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Country Human Resources Coordinator, Sudan
This job is OPEN to APPLY for ALL Nationalities, unless otherwise specified.
We need a Country Human Resources Coordinator
Vacancy No: 12
Section/Unit: Human Resources
Grade Level: Grade 9 Step 7
Supervisor: Country Director, matrix managed by HQ HR
No. of Post: 1
Duty Station: Port Sudan/ Later, re based at Khartoum Country Office
Duration: One Year Renewable, with three-month probation period
Closing Date: 17 Jan 2026
Background:
GOAL has responded to the world’s major humanitarian crises since its founding in 1977, working with vulnerable communities in more than 60 countries over the last 40 years. While GOAL continues to be an agile first-responder to humanitarian crises, it is also committed to working with vulnerable communities to help them survive crises and support them on the road to recovery.
GOAL has been working in Sudan since 1985. Despite the ongoing civil war, GOAL continues to be a leading health and nutrition, WASH and FSL INGO in Sudan, working in South Kordofan and North Darfur states. Overall, GOAL provides integrated health, nutrition, WASH, and FSL programming to meet the urgent humanitarian needs of the population and build the capacity of agencies to respond.first responder
Role Purpose
The Human Resources Coordinator is responsible for and oversees all human resource activities for the GOAL Sudan Programme, comprising the entire employee lifecycle from recruitment and selection to performance management and remuneration to offboarding. The HR Coordinator provides day-to-day HR support but also works strategically to ensure HR projects, policies and procedures are implemented in line with the organisation’s values, local legislation as well as best practice.
Duties and responsibilities:
Reporting to the Country Director, your key responsibilities will include:
Human Resource Strategy, Policies, and Planning -
Work collaboratively with the Country Director, Senior Management Team (SMT), Heads of departments, the national, regional and Head Office HR teams, and other stakeholders to maintain an organisational culture in line with GOAL’s values and goals.
Maintain a high-quality and efficient HR function, including appropriate technology, systems and tools, including the use of metrics and people data to inform key decisions. Develop, implement and monitor HR Key Performance Indicators (KPIs).
Guide management and employee actions by formulating and recommending HR policies and objectives for GOAL, and partner with management to communicate HR policies, procedures, and initiatives.
Ensure that HR processes and regulations remain compliant with labour law, GOAL policies, donor requirements and best practice.
Design, direct and manage a process of organisation development that addresses issues, such as strategic workforce planning and key employee retention. Lead a strategic workforce process that evaluates structure, job design, and personnel forecasting across GOAL Sudan .
Support management by providing HR direction, advice and counsel.
Maintain knowledge of trends, best practices, regulatory changes and new technologies in HR, talent management and employment law, and apply this knowledge to communicate changes in policy, practice, and resources to senior management.
Lead the development and implementation of HR Department objectives and systems.
In collaboration with the Systems Director and other senior managers, optimize organizational structures for maximum operational efficiency.
Drive employee engagement in working with leadership to develop effective internal communications strategies, processes, tools and training to promote morale and performance.
Initiate, oversee and coordinate updating HR software systems.
Lead, Mentor and Manage Human Resource Staff
Provide effective leadership, coaching and guidance to the HR teams across GOAL Sudan offices and ensure a skilled, motivated and collaborative HR function
Ensure GOAL’s performance management system is implemented for direct reports, including individual and project planning, regular feedback, coaching and mentoring, mid-term reviews and annual performance appraisals.
Talent Acquisition and Recruitment
Lead the HR team in developing and implementing a recruitment strategy, ensuring the right talent is hired at the right time, to meet changing and evolving needs.
Guide the HR team in establishing and maintaining practises and procedures that identify, source, assess, select and hire the best talent, providing hands on support as needed.
Ensure a timely, thorough and consistent onboarding and induction process for new hires.
Performance Management and Employee Development
Lead on the proper implementation of GOAL’s performance management system and employee development/training programs.
Lead on the development and execution of employee engagement and retention strategies by recommending innovative and continual improvements for employee engagement and by designing and implementing training, mentoring and professional development and succession plans.
Ensure all managers and supervisors are trained in GOAL’s performance management system.
Support, monitor and liaise with all line managers to ensure all aspects of the performance management cycle are being conducted regularly and appropriately. Coach and provide guidance to managers in the implementation of a performance improvement process with poor-performing employees.
Develop and implement an employee development/training tracking system that addresses staff training needs (including staff onboarding, needs assessment, management development, etc.).
Compensation and Benefits
Conduct and participate in regular salary benchmarking exercises within the NGO sector to ensure GOAL Sudan’s renumeration package is competitive, balancing staffing needs with available budgets.
Liaise with external and internal stakeholders, including the HR Department at Head Office, on the review of GOAL Sudan’s renumeration package and ensure all necessary approvals are obtained for the implementation of the annual pay budget.
Keep abreast of changing employee benefits regulations, as well as the shifting needs of GOAL’s workforce and ensure that GOAL’s pay scale complies with local laws and regulations as well as organisational practice
Work with managers to develop and review promotion and retention strategies for existing employees.
Oversee the processing of timely and accurate monthly payroll for all Sudan offices in cooperation with the Finance department.
Ensure administrative procedures related to taxes and payment of social security obligations are being followed in compliance with labour law.
Employee Relations and Personnel Administration
Create and implement employee relations policies and procedures to help increase employees’ engagement and job satisfaction.
Promote and provide guidance on employee welfare, wellbeing and health programs.
Provide strategic support to managers on employee relations and performance management, ensuring that issues are dealt with in a fair, timely and consistent manner, using appropriate counselling, investigative, intervention and mediation techniques.
Consult with HR at HQ on complex employee relations issues in a balanced, fair and objective manner.
Conduct and support with disciplinary and grievance processes and ensure all disciplinary and grievance cases are being tracked for consistency and learning purposes.
Ensure GOAL’s Dignity at Work Policy and Grievance Procedures are fully operational and effective in enabling a supportive working environment for staff.
Ensure that the HR team are tracking/monitoring and following up on key employee data, such as leave request, contract dates, probationary periods, timesheets, etc.
Ensure contract terminations are appropriately documented and ensure all monies are paid to the departing staff member.
Ensure the timely & accurate processing of new contract, contract extension, staff transfer, promotions and other changes of status.
Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
Work closely with Internal Audit and Investigations in respect of resolution of identified areas of HR weakness and incidents.
Personnel Administration and Documentation:
Prepare monthly payroll and submit it to Finance/ for review before it’s approved by the Country Director
Review the staff database and HR files on a frequent basis, ensuring they are maintained to the standard and kept up to date.
Ensure audit issues are addressed as per the agreed timeline.
Ensure staff contracts are kept up to date and that all staff whose contracts are not going to be renewed are informed in line with the HR handbook and country labour laws.
Ensure that timesheets are completed monthly for all staff and confirm that all exiting staff have completed the process. Also share the timesheet tracker on 10th of every month.
Ensure all contract terminations are appropriately documented, and all owed monies are paid to the departing staff member in a timely manner.
Work with line managers and department heads to maintain leave plans for all staff, update the leave tracker on monthly basis and share with staff for better planning to avoid gaps where 2 staff members from the same departments leave at the same time.
In consultation with line managers, ensure that there is cover for staff going on leave.
Keep records in hard and soft copies of approved leave requests.
Ensure the timely processing of new contracts, contract extensions, staff transfers, promotions, and other changes of employment status.
Manage processes related to disciplinary actions, staff exiting and termination.
Respond to employee related queries and provide services to all HR related inquiries and requests.
Administer and participate in the review of organisational policies
Ensure work/residence permits/vaccinations is issued for all expat staff and other requirements. And ensure the trackers are maintained and kept updated/shared with expat team.
