HR Manager - Local Hire

Project HOPE is an international NGO of more than 1000 engaged employees and hundreds of volunteers who work in more than 25 countries, responding to the world's most pressing global health challenges. Throughout our 60-year legacy, Project HOPE has treated millions of patients and provided more than $3 billion worth of medicines to local health care organizations around the world. We have helped build hundreds of health programs from the ground up and respond to humanitarian crises worldwide. Code of Conduct It is our shared responsibility and obligation to treat each other with respect, take affirmative steps to prevent matters involving Sexual Exploitation Abuse and Trafficking in Persons, and to disclose all potential and actual violations of our Code of Conduct, which may include Conflicts of Interest, Fraud, Corruption, Discrimination or Harassment. Together we can reinforce a culture of respect, integrity, accountability, and transparency. POSITION SUMMARY: The HR Manager provides strategic leadership and operational oversight for all human resources functions in the Country Office. This role ensures compliance with Project HOPE policies, donor requirements, and national labor laws, while promoting a positive organizational culture, safeguarding, and staff wellbeing. The HR Manager oversees HR operations, leads workforce planning, drives talent acquisition, manages compensation and benefits, and strengthens people‑management capacity to support effective program implementation. PRINCIPAL RESPONSIBILITIES: Strategic Leadership Organizational Culture Serve as a key member of the Gaza Senior Management Team, contributing to effective decision‑making, organizational culture, and operational excellence. Shape an organizational culture aligned to Project HOPE’s values—accountability, integrity, respect, and transparency—promoting inclusion, wellbeing, and high performance. Support the design and implementation of a coherent organizational structure aligned with program needs. Establish and maintain strong relationships with internal stakeholders, government authorities, donors, and partner agencies. Ensure confidentiality for HR related decisions, and maintain culture of respect for confidentiality Lead staff wellbeing initiatives, including mental health and psychosocial support, in collaboration with SMT. HR Policies, Compliance Safeguarding Own Office HR Manual and local HR policies; ensure regular review, socialization, and alignment with Project HOPE standards, national labor law, and donor requirements.Champion safeguarding, Protection from Sexual Exploitation and Abuse (PSEA), non‑discrimination, and zero tolerance for harassment and retaliation. Lead/coordinate case management in line with policy and legal requirements, escalating appropriately. Ensure consistent application of employee relations processes (disciplinary, grievances) with confidentiality, fairness, and due process. Provide guidance to managers and staff on policy interpretation and application. Ensure emergency HR procedures are in place and adapted for humanitarian response. Ensure consistent application of employee relations processes (disciplinary, grievances) with confidentiality, fairness, and due process. Ensure all staff have updated job descriptions, contracts, and terms compliant with local labor law. Maintain a job evaluation and grading process that ensures internal equity and clear linkages between job descriptions, salary bands, and organizational charts. Lead internal controls for HR audits; maintain accurate records and documentation to donor and organizational standards Compensation Benefits Lead the design and implementation of equitable compensation and benefits systems, ensuring fairness, transparency, and compliance with labor law and donor requirements. Oversee accurate and timely payroll administration, ensuring accuracy of salaries, allowances, deductions, and tax compliance. coordinate with Finance for reconciliations and audits. Regularly review compensation structures to ensure competitiveness and equity across staff levels. Ensure transparent communication of benefits and entitlements, fostering trust and accountability; monitor cost and utilization; recommend optimizations to sustain duty of care in crisis contexts. Talent Acquisition, Onboarding Workforce Planning Lead end‑to‑end recruitment for national positions, ensuring transparent, timely, and bias‑aware processes Drive workforce planning, succession planning, and internal mobility; maintain talent pipelines and rosters for rapid scale‑up. Provide strategic HR support on workforce planning and people‑related challenges. Ensure employment terms and practices are fair, consistent, and compliant with labor law and organizational policies. Oversee compliant pre‑employment checks, contracting, and onboarding; ensure high‑quality induction and orientation for all new hires Performance, Learning Development Promote a culture of performance management, accountability, and continuous improvement. Ensure supervisors conduct regular performance reviews with measurable objectives and fair evaluations. Provide training and guidance to managers on effective performance management. Lead staff capacity building initiatives, including induction, orientation, coaching, and mentoring. Make sure that there is a learning and development plan for the staff based on needs Maintain updated information on staff salaries, allowances, and tax calculations. People Management Lead, manage, and motivate the HR team, ensuring clear work plans and objectives. Supervise, mentor, motivate, manage and develop the HR team to ensure high-quality service delivery. Ensure HR staff are prepared to perform their roles effectively during emergencies. Promote a culture of accountability, recognition, and staff wellbeing within the HR team. Humanitarian Preparedness Response Adapt HR policies and procedures to ensure readiness for humanitarian crises and rapid scale‑up. Establish rosters and systems to ensure timely deployment of staff. Harmonize policies to enable smooth deployment of surge staff and internal reassignments during emergencies. Key Relationships Internal: Country Director, SMT, Regional HR Manager, Finance, Operations, Security, Program Leads, Global HR/Legal/Compliance. External: Labor authorities, legal counsel, benefits brokers/providers, recruiters, partner NGOs, coordination/cluster forums, and donors as relevant. Qualifications Minimum of 7years of progressive HR experience, with at least 3 years in a leadership role within INGOs or similar organizations. Postgraduate degree in Human Resources, Business Administration, or related field preferred. Strong knowledge of local labor law and compliance requirements. Proven experience in developing and implementing HR policies, procedures, and systems (including HRIS). Demonstrated ability to oversee compensation and benefits systems, ensuring fairness and equity. Solid understanding of safeguarding, PSEA, and grievance management in humanitarian contexts. Strong analytical, problem‑solving, and negotiation skills, with the ability to influence across departments. Ability to manage complex workloads, prioritize effectively, and adapt to emergency contexts. Experience in staff capacity building, training, coaching, and mentoring. Fluency in English and Arabic required. . INGO experience and familiarity with donor‑funded program requirements. preferred Experience managing teams and building capacity; able to operate effectively in fast‑changing, emergency contexts PHYSICAL DEMANDS AND WORK ENVIRONMENT: The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical demands: While performing the duties of this job, the employee must be mobile in an office environment and able to use standard office equipment. Must be able to communicate in verbal and written form. Project HOPE employees may be required to travel or work in countries where working conditions are classified as “hardship.” Work environment: Typical office environment with exposure to a minimal noise level. Emergency deployments may be in resource-deprived environments with austere living conditions. Travel for extended periods may be by air and/or other modes of transportation. Project HOPE employees may be required to travel or work in countries where working conditions are classified as “hardship.” Due to the substantial number of inquiries, we receive, only candidates who have met the required experience qualifications for this position will be considered. No phone calls please. However, since we are active around the world in the field of public health, we may wish to retain your CV in our database for other/future opportunities, unless you direct us otherwise.