آخر اعلانات الوظائف

Recruitment & Onboarding
• Coordinate and manage the full recruitment cycle, including job description development, 
vacancy posting, candidate screening, shortlisting, interview coordination, reference checks, 
selection documentation, and offers.
• Work closely with hiring managers to ensure recruitment requirements, selection criteria, and 
approvals are clearly defined and followed.
• Provide HR guidance to hiring managers on recruitment procedures, documentation, and 
organizational requirements.
• Ensure recruitment processes are fair, transparent, merit-based, and compliant with 
organizational policies.
• Coordinate onboarding and induction processes, ensuring all required documentation, 
orientation, mandatory training, and system requirements are completed on time.
• Monitor probation periods and ensure probation reviews are completed and properly 
documented.
Contract Management & Compliance
• Manage the administration of employment and service contracts, including preparation, 
renewals, amendments, extensions, transfers, and separation documentation.
• Monitor contract expiry dates and proactively coordinate required renewals and amendments.
• Ensure employment documentation and HR practices are aligned with applicable labor legislation 
and organizational policies.
• Maintain accurate and up-to-date personnel and contract records for audit and compliance 
purposes.
• Keep the HR Director informed of potential contractual, labor law, or compliance concerns.
• Coordinate with relevant labor authorities and external stakeholders when required and as 
delegated.
• Maintain awareness of changes in labor legislation and communicate relevant updates to the HR 
Director.
Payroll, Social Security & Taxation Coordination

Coordinate closely with Finance to ensure accurate and timely processing of payroll and related 
employee information.
• Ensure Finance receives complete and accurate HR inputs, including new hires, terminations, 
salary changes, allowances, deductions, leave, transfers, and other employee changes.
• Review payroll information from an HR perspective and coordinate with Finance to identify and 
resolve discrepancies.
• Coordinate with Finance on employee Social Security registration, updates, and related 
documentation.
• Maintain working knowledge of applicable Social Security, taxation, payroll, and statutory 
employment requirements relevant to HR operations.
• Ensure employee contracts, salary information, and personnel records are consistent with payroll 
and statutory records.
• Support Finance and HR in responding to payroll, Social Security, taxation, and statutory audit 
requirements.
• Finance remains responsible for payroll calculations, payments, accounting, and statutory 
tax/Social Security submissions, while HR is responsible for providing accurate employee 
information and coordinating HR-related requirements.
Performance Management
• Coordinate the implementation of the performance management cycle, including goal setting, 
performance reviews, and required documentation.
• Provide guidance to managers on performance management processes and organizational 
requirements.
• Support managers in documenting performance concerns and implementing Performance 
Improvement Plans (PIPs).
• Monitor completion of performance reviews and ensure required documentation is maintained.
• Support consistent application of performance management procedures across teams.
• Coordinate performance management processes for HR team members and direct reports, where 
applicable.
Learning & Development
• Coordinate training and capacity-building activities for employees, managers, HR staff, and service 
contractors.
• Identify and consolidate training needs in coordination with managers and the HR Director.
• Organize mandatory training sessions and maintain accurate attendance and completion records.
• Support internal and external learning and development opportunities.
• Monitor mandatory training compliance and follow up on outstanding requirements.
HR Operations & Reporting
• Coordinate day-to-day HR operations and ensure HR services are delivered accurately and within 
established timelines.
• Oversee the collection and processing of timesheets, leave records, employee changes, and other 
monthly HR inputs.
• Maintain accurate employee files, HR databases, trackers, and HR systems.
• Prepare regular HR reports and workforce information for review by the HR Director.
• Maintain and improve recruitment trackers, HR templates, checklists, and other operational tools.
• Support compensation and benefits data collection and benchmarking exercises.
• Ensure employee information is handled with a high level of confidentiality and professionalism.
• Identify administrative gaps and recommend practical improvements to HR processes.
Employee Relations & Wellbeing
• Serve as a first point of contact for employees on routine HR matters and provide appropriate
guidance or escalate matters when required.
• Support managers in addressing employee relations matters, including workplace concerns, 
conflict, grievances, morale, and conduct.
• Maintain professional and confidential communication when handling employee concerns.
• Support employee engagement and wellbeing initiatives.
• Promote awareness and adherence to organizational policies, including the Code of Business 
Ethics, Equal Opportunity, Anti-Harassment, Conflict of Interest, and other workplace standards.
• Escalate complex or sensitive employee relations matters to the HR Director.
HR Investigations & Grievance Management
• Support HR investigations and grievance processes as assigned by the HR Director.
• Assist with gathering relevant information, maintaining documentation, coordinating meetings, 
and ensuring appropriate follow-up.
• Ensure investigations and grievance processes are handled objectively, confidentially, and in 
accordance with organizational procedures.
• Support employees and managers in understanding the applicable process and requirements.
• Maintain appropriate records of investigation and grievance cases and ensure confidentiality is 
maintained.
Policy Implementation & Compliance
• Support the implementation and consistent application of HR policies and procedures across the 
organization.
• Conduct routine HR file and process spot checks to identify documentation or compliance gaps.
• Monitor adherence to key organizational standards, including Equal Opportunity, AntiHarassment, Conflict of Interest, and Code of Business Ethics.
• Ensure personnel files, contracts, recruitment records, and other HR documentation are complete 
and audit-ready.
• Support internal and external HR audits and follow up on required corrective actions.
• Escalate identified compliance concerns to the HR Director and support implementation of agreed 
corrective measures.
HR Coordination & Professional Support
• Act as a reliable HR focal point for employees and managers, providing timely and professional 
HR support.
• Coordinate effectively with Finance, Administration, Programs, Operations, and other 
departments on HR-related matters.
• Maintain strong working relationships with internal and external stakeholders.
• Provide accurate and timely HR information to support management decision-making.
• Demonstrate sound judgment regarding confidentiality, employee relations, and sensitive HR 
matters.
• Support the HR Director in implementing HR priorities, organizational changes, and other HR 
initiatives as required.
• Contribute to continuous improvement of HR processes, tools, and employee services.
ADDITIONAL RESPONSIBILITIES
• Perform other HR-related duties as assigned, within the scope of skills and responsibilities

