HR Officer

What we do

Since 1863, the International Committee of the Red Cross (ICRC) has worked to preserve human dignity and relieve suffering caused by war and armed violence.

In collaboration with our Red Cross and Red Crescent partners around the world, we do everything we can to deliver life-saving aid, reconnect families and locate missing people – helping those who need it most, regardless of who they are and what side of the front line they are on.

We engage with authorities and armed forces on all sides, often confidentially, pressing for access to detainees to improve their living conditions and urging compliance with international humanitarian law to protect non-combatants, including from digital threats.

Our values

• At the ICRC, we value impact, collaboration, respect, and compassion. We seek candidates who demonstrate behaviors based on these shared values. For more information on the ICRC values, please visit this page.

Purpose

The HR Officer (HRO) manages every aspect of the employment process, including recruitment, contract management, onboarding, development, administration, separation, and exit. The HRO advises, guides, and supports employees and line managers in all HR and People Management matters within his/her Area of Responsibility (AoR).

With the support and guidance of the HR Officer 2, the HR Officer (HRO) acts as a strategic partner, change agent, employee champion, and functional expert, supporting and contributing to the ICRC operations. The HRO brings intelligence and insights on People and Culture matters (PAC) to line managers within his/her AoR and ensures PAC objectives are implemented within the Delegation´s strategic objectives (PFR), operational needs, the ICRC People and Culture Strategy, and local priorities and objectives.

The role assesses and anticipates PAC-related needs and ensures integrated solutions are provided within the defined PAC processes and policies. The HRO is the main interlocutor supporting employees on the site. With the support of the HR Officer 2, the HRO is the main interlocutor partnering with line managers on all PAC issues. S/he is responsible for the whole employee life cycle from recruitment to performance management, reward and payroll, career path, workforce planning to exit management, Diversity Equity and Inclusion, and staff health and well-being. Furthermore, the HRO plans, organizes, and controls the HR activities of the assigned AoR and ensures PAC policies and processes are applied.

The AoR includes all HR and People and Management matters at the site level.

Reports to (role)

• Head of Sub Delegation

Accountabilities & functional responsibilities

• Ensures that staff-management policies are applied correctly.
• Carries out administrative follow-up on HR-related issues (recruitment, daily workers management, etc.).
• Is in charge of developing and implementing HR projects.
• Supports the internal and external recruitment process.
• Provides HR expertise to all levels of the organization.
• In charge of the HR Administration of the delegation Performance Management and Development (PMD)
• In charge of the Day laborer/ Daily workers management framework and ensuring that it is implemented in line with the ICRC’s and the delegation’s policies
• At any time, should keep the HR information confidential.
• Ensure the implementation of the HR management framework with respect of the ICRC’s principles, internal policies, and with local labor law.
• Knows and promotes HR policies, procedures, and tools.
• Advises staff and managers on any HR management issue.
• Is aware of the delegation objectives and activities.
• Represents the employer before local authorities (Labor office, Social Security, etc.)
• Works closely with the HR team in the Delegation and reports any HR situation to the national HROs.
• Promote cultural, religious, and ethnic diversity, gender equality and fair treatment of ICRC staff.
• Is in charge or relaying the internal communication for staff, e.g., staff meetings, noticeboards, social events and databases of HR information.

Desired profile and skills

• Strongly motivated by humanitarian work

Certifications / Education required

• University degree or professional diploma.
• Good command (written and spoken) of English.
• Computer literate, with excellent knowledge of Microsoft Excel and PowerPoint. Knowledge of ERP (preferably SAP) a strong advantage.

Professional experience required

• 2–3 years’ experience in HR or a similar field.
• Must be a current permanent resident of Damazin (local candidates only).

What we offer

• Rewarding work in a humanitarian and multicultural environment.
• Competitive employment package with medical insurance.
• In-house training opportunities for personal development.

Additional information

• Type of role: National Staff
• Working rate: 100%
• Location: Damazin
• Type of contract: Fix-term contract (Extendable)
• Length of assignment: Six months(Extendable)
• Application deadline: 30 July 2026
• Desired starting date: September 2026