HR Manager ( applications will be screened on an ongoing basis )

This is a support function in terms of providing a service to Concern Lebanon and its teams. You will manage the Human Resources function for Concern Lebanon and its offices, in line with all Concern operational policies and procedures and local legislation. The post holder will facilitate HR support, encompassing a wide range of tasks that requires skills in prioritizing and managing competing demands.

1. Human Resource Management:

• Manage the HR department based on a thorough understanding of globally accepted good HR principles and practices.
• Ensure the implementation of the Concern Lebanon HR manual by training, coaching and mentoring HR staff and line managers in Lebanon.
• Establish and maintain a centralized, comprehensive, confidential electronic and paper filing system for all employees.
• Support all programs in identifying their staffing needs.
• Manage the payroll of national staff in liaison with Finance team to ensure all local staff receive the correct monthly payments on time. 
• Maintain accurate records of staff leave etc. and ensure all staff are aware of entitlements and procedures for applying for leave etc.
• Provide informed and confidential advice for any staff about to assist them to understand entitlements and duties as Concern staff etc.
• Monitor the implementation of Performance Development Review and probation system, ensuring that it operates equitably and consistently across the organization, and ensure records are filed for all staff.
• Maintain a confidential grievance and complaint procedures that staff can rely upon in line with Concern grievance procedures. Manage collective and individual staff grievances, seeking advice from senior management as required and in accordance with grievance policies.
• Ensure exit interviews are carried out by HR with all staff leaving Concern and undertake analysis of these.
• Maintain an updated organogram of the organization, and the different programs.
• Centralize all employee data, create HR dashboards, analyse the findings and propose improvement plans as appropriate
• Design and create a positive employee experience during their journey with Concern.

2. Recruitment

• Participate to the recruitment of local staff posts to ensure all vacancies are filled with the right people in a timely manner, including job identification, assisting job description preparation/review, staff vacancy request, vacancy announcement, shortlisting, setting up interviews, partaking in interviews, thorough reference checks, employee contracts, and induction.
• Provide support to managers in preparation of job descriptions, in job analysis and staffing plans.
• Organize induction plans for new comers in collaboration with line managers

3. Staff training and development and Capacity Building

• Establish and maintain a learning and development system, assess the individuals training needs in collaboration with line managers and in alignment with Concern’s policies
• Follow up on staff trainings, keep an updated record for all training participations and training budget
• Design, plan and implement a capacity building plan for all relevant Concern Lebanon staff on key elements of the different components of the HR department
• Contribute to the daily capacity building and strengthening of decision making capacities of Lebanon national staff.

4. People Management:

• Line manage all HR staff, contributing to their capacity building and career development through technical support and on-the-job training and coaching, including in particular a thorough induction at the start of their contract for any new starters.
• Ensure that all department positions have accurate job descriptions and that each member of the team fully understands outcomes which are expected of them, by setting SMART objectives, and that they are aware of the success criteria relating to their work.
• Ensure that all department staff are aware of and comply with all of Concern’s policies and procedures.
• Monitor and review performance of the HR Department staff and hold staff accountable for meeting their success criteria; give corrective and constructive feedback where required and take quick, decisive action in the case of poor performance.
• Ensure that work within the team(s) is planned and organised in a way which will meet the organisation’s needs in the most cost effective manner possible; ensuring that team members are given appropriate workloads and are working efficiently.

5. Representation:

• Ensure regular coordination with the Ministry of Labour and any other relevant authorities and other relevant actors on matters related to HR.
• Manage the declaration process for the NSSF and the ministry of Finance in liaison with the finance team to ensure all the declarations are done properly and on time.

6. Other:

• Actively participate in collective exercises such as preparation or updates of Preparing for Effective Emergency Response (PEER) plan, Security Management Plan (SMP) and other Concern initiatives. 
• Take active measures to address equality issues, particularly relating to gender, in programme as well as operational activities.
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• Ensure the highest stands of accountability through ensuring good communication and information sharing within and outside the organisation.
• Promote and ensure compliance with the requirements of Concern’s safeguarding policies including the COC and its associated policies.
• Be aware of, understand and comply with all of Concern’s policies and procedures (P4, finance, logistics, HR, security management etc.).
• Contribute to ongoing security management and planning as necessary.
• Actively participate in any emergency response if called upon to do so (within the existing programme area or in a new one).
• Undertake other related duties as may reasonably be assigned by the Country Director or the Systems Director

Essential

• Relevant graduate qualification in Human Resources (e.g. HR Management)
• Three years’ experience in HR management
• Strong team management experience
• Very strong negotiation and mediation skills, with proven experience in same
• Excellent English
• Ability to use initiative, multitask and work to agreed priorities and objectives
• Computer literate and strong knowledge of Word and Excel
• Empathy with Concern’s mission, vision and goals, and our target group
• Be culturally sensitive, ability to work with different cultures
• Be flexible and reliable

Desirable

• Have a sense of humour
• Previous experience with an INGO is a great advantage
• Able to work under pressure to strict deadlines

Concern Code of Conduct and its Associated Policies

Concern has an organisational Code of Conduct (CCoC) with three Associated Policies; the Programme Participant Protection Policy (P4), the Child Safeguarding Policy and the Anti-Trafficking in Persons Policy. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organisation, and the standards of behaviour expected of them. In this context, staff have a responsibility to the organisation to strive for, and maintain, the highest standards in the day-to-day conduct in their workplace in accordance with Concern’s core values and mission. Any candidate offered a job with Concern Worldwide will be expected to sign the Concern Staff Code of Conduct and Associated Policies as an appendix to their contract of employment. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies.