The Syrian Arab Red Crescent (SARC) is an independent humanitarian organization of public utility, is permanent and continuous, and has a legal entity and enjoys financial and administrative independence. SARC was founded in 1942 according to the decrees No/540/ 1942 and No/117/ 1966 which regulate the Organization’s work. It was recognized by the International Committee of the Red Cross in Geneva (ICRC) in 1946, and is committed to upholding the Geneva Conventions and the seven Fundamental Principles of the International Movement of Red Cross and Red Crescent National Societies.
The Syrian Arab Red Crescent is seeking to recruit a “HR Performance and Compliance”
Interested candidates are requested to send their updated CV in English and must be PDF file only, otherwise will be rejected To: hr.department@sarc-sy.org
- Should write the position you apply for in the Subject.
- Based In Damascus – Abou Remmaneh. Any resume without Subject will be automatically rejected.
- Any resume without Subject will be automatically rejected.
Vacancy Open Date:10-July-2026 / Vacancy Closing Date: 24-July-2026.
JOB DESCRIPTION: HR Performance and Compliance
- Job Summary
The incumbent is fully responsible for designing, deploying, and managing the organization’s end-to-end performance appraisal, objective-setting, and talent development tracking frameworks. Concurrently, this position serves as the organization’s primary operational shield and formal focal point for all external HR audits, donor compliance evaluations, and regulatory inspections. The role ensures total institutional readiness, orchestrates the continuous verification of personnel data, drafts highly professional and legally sound management responses to external audit findings, and systematically enforces compliance with internal policies and local labor legislations.
- Key Responsibilities & Operational Duties
- Framework Architecture: Design, implement, and continually update the organization’s Performance Management System (PMS) frameworks, ensuring complete alignment with institutional strategic goals and modern HR practices.
- Appraisal Cycle Governance: Manage and orchestrate the full lifecycle of mid-year and annual performance review processes across all departments, sections, and branches.
- Leadership Coaching & Calibration: Deliver comprehensive briefing sessions and calibration workshops for department heads and evaluators to minimize rating inflation or bias, ensuring fair, objective, and evidence-based evaluations.
- KPI & Goal Alignment: Oversee and quality-check the formulation and cascading of SMART goals and Key Performance Indicators (KPIs) horizontally and vertically across the workforce.
- Data Analytics & Competency Mapping: Analyze institutional performance appraisal data to identify systemic competency gaps, converting raw evaluation metrics into actionable talent development insights for HR leadership.
- Developmental Linkage: Partner closely with line managers to utilize appraisal outcomes for drafting targeted Individual Development Plans (IDPs), Performance Improvement Plans (PIPs), and identifying high-potential employees for succession readiness.
- Primary Audit Focal Point: Act as the exclusive, authorized operational liaison and point of contact for all external audit firms, international donor inspectors, independent verifiers, and state regulatory authorities regarding all HR and personnel matters.
- Proactive Audit Readiness: Establish and execute a regular schedule of internal mock audits and quality checks, ensuring that physical and digital personnel files, payroll archives, and onboarding/offboarding records are organized and 100% compliant at all times.
- Evidence Aggregation & Verification: Direct the secure gathering, cross-referencing, and verification of sensitive employee data, contracts, and payroll sheets requested during formal audit cycles, ensuring zero discrepancy between ERP/HRIS systems and physical archives.
- Drafting Official Management Responses: Lead the technical and professional drafting of formal management responses, reconciliations, clarifications, and counter-arguments addressing external audit observations, exceptions, or preliminary findings in both English and Arabic.
- Corrective Action Plans (CAPs): Formulate, track, and enforce rigorous Corrective Action Plans across relevant departments to close compliance gaps identified by external auditors and prevent repeating observations.
- Policy Calibration: Monitor updates in local labor laws, social security regulations, and employment standards to proactively update internal HR Standard Operating Procedures (SOPs).
- Performance Cycle Compliance: 100% on-time completion and submission of annual and mid-year appraisals across all organizational units.
- Audit Preparedness Rating: Zero critical or high-risk financial/administrative findings or penalties arising from missing, flawed, or non-compliant HR records.
- Audit Response Turnaround Time: 100% compliance with external audit deadlines for submitting official management clarifications, responses, and supporting evidence.
- CAP Execution Rate: Successful implementation and closure of approved Corrective Action Plans within 60 to 90 days following the receipt of final audit reports.
- Job Specifications & Requirements
- Educational Background: Bachelor’s degree in Human Resources Management, Business Administration, Auditing, or a closely related corporate discipline.
- Professional Experience: 2-4 years of progressive experience within a structured corporate or institutional HR environment, with a proven track record of handling institutional performance cycles and defending against complex external audits. (Note: 4-6 years is recommended rather than 2-4 due to the high sensitivity of dealing with external audit firms).
- Technical & Regulatory Expertise: Deep, uncompromised understanding of regional labor codes, social security mandates, tax compliance, and donor-mandated compliance mechanisms.
- Linguistic & Communication Mastery: Exceptional written and verbal communication skills in both English and Arabic, with a demonstrated ability to draft defensive, persuasive, and professional administrative letters.
- Systemic Proficiency: Advanced hands-on experience working with Enterprise Resource Planning (ERP/HRIS) systems, specialized Performance Management modules, and digital document archiving workflows.
- Critical Soft Skills: Absolute confidentiality and high ethical standards when handling sensitive personnel data; advanced negotiation and conflict-resolution skills under high-pressure conditions.
