Human Resources Manager Full Time NEW

Job Title: Human Resources Manager

Organization: INARA (https://inara.org/)

Department: Head Office

Location: Remote or based in Egypt / one of INARA’s country offices

Reporting to: CEO

Contract Type: Full-time

Language Requirement: English & Arabic (mandatory)

Application Deadline: Rolling basis

About INARA

INARA is a 501(c)(3) nonprofit organization that provides essential medical and mental health support to children affected by human-induced or natural disasters. Founded in 2015, INARA operates in Lebanon, Palestine, Egypt, Afghanistan, Ukraine, Syria, and Türkiye.

The organization’s areas of intervention include comprehensive medical services, mental health and psychosocial support, education in emergencies, economic empowerment, WASH (Water, Sanitation, and Hygiene) initiatives, and rapid emergency response. INARA emphasizes long-term care, ensuring that children receive continuous treatment and rehabilitation.

Mental health programs focus on addressing trauma through therapy, psychoeducation, and community-based support. Educational initiatives offer remedial learning, teacher training, and community-led schooling for displaced children. Economic empowerment programs provide vocational training and entrepreneurship support to help reduce dependency on humanitarian aid. WASH interventions aim to secure clean water, sanitation, and hygiene facilities to prevent disease outbreaks. Additionally, INARA’s emergency response efforts include the rapid deployment of medical teams, distribution of essential supplies, and crisis intervention.

As INARA continues to grow, we are seeking a hands-on HR Manager to establish, manage, and strengthen our people management systems across multiple countries.

Job Summary

The Human Resources Manager will be responsible for end-to-end HR management across INARA’s global operations. This is a stand-alone role, requiring a highly organized, proactive, and practical HR professional who can independently manage all HR functions while supporting a diverse, remote, and multicultural workforce.

The role covers the full HR cycle, including recruitment, onboarding, HR policies, performance management, staff relations, learning and development, compliance with local labor laws, and HR reporting. The HR Manager will work closely with senior leadership and country teams to ensure HR systems are fit for purpose, compliant, and aligned with INARA’s values.

Key Responsibilities

1. HR Strategy & Systems

• Establish, manage, and continuously improve INARA’s HR systems, tools, and workflows across all country offices
• Design and maintain standardized HR processes for recruitment, onboarding, performance management, leave, disciplinary actions, and exits
• Develop, review, and update HR policies, SOPs, guidelines, and templates to ensure consistency across locations
• Adapt global HR policies to country-specific contexts in coordination with local management and legal requirements
• Ensure all HR frameworks are aligned with INARA’s mission, organizational values, safeguarding policy, and Code of Conduct
• Lead the implementation of safeguarding-related HR procedures, including staff awareness, acknowledgment, and compliance tracking
• Establish and maintain an HR document management system ensuring confidentiality and data protection
• Provide guidance to senior management and country teams on HR strategy, structure, and workforce planning
• Monitor HR risks and gaps and recommend corrective or preventive actions
• Support organizational growth by developing scalable HR systems suitable for a small but expanding humanitarian organization

1. Recruitment & Onboarding

• Lead and manage the full recruitment cycle for head office and country office positions
• Coordinate with hiring managers to develop, review, and update job descriptions
• Prepare and publish vacancy announcements through appropriate channels
• Manage application tracking, screening, and shortlisting of candidates
• Coordinate and participate in interviews, assessments, and reference checks
• Prepare offer letters, employment contracts, and consultancy agreements
• Ensure recruitment processes are transparent, fair, and compliant with INARA policies
• Lead onboarding processes for new staff, including induction plans and orientation sessions
• Ensure new hires receive and acknowledge HR policies, Code of Conduct, and safeguarding requirements
• Maintain accurate recruitment and onboarding records and documentation
• Support managers during probation periods and confirm employment status