Liaise with the external Legal advisor on labour issues Liaise with HAC on Human Resources matters.
Safeguarding:
To foster an inclusive working environment which is non-threatening and safe for all. An environment that addresses safeguarding adequately in its processes and where the barriers to raise and discuss concerns about safeguarding issues are identified and where possible mitigated.
Values & Behaviours:
Strong commitment to upholding and promoting GOAL’s values; Respect, Integrity, Courage, Partnership and Humanitarianism.
Other duties:
Keep track of issues relevant to HR such as the introduction of new policies.
Network with GOAL Global HR Group/HR Managers from other INGOs to keep informed of HR-related issues.
Ensure all staff have valid ID cards.
Manage the HR & Admin team.
Minimum Qualification, Skills and Experience Required:
Qualification and Experience
Master’s/bachelor’s degree in human resources, business administration, or related field.
Minimum of 4 years of experience in Human Resource Management and 2 years in managerial position.
Comprehensive knowledge of Sudan Labour Laws.
Fluent in English and Arabic, both writing and speaking.
Competent computer skills; Microsoft Word/Excel/PowerPoint/Outlook
Excellent administration skills and a strong attention to detail.
High level of discretion and confidentiality
Calm, analytical with diplomacy and communication skills.
Organized, a self-starter and an enthusiastic team player.
Ability to work under pressure to pursue multiple tasks simultaneously to successful conclusions.
Personal qualities
Self-motivation, enthusiasm and results focused.
Flexible and adaptable.
Negotiating, influencing and holding accounts.
Pragmatic and solution oriented.
Committed to high standards and continuous improvement.
Ability to move between big picture and detail.
Commitment to principles of diversity, equity, inclusion
General Terms and Conditions
GOAL has a suite of integrity policies which have been developed to ensure the maximum protection of programme participants, children, vulnerable people and staff from exploitation. Any candidate offered a job with GOAL will be expected to adhere to these policies and employee obligations. Job offers may be subject to police clearance.
This Job Description only serves as a guide for the position available. GOAL reserves the right to change this document.
GOAL is an equal opportunities employer.
Additional job responsibilities
The job duties and responsibilities as set out above are not exhaustive and the post holder may be required to carry out additional duties within reasonableness of their level of skills and experience.
Female candidates are strongly encouraged to apply for this position.
GOAL commitment to Diversity, Equity and Inclusion: GOAL is an equal opportunity employer. We celebrate diversity and are committed to building an inclusive environment for all employees. We foster an inclusive culture where all voices are heard and valued, we are particularly eager to receive applications from women (and other underrepresented groups). We know that the more inclusive we are, the better our work will be.
All employees share in the responsibility for fulfilling GOAL’s commitment to equal employment opportunity and equal treatment. GOAL does not discriminate against any employee or volunteer; or any applicant for employment or volunteering on the basis of age, gender identity, ancestry, political opinion, civil status, medical condition, ethnic background, disability, race, religion, sexual orientation, or any other characteristic protected by applicable laws.
Accountability within GOAL
A commitment to GOAL values and GOAL’s integrity framework is critical to working with GOAL. Any candidate offered a job with GOAL will be expected to adhere to the following key areas of accountability: 1) Comply with GOAL’s policies and procedures with respect to safeguarding, code of conduct, health and safety, confidentiality, do no harm principles and unacceptable behaviour protocols; 2) Report any concerns about the welfare of a child or vulnerable adult or any wrongdoings within our programming area; 3) Report any concerns about inappropriate behaviour of a GOAL staff or partner.
Safeguarding
Children and vulnerable adults who come into contact with GOAL as a result of our activities must be safeguarded to the maximum possible extent from deliberate or inadvertent actions and failings that place them at risk of abuse, sexual exploitation, injury and any other harm. One of the ways that GOAL shows this on-going commitment to safeguarding is to include rigorous background and reference checks in the selection process for all candidates.
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