WeWorld is an equal opportunity organization and will not allow discrimination based upon age, ethnicity, ancestry, gender, national origin, disability, race, size, religion, sexual orientation, socioeconomic background, or any other status prohibited by applicable law. WeWorld has also a zero-tolerance approach to any harm to, or exploitation of, a child or a vulnerable adult by any of our staff, related persons or partners. Safeguarding checks are part of the selection process. WeWorld commitment to being a safe organization begins with the staff recruitment process which includes meticulous checks, such as criminal records checks or check disclosure of previous convictions, to ensure children and vulnerable people are safeguarded and abuse is prevented. WeWorld promotes a welcoming, diverse and discrimination- and harassment-free workplace and expects the highest standards of behaviour from all its staff, who are requested to adhere to the principles and behavioural rules defined in the CoEC and the Organisational Poplicies. The CoEC and all the internal policies can be found here: https://www.weworld.it/en/about-us/transparency
Working context
WeWorld has been working in Palestine since 1992, operating in the field of human rights, humanitarian aid and development to guarantee Palestinian communities access to basic services and available natural resources, in particular with regard to integrated service management, the strengthening of the integrated protection of the population and the enhancement of local socio-economic development in a sustainable and innovative way, with particular attention to the social and economic empowerment of women.
WeWorld in Palestine has 5 offices (Jerusalem, Ramallah, Hebron, Tubas and Gaza).
Over the decades, WeWorld has implemented several interventions funded by multiple donors: ECHO and EU, UN agencies as UNICEF and OCHA, as well as national agencies such as AICS, SIDA, GIZ, JICA, GFFO, FCDO, and others. With a people-centered approach, the priorities are always identified together with the communities we serve, with a specific focus on a triple Nexus approach. The significant amount of data and analysis collected and elaborated by WeWorld in oPt inform the intervention of multiple agencies in Country. WeWorld is a member of the Global WASH Cluster and is part of all the clusters at national level: WASH (member of the Strategic Advisory Group), Education, Food Security, Shelter, Protection and Health. More recently, WeWorld has launched emergency operations and activities within Gaza to support the ongoing crisis.
Purpose of the Role
The HR Manager will be responsible for overseeing all aspects of human resource management related to national and international staff in the oPt mission, ensuring compliance with organizational policies and local labour regulations. The role includes supporting recruitment, onboarding, performance management, staff welfare, and visa/work permit processes, while promoting a positive and inclusive work environment.
MAIN TASKS AND RESPONSIBILITIES
HR Policies and Compliance
· Ensure that all HR practices comply with internal regulations, organizational policies, local labour laws, and (PSEAH) principles
· Provide training and guidance to staff and managers on organizational policies, including We World’s Code of Conduct and safeguarding policies
HR Operations
· Oversee HR processes for international and national staff, including recruitment, onboarding, and offboarding
· Follow up contracts and amendments for national staff, including preparation, renewal and termination in line with organizational polices and labour laws
· Coordinate work permit and visa processes for international staff as focal point regarding travel arrangements, ensuring timely renewals and compliance
Recruitment Process
· Lead the recruitment process for national staff, ensuring alignment with organizational goals and values providing a guidance and support to hiring managers throughout the recruitment cycle
· Coordinate emergency HR needs, including surge recruitment and support during crises
· Ensure international and national staff have access to necessary resources for smooth onboarding and integration into the team
People Management
· Organize and plan for performance appraisal processes and support managers in providing constructive feedback
· Identify skills gaps and training needs across the workforce and implement development plans to address them
· Act as a mediator in addressing workplace conflicts and grievances, ensuring issues are resolved fairly and in a timely manner
· Design and implement structured career development plans for national and international staff to foster professional growth and retention
ESSENTIAL REQUIREMENTS
Qualifications and Knowledge
· Bachelor’s degree in Human Resources, Business Administration, or a related field
· Fluency in English
· Knowledge of oPt context and remote management in fragile settings
· Knowledge of PSEAH principles and experience in ensuring compliance with these standards
· Proficiency in HR software and tools
Professional experience
· At least 5 years of HR management experience, preferably in the humanitarian or international development sector, 3 years of experience in an INGO
· Experience in developing and implementing HR policies and SOPs
· Previous experience in emergency set up in high security/conflict context
Skills and Abilities
· Excellent interpersonal, organizational, and communication skills
· Leadership, planning, organization and teamwork skills
· High cultural sensitivity and adaptability
· Ability to work under pressure and in a fast-paced environment
Nice to Have
· Proficiency in Arabic and/or Italian is an asset
· Valid driving license
WHAT WE OFFER
Type of contract: a first 6 (six) month collaboration contract subject to verification of the achievement of specific objectives (these objectives will be agreed together with the Line Manager upon arrival on assignment); a second collaboration contract of 6 (six) months renewable, following the positive evaluation of the first months of contract and the availability of funding
Economic conditions to be defined according to WeWorld Expatriates Compensation Policy
Annual leave: 2,5 days/month (working days)
Flight ticket: one return flight every 12 months of contract
Health insurance: covered
Family duty station: NO
R&R: YES
The recruitment process may be closed early if a suitable candidate is found. Due to the large number of applications, we apologise in advance and will only respond to those profiles deemed suitable for the role.