Employment Type:
Part Time
Required education:
Master/Bachelor’s degree in Human Resources, Business Administration, Psychology or other related discipline;
Field of experience:
Minimum 5-8 years of relevant experience in the Human Resources field. NGOs experience is an asset.
Years of experience:
Minimum 5-8 years
Specific skills and competencies:
Strong negotiation, communication skills
Outstanding organizational and time-management skills
People oriented and result driven
Excellent active listening and presentation skills
Ability to work independently in a fast-paced dynamic working environment
Excellent writing skills, is creative and committed
Build and effectively manage interpersonal relationships at all levels
Computer skills:
Program implementation and training development.
In-depth knowledge of labor law and HR best practices
HR System and databases
DOT Lebanon is seeking to recruit a Part-time Senior HR Officer who will be responsible for the implementation of HR policies, systems, and practices aligned with organizational objectives and labor law requirements. The role will lead the HR function and support organizational growth through strategic workforce planning, recruitment, learning and development, performance management, and employee relations, while promoting a positive, safe, and compliant work environment. The Senior HR Officer will also serve as the Safeguarding/PSEA Focal Point, ensure continuity of HR operations during emergencies, and work closely with senior management, program teams, finance, and legal advisors.
HR Strategy, Policies & Organizational Development
Lead and oversee the HR function, ensuring that HR strategies, systems, policies, SOPs, and practices are aligned with organizational objectives, operational priorities, and growth plans
Provide strategic HR advisory support to the Country Director and Senior Management Team (SMT) on workforce planning, organizational development, employee matters, and HR-related decision-making.
Develop and recommend new HR policies, procedures, and SOPs to strengthen organizational effectiveness, standardize internal practices, and ensure alignment with applicable labor requirements and recognized NGO sector standards
Review and benchmark existing HR policies and practices against those of comparable NGOs and relevant sector standards, identifying opportunities for improvement and recommending appropriate updates.
Contribute to organizational strategy renewal, organizational development initiatives, and the development and implementation of the RASCI framework
Recruitment & Talent Acquisition
Manage and supervise the end-to-end recruitment and talent acquisition process in collaboration with Heads of Departments, Project Managers, and Hiring Managers.
Advise Hiring Managers on effective interview techniques, selection methods, and recruitment protocols
Maintain and update the organizational structure, job requirements, and job descriptions based on operational and strategic needs
Schedule and conduct job evaluations to ensure that positions are appropriately assessed and classified
Compensation, Benefits & Payroll
Administer and regularly review compensation and benefits systems in line with organizational policies and practices
Ensure the effective implementation and continuous improvement of the payroll system and related policies and procedures
Collaborate closely with the Finance Team to ensure accurate, timely, and confidential payroll processing.
Supervise leave balances and ensure that employee records and personnel files are accurately maintained and regularly updated within the HR ERP system.
Legal & Regulatory Compliance
Liaise with the organization’s legal advisor to ensure compliance with Lebanese labor legislation and to support the resolution of legal and employment-related matters
Ensure compliance with the Lebanese Labor Law, National Social Security Fund (NSSF) requirements, Ministry of Finance regulations, Ministry of Labor requirements, and other applicable national regulations
Performance Management & Employee Development
Lead and oversee the performance management and appraisal cycle, ensuring effective implementation across the organization
Assist managers and employees in understanding and effectively applying the performance management process
Identify staff development needs and recommend an appropriate combination of training, coaching, and other development approaches
Develop and implement tailored onboarding programs, HR materials, training resources, and individual development opportunities to strengthen employee integration, engagement, and growth
Employee Relations, Engagement & Organizational Culture
Lead employee satisfaction and engagement surveys and use findings to support continuous improvements in the employee experience.
Manage employee relations and provide guidance, counsel, and support on personnel-related matters.
Work closely with the Country Director and relevant managers to address employee relations issues and conduct or facilitate investigations when required.
Contribute to fostering a positive organizational culture and maintaining the credibility and reputation of the organization through the consistent application of its Code of Conduct, safeguarding principles, ethics, values, and organizational standards.
Safeguarding & PSEA
Serve as the organization’s Safeguarding and Prevention of Sexual Exploitation and Abuse (PSEA) Focal Point
Receive, document, and appropriately follow up on safeguarding and PSEA concerns or incidents raised by employees, beneficiaries, partners, consultants, or other relevant stakeholders, in accordance with established procedures and confidentiality requirements
Support or facilitate investigations, where appropriate, and ensure that appropriate follow-up and referral measures are taken in coordination with relevant management and designated focal points
Deliver safeguarding and PSEA awareness and training sessions for employees, consultants, interns, trainers, partners, and other relevant stakeholders
Promote a safe, respectful, ethical, and inclusive working environment and support the continuous strengthening of safeguarding mechanisms
HR Systems & Records Management
Supervise the implementation, maintenance, and continuous improvement of the HR ERP module and related HR systems
Ensure the accuracy, confidentiality, and timely updating of personnel records, employee files, leave balances, and other HR data
Identify opportunities to improve HR processes through effective use of HR systems, digital tools, and standardized procedures
____________________________________________________________________________________
DOT Lebanon follows a zero-tolerance policy when it comes to any form discrimination, harassment, and bullying whether verbal, non-verbal, physical, psychological, moral, emotional, sexual and other. Our staff adhere to our organizational purpose and values which are Respect and Human Rights, Integrity, Social Responsibility, Excellence, Transparency and Accountability, and Diversity & Inclusion.
