Starting position: January 1, 2026

Duration : 12 months

Place of work : Damascus, Syria

Status : National contract, fixed- term

 Deadline for applications: Terre des hommes does not set a deadline for applications for this position, recruitment is open until the position is filled.

Terre des hommes (Tdh) :

The Terre des hommes Foundation (Tdh), with headquarters in Lausanne and an office in Zurich, is the leading Swiss child rights organisation with more than 2000 employees worldwide. We stand together with children to uphold their rights, protect their lives and improve their well-being. We achieve this through innovative programmes focused on health, migration and access to justice, specially designed to have a positive and sustainable impact.

Context :

The HR Manager is responsible for providing strategic leadership and operational management of all Human Resources functions within Tdh Syria. This role ensures that the delegation is staffed with qualified, competent, and motivated personnel who actively contribute to improving the lives of children and their families. As a key member of the Senior Management Team, the HR Manager plays a pivotal role in shaping organizational culture, promoting staff engagement, and aligning HR practices with Tdh’s mission and strategic objectives. The position oversees workforce planning, recruitment, performance management, staff development, and employee relations, while ensuring compliance with Tdh’s Global Code of Conduct, internal policies, Child Safeguarding standards, and HR procedures. In addition to strategic responsibilities, the HR Manager manages core administrative functions such as payroll, leave administration, contract management, and benefits, ensuring accuracy, transparency, and adherence to local labor laws and organizational policies. Furthermore, the HR Manager works to build the capacity of HR staff at mission level, fosters a safe and respectful work environment, and supports managers in applying best practices in people management. Ultimately, this role serves as a trusted advisor to leadership and staff, ensuring that HR systems and processes enable the organization to achieve its humanitarian goals effectively and ethically.

Main responsibilities:

HR Strategy & Governance

• Translate operational and institutional needs into local HR strategies aligned with Tdh’s global People Strategy.

• Provide strategic input on workforce planning, organizational design, and talent needs.

• Conduct HR organizational assessments and propose improvements.

• Ensure Tdh’s values and safeguarding principles are respected.

• Contribute to building an HR information system, and provide analysis to inform and improve HR related decision making processes.

Policy, Compliance & HR Framework

• Develop, update, and implement HR policies and SOPs in line with local labor law and global standards.

• Ensure compliance with staff regulations, labor laws, and internal governance standards.

• Oversee data protection, confidentiality, and compliant personnel record management.

• Deliver training to managers and staff on HR policies and compliance requirements.

Workforce Planning & HR Operations

• Oversee recruitment, hiring, onboarding, and workforce planning processes.

• Ensure accurate payroll checks and compliance with HR operations.

• Conduct or contribute to salary and benefits benchmarking; advise on compensation and reward strategies.

Performance Management & Talent Development

• Implement and monitor performance management systems and processes.

• Support goal setting, coaching, and career development initiatives.

• Prepare annual capacity building plans aligning with Tdh’s strategic objectives.

• Promote continuous feedback and staff development opportunities.

Employee Relations, Engagement & Well-Being

• Act as focal point for employee relations, including grievances, disciplinary processes, and mediation.

• Promote open and constructive dialogue between employees and management.

• Foster a positive, inclusive, and psychologically safe workplace.

• Promote mental health support and psychosocial well-being initiatives.

• Organize team building activities.

Budget & Compliance

• Monitor HR budgets, staffing costs, and FMT allocations.

• Ensure Staff archving is complete and uploaded to respective HR country folders.

Crisis Management

• Anticipate HR needs in crisis contexts, including surge capacity and duty-of-care measures.

• Act as HR focal point during emergencies, ensuring timely workforce deployment and staff well-being.

• Coordinate with Operations, Security, and Staff Health during crises.

External Relations & Representation

• Liaise with legal advisors, labor authorities, and HR networks.

• Represent Tdh in HR forums and conduct sector benchmarking to maintain best practices.
  

Core Competencies:

• Strong organizational skills and ability to manage multiple HR and administrative tasks with a results-oriented approach.

• Strategic thinking and ability to align HR initiatives with organizational goals.

• Excellent written and verbal communication skills in English and Arabic.

• Strong interpersonal skills to work effectively with employees at all levels and maintain positive professional relationships.

• High attention to detail, accuracy, and thoroughness in documentation, data entry, and filing.

• Ability to plan, prioritize, and follow up on tasks efficiently, especially under tight deadlines.

• Confidentiality and professionalism in handling sensitive employee information and HR documentation.

• Good understanding of HR procedures, recruitment steps, and administrative workflows.

• Self-motivated, proactive, and able to work independently and as part of a team, with flexibility and adaptability to changing operational needs.

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  **The full Job Description will be shared with shortlisted candidates.**
  
  Profile :
  
  Education : Bachelor’s degree in human resources, Business Administration, Economics, or a related field; a master’s degree is an asset.
  
  Experience / Skills :

• Minimum of five years of professional experience in Human Resources, with at least two years as head of an HR department.

• At least two years of experience within an NGO is required.
  
  Languages :
  
  Fluency in Arabic and English is required.
  
  IT knowledge :
  
  Proficiency in MS Office applications (Word, Excel, Outlook) and ability to work with HR systems and digital archiving.

  Experience working with an HRIS is an advantage.
  
  Salary :
  
  As per Tdh Salary scale in Syria.
  
  

Tdh General Code of Conduct and Ethical Policies :

• Commits to promoting and complying with the Global Code of Conduct, systematically reporting any violations of the Code through Tdh's formal reporting mechanisms and dealing with any violations of procedures and processes appropriately.

• Raises awareness of the Foundation of the risks of policy non-compliance, violence and abuse, and related rights, towards children, community members and our own employees.

• Undertakes to comply with key ethical policies and guidelines, including the Safeguarding Policy, the Anti-Fraud and Corruption Policy, the Conflict-of-Interest Policy and other policies related to the prevention of terrorist financing and criminal activities, as well as workplace behavior.

• Commits to putting values and principles into practice through exemplary behavior, in full compliance with the Code of Conduct, and always respecting established procedures and processes.

• Commits to developing a compliant and enlightened management culture within the organization and in our work with children and the communities in which we operate.

Procedure:

Only complete applications (CV + covering letter) posted on our official website will be processed. Additional documents (diplomas, work certificates, etc.) will be requested at a later date. We will only contact those candidates selected for further recruitment.

References :

Please note that all job offers will be subject to satisfactory references and checks (criminal record and anti-terrorism funding check). Terre des hommes will ask the Human Resources of previous organisations to provide references on any findings of sexual exploitation, sexual abuse and/or sexual harassment as well as fraud and corruption, during employment, or incidents under investigation at the time the candidate left employment.