HR Manager – Occupied Palestinian Territory (opt) – National or International

JOB DESCRIPTION

Title: HR Manager, Occupied Palestinian Territory (oPt)

Location: Ramallah

**Travel:**When needed

Job Family and Grade: Professional Family

Pre hire checks: This role is classified as requiring standard pre-employment checks /enhanced due diligence

1. Scope

Department:Human Resources

Reporting to: Country Director

**Direct reports:**Local HR Team

Budget responsibility: N/A

Relationship managementTechnical reporting line to Regional HRD

2. Context

About Relief International

Relief International is an international non-profit organization that partners with communities impacted by conflict, climate change and disaster to save lives, build greater resilience and promote long-term health and wellbeing. Our team of more than 7,000 staff and local volunteers work in 15 countries across Africa, Asia, and the Middle East, providing Health and Nutrition, WASH (Water, Sanitation, and Hygiene), Education and Livelihoods programming that creates the foundation for community resilience. We do this by working with local actors to develop safe and inclusive local programming that is evidence based, conflict sensitive, climate smart, and reaches those in need.

About our Country Program

Relief International was operational in OPT starting in 2007, and after entering hibernation period in

2017, we have recently reactivated our operations at the end of 2023. Relief International is currently building its response to the current and evolving situation in both Gaza and the West Bank through both a direct implementation and partnership approach. Relief International’s programming in OPT follows Relief International’s global strategy with Health as a central focus with components linked to our work in Health through the sectors of WASH, Protection, Education and Livelihoods. The context in OPT is extremely dynamic and requires focus on nexus programming that brings together both humanitarian service delivery combined with systems strengthening and longer-term programming.

3. Job Profile

As the Human Resources Manager, you will initially be the setting up the HR department in oPt together with the upcoming national HR staff with the support of the Regional Support Office (RSO).

The HR Manager is responsible for providing leadership for the HR function for staff members across RI’s oPt program. You will oversee the efficient execution of daily HR operations in line with established policies and procedures for our OPT. You’ll also play a pivotal role in shaping the strategic direction and long-term growth of the HR department.

The role will involve managing and coordinating HR functions and activities to ensure compliance with organizational policies and legal requirements. Additionally, you’ll contribute to the continuous improvement and development of HR processes and systems to enhance overall efficiency and effectiveness.

You will take charge of ensuring smooth day-to-day HR operations, working closely with team members to address any challenges and streamline processes. Your leadership will be crucial in driving strategic initiatives and fostering a culture of continuous improvement within the HR department.

4. Key responsibilities

Accountability and Complexity

In this role as HR Manager for OPT, you’ll be accountable for maintaining a thorough understanding of the unique socio-political landscape and legal framework in the region. You’ll navigate complex challenges related to compliance with local regulations while upholding organizational values and international standards. Additionally, you’ll demonstrate autonomy in decision-making, balancing the need for operational efficiency with sensitivity to cultural and geopolitical factors. Your ability to lead and collaborate effectively amidst these complexities will be critical in ensuring the success of HR initiatives and the overall mission of the organization in this challenging context.

Strategic HR Management and leadership:

• Workforce Planning and Competency Gap Analysis: As a member of the SMT, lead and advise on workforce needs, proactively identifying human resource and competency gaps. Ensure organizational alignment and HR readiness to meet program objectives efficiently and effectively.
• Proposal Design & Staffing Analysis: Collaborate with program teams during proposal design and grants review meetings, providing expert guidance on organizational structure, defining critical roles, and conducting comprehensive staffing analysis to ensure a robust HR framework that enhances program delivery and quality.
• Benefits & Compensation Strategy: Establish, review, and ensure the competitiveness of benefit plans and compensation packages, aligned with both RI policies and local market conditions.