Bachelor’s degree in Human Resources, Business Administration, or related field. 
• Minimum of 6 years of progressive experience in Human Resources, with at least 3 years in a 
Supervisory or Coordinator HR role within INGO sector.
• Advance knowledge of the Syrian labor law and taxation regulations.
• Proven track record of delivering HR services in complex, fast-paced, and large-scale 
humanitarian or development contexts, including remote or field-based operations.
• Demonstrated experience supporting remote management environments and decentralized HR 
functions.
• Strong organizational and time-management skills with the ability to manage competing 
priorities, meet tight deadlines, and maintain attention to detail under pressure.
• Skilled in designing and delivering training, onboarding programs, and employee development 
initiatives.
• Fluency in both Arabic and English is required. 
• Strong interpersonal and communication skills with the ability to work effectively in multicultural 
and cross-functional teams.
• Solid knowledge of labor law, HR compliance, and ethical standards, including handling sensitive 
cases such as grievances and investigations.
• Proficient in the use of Human Resources Information Systems (HRIS), HR analytics, and digital 
tools for data-driven decision-making.
• High level of integrity, discretion, and professionalism with a commitment to confidentiality and 
ethical HR practice.
• Willing to travel to other offices across Syria as needed.
Success Factors
• Consistently delivers technically sound infrastructure.
• Successful management of approvals, technical documentation, and implementation readiness.
• Builds strong relationships with authorities and communities.
• Maintains high quality standards under challenging operational conditions.
• Promotes integrated programming across engineering and protection sectors.

Commitment: 
Every Blumont team member is expected to carry out their duties in accordance with Blumont’s 
code of business ethics and conduct, core values, and all relevant policies, including antiharassment, child protection, and Protection from Sexual Exploitation and Abuse policies.