Human Resources Manager
Req ID: HUMAN01881
Posted Date: 2020-01-08
Schedule: Full Time
Location: Amman, Jordan JOR
Creative Associates International is a dynamic, fast-growing global development firm that specializes in education, economic growth, democratic institutions and stabilization. Based in Washington, D.C., Creative has a field presence in more than 25 countries with a strong client portfolio that includes the U.S. Agency for International Development and the State Department, among others. Since its founding in 1977, Creative has earned a solid reputation among its clients and is well-regarded by competitors and partners alike.
Creative Associates seeks an HR Manager for the Syria Essential Services, Good Governance, and Economic Recovery Task Order. The objective of the Task Order is to advance the Building Resilient and Inclusive Communities in Conflict (BRICC) objective of fostering resilience and stability in conflict-affected communities across Syria to prevent the re-emergence of extreme actors, empowering communities to negotiate a peaceful resolution to the conflict, and paving the way for safe, dignified, and voluntary return of internally displaced persons and refugees.
The Human Resources (HR) Manager leads HR practices and objectives that will provide a high-performance team culture that emphasizes employee engagement, performance management, and the recruitment and ongoing professional development of project staff. The HR Manager is responsible for the maintenance of processes and metrics that support the achievement of the project’s goals which includes ensuring compliance with Creative and donor/client HR policies, procedures, and regulations.
Reporting & Supervision:
The HR Manager will report to the Director of Finance and Administration. The HR Manager will liaise regularly with the Regional HR Operations Manager on related project and corporate HR matters.
- Manage HR office operations ensuring compliance with Creative and client HR rules and regulations;
- Lead/coordinate the full-cycle recruitment process including finalization of job descriptions, advertisement of vacancies, review of applicants, scheduling and conducting interviews alongside project senior management, checking candidate references, and collecting new hire documents;
- Onboarding/orientation of new project hires;
- Manage employee benefits enrollment and ensure all inquiries and challenges faced by employees regarding their insurances are handled;
- Coordinate the performance evaluation process;
- Provide information and advice to project staff regarding HR policies and procedure.
- Coordinate staff training and establish staff development plans based on staff appraisals and evaluations;
- Receive and log various grievances or complaints from employees; consult with Regional HR Operations Manager and legal counsel regarding difficult cases and provide recommended solutions prior to forwarding complaints to management for review;
- Provide oversight related to the updating of personnel files and other related HR documents including employment agreements, amendments, time sheets, calendar holidays and leaves;
- Provide information as required by Compliance Officers/Auditors during audits; and
- Perform other duties as assigned.
Required Skills & Qualifications:
- Bachelor’s degree in human resources, business administration or a related field is required;
- At least five (5) years of progressively responsible HR experience with six (6) years of general experience;
- Excellent communication and interpersonal skills;
- Excellent record keeping and documentation skills;
- Familiarity with donor/client rules and regulations;
- Familiarity with local employment law;
- Proficiency with Microsoft Office; and
- Verbal and written working proficiency in English and Arabic.
Local and regional candidates are strongly encouraged to apply.
Position contingent upon donor funding.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)