1. Performance Management

• Design, implement, and manage INARA’s performance management framework across all offices
• Coordinate annual and periodic performance appraisal cycles, including 360-degree reviews where applicable
• Develop and maintain performance appraisal tools, forms, and guidance materials
• Support managers and supervisors in setting clear performance objectives and KPIs
• Provide guidance on conducting fair, constructive, and documented performance reviews
• Support managers in identifying performance gaps and developing improvement plans
• Advise on managing underperformance, including performance improvement plans (PIPs) and follow-up actions
• Track appraisal timelines, completion rates, and outcomes
• Maintain accurate and confidential performance records for all staff
• Ensure performance management processes are aligned with INARA’s values and safeguarding standards

1. Employee Relations & Support

• Act as the primary HR focal point for staff across all head office and country locations
• Provide day-to-day HR advice and support to employees and managers
• Receive, document, and manage employee relations issues in a professional and confidential manner
• Handle staff grievances, complaints, and concerns in line with HR policies and procedures
• Support disciplinary processes, including investigations, hearings, and documentation
• Ensure due process, fairness, and consistency in all employee relations matters
• Provide guidance to managers on conflict resolution and staff management issues
• Promote a respectful, inclusive, and professional work environment
• Support staff well-being initiatives and psychosocial considerations where appropriate
• Maintain confidential records related to employee relations cases
• Ensure alignment with INARA’s Code of Conduct and safeguarding policies

1. HR Administration & Compliance

• Maintain accurate, up-to-date staff records, personnel files, contracts, and HR databases
• Manage employment contracts, contract renewals, amendments, and terminations
• Ensure all HR documentation is complete, properly filed, and confidential
• Monitor compliance with local labor laws and employment regulations in coordination with country offices
• Advise management on HR compliance risks and required corrective actions
• Support payroll preparation by providing accurate HR inputs (staff lists, salaries, changes, leave balances)
• Manage leave records, attendance tracking, and time-off approvals
• Administer staff benefits in coordination with finance and management
• Ensure HR processes comply with internal policies, donor requirements, and safeguarding standards
• Support internal and external audits by providing HR-related documentation
• Maintain compliance calendars and statutory HR reporting where applicable

1. Learning & Development

• Assess and identify training and capacity-building needs across teams and country offices
• Develop and maintain an organizational learning and development plan
• Coordinate internal and external training opportunities, workshops, and learning sessions
• Support onboarding-related training and mandatory staff learning requirements
• Track staff participation in trainings and maintain learning records
• Support managers in identifying individual development needs and career pathways
• Facilitate leadership development initiatives for supervisors and managers
• Support succession planning and talent development as the organization grows
• Coordinate performance-linked development actions based on appraisal outcomes
• Monitor the effectiveness of training activities and recommend improvements

1. Safeguarding & Code of Conduct

• Ensure all staff are informed of, understand, and acknowledge INARA’s Code of Conduct and safeguarding policies
• Integrate safeguarding requirements into recruitment, onboarding, and HR processes
• Maintain records of staff acknowledgements, declarations, and mandatory safeguarding trainings
• Serve as an HR focal point for safeguarding-related matters in coordination with senior management
• Support the receipt, documentation, and confidential handling of safeguarding concerns or allegations
• Ensure timely referral and follow-up of safeguarding cases in line with internal procedures
• Support investigations, documentation, and case management as required
• Promote a culture of zero tolerance for misconduct, abuse, and exploitation
• Ensure safeguarding practices are aligned with donor requirements and international standards

Qualifications & Experience

Education

• Bachelor’s degree in Human Resources, Business Administration, Management, or a related field
• A Master’s degree or HR certification is an asset

Experience

• Minimum 5–7 years of progressive HR experience
• Experience working with NGOs, INGOs, or humanitarian organizations preferred
• Demonstrated experience managing the full HR cycle independently
• Experience supporting multi-country or remote teams is a strong advantage

Skills & Competencies

• Strong knowledge of HR best practices and employment law principles
• Excellent organizational and time-management skills
• High level of discretion, integrity, and professionalism
• Strong interpersonal and communication skills
• Ability to work independently and manage competing priorities
• Comfortable working in a growing, evolving organizational environment

Language Requirements

• Fluent English (spoken and written)
• Fluent Arabic (spoken and written)

Tagged as: Egypt, International Network For Aid Relief and Assistance