Senior HR Officer

KEY AREAS OF ACCOUNTABILITY
1. HR Operations and Coordination
• Implement HR policies and procedures in the Field Office, ensuring alignment with national labor laws and organizational standards.
• Serve as the HR focal point for all field-level teams, ensuring effective communication and consistent HR practices.
• Support line managers in planning staffing needs and HR forecasting.
2. Recruitment and Onboarding
• Manage end-to-end recruitment processes for regular and community-based (CB) staff in coordination with the CO HR team.
• Conduct and coordinate induction and onboarding sessions for new hires.
• Maintain up-to-date recruitment trackers and personnel files.
3. Performance Management and Learning
• Provide administrative and coordination support during performance review cycles.
• Follow up with line managers to ensure timely completion of probation and annual evaluations.
• Track staff training participation and support access to learning opportunities.
4. Compensation, Benefits, and Contract Management
• Prepare and process employment contracts, extensions, and terminations as per CO HR guidelines.
• Ensure accuracy in payroll inputs including allowances, deductions, and attendance.
• Maintain knowledge of current salary structures and benefit policies.
5. Employee Relations and Staff Welfare
• Act as a confidential contact for staff grievances and HR-related inquiries.
• Promote a positive, inclusive, and respectful working environment.
• Support staff welfare initiatives, including psychosocial support coordination when needed.
6. Compliance and Record Management
• Maintain organized and confidential personnel records (physical and digital).
• Ensure compliance with Save the Children and donor HR requirements.
• Assist with internal/external audits by providing requested HR documentation.
7. HR Systems and Reporting
• Input and update employee information into HRIS and other HR databases.
• Generate routine HR reports, such as staff lists, training trackers, and contract status updates.
• Ensure documentation and systems reflect changes in staff roles, locations, and employment status.
8. Capacity Building and Coordination
• Provide coaching and support to junior HR staff in the field.
• Coordinate with the CO HR team on field roll-out of new HR initiatives and tools.
• Participate in HR meetings and knowledge sharing sessions.
BEHAVIOURS (Values in Practice)
Accountability:
• holds self accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children values
• holds the team and partners accountable to deliver on their responsibilities - giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved.
Ambition:
• sets ambitious and challenging goals for themselves and their team, takes responsibility for their own personal development and encourages their team to do the same
• widely shares their personal vision for Save the Children, engages and motivates others
• future orientated, thinks strategically and on a global scale.
Collaboration:
• builds and maintains effective relationships, with their team, colleagues, Members and external partners and supporters
• values diversity, sees it as a source of competitive strength
• approachable, good listener, easy to talk to.
Creativity:
• develops and encourages new and innovative solutions
• willing to take disciplined risks.
Integrity:
• honest, encourages openness and transparency; demonstrates highest levels of integrity
QUALIFICATIONS
• University degree in Business Administration, Management or related courses.
EXPERIENCE AND SKILLS
Essential:
• Bachelor’s degree in Human Resources, Business Administration, Social Sciences, or related field.
• Minimum 4–5 years of relevant HR experience, including experience in humanitarian or NGO field settings.
• Strong knowledge of local labor laws and HR best practices.
• Proven experience managing recruitment, performance management, and HR operations.
• Proficiency in HR Information Systems and Microsoft Office Suite.

Desirable:
• HR certification (e.g., CHRMP) is a plus.
• Understands the Country operating context
• Exposure to emergency or humanitarian HR operations.
• Gender and diversity sensitive
• Ability and willingness to travel within Afghanistan

CORE COMPETENCIES -
HR Business Partnering
• Ability to provide strategic HR advice and solutions to managers.
• Understands organizational priorities and aligns HR interventions accordingly.

Employee Relations and Conflict Resolution
• Skilled in handling sensitive employee matters, grievance management, investigations, and workplace conflict resolution.
Employment Law and Compliance
• Strong knowledge of Afghan labor law, NGO regulations, safeguarding requirements, and HR compliance standards..
HR Information Systems and Data Analytics
• Ability to manage HR systems, analyze workforce data, and generate meaningful HR reports for decision-making.
Confidentiality and Professional Ethics
• Handles sensitive information with discretion and integrity.
• Maintains the highest standards of professionalism and ethical conduct.

Additional job responsibilities
The duties and responsibilities as set out above are not exhaustive and the role holder may be required to carry out additional duties within reasonableness of their level of skills and experience.
Equal Opportunities
The role holder is required to carry out the duties in accordance with the SCI Equal Opportunities and Diversity policies and procedures.
Child Safeguarding:
We need to keep children safe so our selection process, which includes rigorous background checks, reflects our commitment to the protection of children from abuse.
Safeguarding our Staff:
The post holder is required to carry out the duties in accordance with the SCI anti-harassment policy.
Health and Safety
The role holder is required to carry out the duties in accordance with SCI Health and Safety policies and procedures.