CARE International in Turkey (CARE) provides cross-border humanitarian assistance in Syria and refugee assistance within northern Turkey to people affected by the Syrian crisis. The HR Coordinator is a part of the HR unit, reporting to the Director of HR, supporting the planning and implementation of the overall HR system. He/she will coordinate for the proper application of HR policies and procedures that are responding to the organization and the staff needs.
Job Responsibility # 1: Recruitment and Selection
▪ Lead and Coordinate the CO recruitment processes including but not limited to advertising, screening, interviewing, hiring, etc. according to CO HR Manual. Participate in interviews.
▪ Provide expertise to all people involved in the recruitment process on how to lead it properly with the aim of recruiting professionals and people with potentials to be developed.
Job Responsibility # 2: Function Evaluation
- Follow up, propose, revise and/or draft HR-related procedures and policies (CO HR Manual), to improve the functioning and the communication within the CO
- Contribute to the implementation of the internal working rules (conditions of employment and internal regulations) according to both to Turkey labor laws and CARE policies
- Participate with the DOHR to set up and update the organizational chart
- Participate in meetings with donors, partners and/or local authorities if needed.
- Provide the required information for the audits conducted by donors, authorities etc. Handle audit requirements with close coordination with program, compliance and finance units.
- Network with HR professionals from other NGOs to keep informed of HR-related issues.
Job Responsibility # 3: Performance Management
▪ Coordinate and follow up probation period evaluations and improvement plans in close coordination with respective supervisors and DOHR.
▪ Ensure annual appraisals (APAA) is done according to CARE policies and follow up with managers and staff in order to ensure a fair and transport process.
▪ Provides support and advice to managers and staff about CARE’S performance management system. Conduct training and sessions to support organizational culture on performance management.
▪ Follow up and coordinate promotions, salary changes according to local laws and CARE’s policy and procedures.
▪ Handle with the DOHR, any disciplinary actions that might be needed as CARE’s policies and local laws. Conducting investigations in close coordination with DOHR and/or CD if it is needed.
Job Responsibility # 4: Learning and Development
▪ Be in charge of the drafting and follow up of the CO’s training plan with close coordination with the budget holder and DOHR. Coordinate, internal and external trainings according to CARE policies and local laws.
▪ Coordinate and conduct orientation sessions for all newly recruited staff and reminder training for previously hired staff. Update the orientation process when it is needed and ensure its proper implementation.
▪ Follow up the quality and impact of whole briefing and induction processes collects data and suggest improvements to DOHR if advisable.
▪ Follow up and conduct, if it is needed, policy and procedures training such as PSHEA, Code of Conduct, APAA, Conflict of Interest, Disabilities, Gender & Diversity, Organizational culture, etc. Support the HR Manager and other CO units regarding the implementation of all the policies.
▪ Together with DOHR, Senior management of the CO, Regional and global HR units contributes to the identification of training options at local/regional/international/intersectional level, and provide expertise upon request to line managers with regards to the assessment of training needs within the teams they supervise.
▪ In close collaboration with DOHR, Senior management of the CO, Regional and global HR units, ensures proper implementation of the Training Policy, procedures and tools in the CO and support and develop training for Coordinators/supervisors/ managers
▪ Be a focal point for PSHEA and child protection. Raise awareness about the organization’s PSHEA, child protection and safeguarding measures including the Code of Conduct and provide training and advice to staff and volunteers on these measures
▪ Support managers/staff to integrate PSHEA and child safeguarding into all programs and operations activities so as to prevent (or address) situations may cause risk for the organization.
▪ Support partners in order to build their capacity and addressing their issues when it is needed.
Job Responsibility # 5: Employee Participation and Communication
▪ Be responsible for implementing systems to improve communication with staff and address their grievances, such as a staff representative system and participate in or lead staff meetings/sessions (PSS, Wellbeing activities, Workplace safety, etc.)
▪ Informs CO in case a legal risk is detected within her/his area of responsibilities and suggests actions to take in order to prevent it. Follows up employees’ claims and keeps DOHR informed at any time.
Bachelor’s degree in relevant field
- At least 3 years of experience in HR or relevant field
- Proficiency in oral and written English.
- Microsoft Office
- Knowledge about local laws and regulations
- Ability to communicate to groups, and training or facilitation skills
- Planning and organizing skills
- Analytical listening skills
- Administration skills
- Ability to work with diverse groups
- Ability to work in partnership and draw on the experience of others; proficiency in teamwork and collaboration
- At least 5 years of experience in HR or relevant field
- Good understanding of Talent Management & Development
- Experience and theoretical knowledge of learning and development in human resources
- Knowledge of International development
Child Protection Policy
Child abuse in all forms is unacceptable to CARE Turkey, which recognizes its responsibility to protect children from harm in all areas of its work. CARE Turkey is committed to ensuring a child-safe environment and is applying a zero-tolerance approach towards any kind of child abuse and exploitation.
Discrimination, Abuse and Harassment Policy
CARE Turkey expressly prohibits and will not tolerate any form of discrimination, abuse, harassment (sexual or otherwise), based upon race, ethnicity, religion, national origin, gender, age, sexual orientation, marital status, citizenship status, disability, or military status. CARE employees and related personnel must under no circumstances take part in any form of discrimination, harassment, or abuse (physical, sexual or verbal), intimidation or exploitation, or in any other way infringe the rights of others inside or outside CARE.
Employment is subject to the possession of valid identification documents (passport, residency card, temporary protection card, etc.) and successfully obtaining permission to work by the Government of Turkey (work permit). CARE will submit the work permit application on behalf of the selected candidate after the job offer accepted. Candidate can start to work for CARE only after the work permit is received. Failure to provide the required documents or rejection of a work permit application by the Government of Turkey will result in your employment offer being rescinded.
HOW TO APPLY:
- Interested candidates, please send a Curriculum Vitae in English and a Cover letter (in a separate file of no more than one A4 page) describing how your skills and experience match the requirements of this post, following to: [email protected] & [email protected]
- To help us track our recruitment effort, please indicate in your e-mail & cover letter where (vacanciesinturkey.com) you saw this job posting.
Applications in languages other than English will not be reviewed.
Only short-listed candidates will be contacted.