the GDPR;

INTERNAL COMPLIANCE AND AUDITS

• Ensures HR systems (HRIS, ELO, Navision) are properly set-up, administrated and used;
• Ensures the current contract templates using in the HR department on the Country programme are up to date and properly used;
• Conducts regular checks on proper archiving of HR documents;
• Ensures quality and completeness of HR documentation of country programme; and sets up archiving rules;
• Coordinates collection of HR documents during external audits carried out at country programme level and addresses HR related auditor´s queries and assists  with the same during HQ; is familiar with donors’ conditions and requirements in the HR area and makes sure they are respected;
• Acts as a communication channel between donors in case of any requests related to the HR agenda as per assignment from Regional Head of Systems and Operations;