Stemming from our Diversity & Inclusion value, DOTLebanon highly aims to create an inclusive workplace that values diversity and equal employment opportunities without any form of discrimination related to persons’ race, gender, religion, nationality, ethnic origin, disability, age, language, social origin, or other status.
We strongly encourage applications from women, persons with disabilities and people from diverse backgrounds to apply to our vacancies.
HR Strategy, Policies & Organizational Development
Lead and oversee the HR function, ensuring that HR strategies, systems, policies, SOPs, and practices are aligned with organizational objectives, operational priorities, and growth plans
Provide strategic HR advisory support to the Country Director and Senior Management Team (SMT) on workforce planning, organizational development, employee matters, and HR-related decision-making.
Develop and recommend new HR policies, procedures, and SOPs to strengthen organizational effectiveness, standardize internal practices, and ensure alignment with applicable labor requirements and recognized NGO sector standards
Review and benchmark existing HR policies and practices against those of comparable NGOs and relevant sector standards, identifying opportunities for improvement and recommending appropriate updates.
Contribute to organizational strategy renewal, organizational development initiatives, and the development and implementation of the RASCI framework
Recruitment & Talent Acquisition
Manage and supervise the end-to-end recruitment and talent acquisition process in collaboration with Heads of Departments, Project Managers, and Hiring Managers.
Advise Hiring Managers on effective interview techniques, selection methods, and recruitment protocols
Maintain and update the organizational structure, job requirements, and job descriptions based on operational and strategic needs
Schedule and conduct job evaluations to ensure that positions are appropriately assessed and classified
Compensation, Benefits & Payroll
Administer and regularly review compensation and benefits systems in line with organizational policies and practices
Ensure the effective implementation and continuous improvement of the payroll system and related policies and procedures
Collaborate closely with the Finance Team to ensure accurate, timely, and confidential payroll processing.
Supervise leave balances and ensure that employee records and personnel files are accurately maintained and regularly updated within the HR ERP system.
Legal & Regulatory Compliance
Liaise with the organization’s legal advisor to ensure compliance with Lebanese labor legislation and to support the resolution of legal and employment-related matters
Ensure compliance with the Lebanese Labor Law, National Social Security Fund (NSSF) requirements, Ministry of Finance regulations, Ministry of Labor requirements, and other applicable national regulations
Performance Management & Employee Development
Lead and oversee the performance management and appraisal cycle, ensuring effective implementation across the organization
Assist managers and employees in understanding and effectively applying the performance management process
Identify staff development needs and recommend an appropriate combination of training, coaching, and other development approaches
Develop and implement tailored onboarding programs, HR materials, training resources, and individual development opportunities to strengthen employee integration, engagement, and growth
Employee Relations, Engagement & Organizational Culture
Lead employee satisfaction and engagement surveys and use findings to support continuous improvements in the employee experience.
Manage employee relations and provide guidance, counsel, and support on personnel-related matters.
Work closely with the Country Director and relevant managers to address employee relations issues and conduct or facilitate investigations when required.
Contribute to fostering a positive organizational culture and maintaining the credibility and reputation of the organization through the consistent application of its Code of Conduct, safeguarding principles, ethics, values, and organizational standards.
Safeguarding & PSEA
Serve as the organization’s Safeguarding and Prevention of Sexual Exploitation and Abuse (PSEA) Focal Point
Receive, document, and appropriately follow up on safeguarding and PSEA concerns or incidents raised by employees, beneficiaries, partners, consultants, or other relevant stakeholders, in accordance with established procedures and confidentiality requirements
Support or facilitate investigations, where appropriate, and ensure that appropriate follow-up and referral measures are taken in coordination with relevant management and designated focal points
Deliver safeguarding and PSEA awareness and training sessions for employees, consultants, interns, trainers, partners, and other relevant stakeholders
Promote a safe, respectful, ethical, and inclusive working environment and support the continuous strengthening of safeguarding mechanisms
HR Systems & Records Management
Supervise the implementation, maintenance, and continuous improvement of the HR ERP module and related HR systems
Ensure the accuracy, confidentiality, and timely updating of personnel records, employee files, leave balances, and other HR data
Identify opportunities to improve HR processes through effective use of HR systems, digital tools, and standardized procedures
____________________________________________________________________________________
DOT Lebanon follows a zero-tolerance policy when it comes to any form discrimination, harassment, and bullying whether verbal, non-verbal, physical, psychological, moral, emotional, sexual and other. Our staff adhere to our organizational purpose and values which are Respect and Human Rights, Integrity, Social Responsibility, Excellence, Transparency and Accountability, and Diversity & Inclusion.
Stemming from our Diversity & Inclusion value, DOTLebanon highly aims to create an inclusive workplace that values diversity and equal employment opportunities without any form of discrimination related to persons’ race, gender, religion, nationality, ethnic origin, disability, age, language, social origin, or other status.
We strongly encourage applications from women, persons with disabilities and people from diverse backgrounds to apply to our vacancies.