Organizational Conduct and Safeguarding:

• Champion RI’s Code of Conduct: Ensure the highest standards of behavior inside and outside of the workplace, acting as a role model for ethical conduct and professionalism.
• Promote Inclusive Culture: Actively foster diversity and inclusion, ensuring equitable treatment and behavior within all HR processes and interactions.
• Safety and Safeguarding Compliance: Ensure that safeguarding is fully integrated into all activities, and that both internal teams and external stakeholders (donors, partners, and communities) are aware of RI’s conduct expectations and reporting mechanisms.
• Culture of Reporting: Promote an open and transparent culture where any concerns can be reported safely and addressed promptly.

Recruitment and Talent Acquisition:

• Lead National Recruitment: Oversee the recruitment of national staff, ensuring that hiring practices align with organizational goals, values, and diversity objectives.
• Develop Recruitment Strategies: Formulate innovative recruitment strategies to attract top talent, positioning RI as an employer of choice in the region.
• Stakeholder Collaboration: Engage with internal and external stakeholders to define workforce requirements, identify talent needs, and ensure effective resource allocation.
• Hiring Manager Support: Provide strategic advice and operational support to hiring managers throughout the recruitment lifecycle, ensuring adherence to best practices and RI policies.

Employee Relations:

• Lead Employee Relations Strategy: Develop and execute a comprehensive employee relations strategy, ensuring adherence to RI’s HR policies, and fostering a positive, collaborative, and inclusive work environment.
• Compliance & Conflict Resolution: Ensure compliance with all HR policies, acting as the primary point of contact for HR-related inquiries and addressing concerns with transparency, fairness, and empathy.
• Engagement & Satisfaction: Implement and monitor initiatives that promote employee engagement, well-being, and overall job satisfaction.
• HR Systems & Record Management: Ensure accurate, timely processing of HR data in line with RI systems and policies, and address employee queries promptly.

Training and Development:

• Comprehensive Learning Strategy: Design and implement an organization-wide training and development strategy that identifies and addresses skills gaps, aligning learning initiatives with RI’s strategic objectives.
• Learning Programs & Career Growth: Develop, deliver, and evaluate impactful training programs to enhance staff capabilities, creating opportunities for professional growth and career advancement.
• Coaching & Mentorship: Establish coaching and mentorship frameworks to foster continuous learning and leadership development.

Performance Management:

• Performance Systems & Metrics: Establish and manage RI’s performance management systems in compliance with organizational policies, setting clear goals and expectations.
• Continuous Feedback & Development: Provide ongoing feedback, coaching, and development opportunities to ensure continuous performance improvement and alignment with organizational objectives.

Compliance and Legal Requirements:

• Policy Development & Compliance: Oversee the development and implementation of HR policies and procedures in full compliance with local labor laws and regulatory requirements.
• Legislation Monitoring: Track and respond to changes in legislation, ensuring the organization remains compliant and any risks are managed proactively.
• HR Audits & Training: Conduct regular HR audits to ensure policy adherence and provide training to both employees and managers on compliance responsibilities.

5. Person Specification

Skills, knowledge and expertise required for the role.

Essential criteria

• Between 6-10 years of international HR experience, preferably in the Middle East Region
• Minimum of 3 years of experience in strategic managerial level.
• At least 5 years previous experience in an INGO.
• Knowledge of oPt context and remote management in fragile settings
• Previous experience in emergency set up in high security/conflict context
• Demonstrated experience in implementing HR policies, procedures, and systems.
• Ability to to analyze complex organizational challenges and present innovative solutions
• Excellent command of spoken and written English, proficiency in Arabic is an asset
• Demonstrated excellent computer literacy (Excel, word, internet).
• Ability to prioritize and deal with competing demands.
• Excellent organizational, interpersonal and communication skills.
• This position demands a dynamic individual with a demonstrated ability to achieve results in a demanding and fast paced environment.
• A team builder with excellent people skills; culturally sensitive.
• Solution and problem solving oriented

6. RI Values

Guided by the humanitarian principles of humanity, neutrality, impartiality, and independence, as well as “Do No Harm,” Relief International Values:

• Integrity
• Adaptability
• Collaboration
• Inclusivity
• Sustainability