Preliminary Job information

• JOB TITLE: HUMAN RESOURCES OFFICER
• COUNTRY AND BASE OF POSTING: YEMEN – MOKHA
• REPORTS HIERARCHICALLY TO: FIELD COORDINATOR
• MATRIX REPORTS TO: FIELD COORDINATOR
• MANAGEMENT: COOK - CLEANERS
• CONTRACT DURATION: 6 MONTHS (RENEWABLE BASED ON BUDGET AVAILABILITY AND PERFORMANCE EVALUATION)
• ANNOUNCING DATE: MAY 27, 2025
• ANNOUNCEMENT CLOSING DATE: JUNE 06, 2025
• WORK STARTING DATE: JULY 01, 2025

Qualified female candidates who meet the job requirements are strongly encouraged to apply.

PU-AMI: Mission, Reach, and Operations

Première Urgence – Aide Médicale Internationale (PU-AMI) is a non-profit, non-political, and non-religious humanitarian organization providing rapid assistance to people affected by crises, aiming to restore their independence and dignity. Operating in 24 countries, PU-AMI supports over 6 million people annually with a team of 2,500+ staff.
Through an integrated approach, PU-AMI addresses multiple needs across sectors to deliver impactful, sustainable solutions. Each year, it runs around 190 projects focused on Health, Nutrition, Food Security, WASH, Psychosocial Support, Education, and Protection.
In Yemen, PU-AMI supports 18 health facilities across districts in Hodeidah, Raymah, and Taizz, with field offices in Hodeidah and Mokha, and coordination offices in Sana’a and Aden. PU-AMI actively engages in relevant clusters and collaborates closely with government departments.

Job Description

Overall Objective

The Human Resources Officer manages key human resources functions at the base level, supports the effective implementation of HR policies, systems, and procedures in alignment with both organizational values and applicable labor laws. The role ensures efficient HR operations across recruitment, onboarding, employee relations, and performance management, with special responsibility for accurate HR data management, including payroll inputs, timesheet tracking, and digital systems such as HOMER platform.

Scope of Work and Core Responsibilities

1. Recruitment and Onboarding

• Coordinate end-to-end recruitment: job postings, CV screening/longlisting, interview scheduling, reference checks, and offers submission.
• Prepare employment contracts and ensure all pre-employment documentation is completed.
• Deliver and track onboarding and orientation processes for new hires.

2. Employee Records and HR Information System Management (e.g., HOMER)

• Maintain and update employee records in HRIS systems, such as HOMER, including contracts, leaves, performance evaluations, and salary details.
• Ensure timely data entry and validation in the HR system for audit readiness and accurate reporting.
• Generate HR reports and dashboards from HOMER to support decision-making and compliance.
• Support training on Time Sheet for new users.

3. Timesheet and Attendance Management

• Collect, review, and verify staff monthly timesheets, ensuring alignment with attendance records and project allocations.
• Follow up with line managers and staff for timely and accurate submission of timesheets.
• Monitor leave balances and ensure accurate leave tracking in the system.
• Ensure alignment between timesheets and payroll processing data.
• Liaise with program and finance teams to ensure correct charging of time to donor codes.

4. Payroll and Benefits Administration

• Prepare monthly payroll inputs, including timesheet summaries, leave deductions, and allowances.
• Ensure benefits administration (social security, health insurance, etc.) is up to date and compliant.
• Coordinate with finance to reconcile any payroll discrepancies.

5. Policy and Compliance

• Ensure implementation of HR policies and procedures across the office and supported health facilities.
• Monitor contract expiry and probation periods and advise managers accordingly.
• Support HR audits and compliance checks by ensuring all documentation and records are in place.

6. Employee Relations and Communication

• Act as a focal point for staff HR inquiries, including entitlements, leave, and complaints.
• Support in resolving workplace disputes and maintaining a healthy working environment.
• Ensure transparent communication of HR policies, processes, and changes.

7. Performance Management and Capacity Building

• Facilitate annual performance review cycles by tracking timelines and maintaining proper records.
• Organize internal training and capacity-building sessions in collaboration with management.

8. Staff Enrollment & Updates for Insurance

• Coordinate with HR to enroll new staff in the insurance plan in a timely manner.
• Ensure accurate and regular updates to the insurance provider regarding staff changes (additions, removals, family coverage, etc.).
• Track and report delays or issues with claims processing.
• Serve as the primary point of contact for staff inquiries related to insurance coverage, benefits, and claim status.
• Provide regular orientations or refreshers on how to use the insurance service and communicate any updates from the provider.
• Maintain regular communication with the insurance company for issue resolution, clarification of benefits, and service improvement.
• Escalate unresolved claims or concerns to the appropriate focal person within the insurance company.

9. Filing:

• Set up the Filing system in the base in respect to standard filling system.
• Ensure that all staff have personal folders complete and contain (contract, CV, Staff History, Job Application form, Leave forms, certificates, diploma and other required documents).
• Ensuring all parts of the recruitment process (interview grid, selection, long-list etc) are fully documented and filed accordingly.

10. Technical Collaboration with HR Coordinator

• Work under the technical supervision of the HR Coordinator to ensure alignment with national HR policies, procedures, and tools.
• Implement country-level HR strategies and guidelines at the base level as directed by the HR Coordinator.
• Apply feedback and recommendations provided by the HR Coordinator to improve HR processes and ensure compliance with organizational standards.
• Participate in HR meetings or training sessions organized by the HR Coordinator and contribute to harmonization and capacity-building efforts across bases.

Reporting Lines:

• The HR Officer will report directly to the Field Coordinator, with functional/technical management provided by the HR Coordinator.
• The HR Officer will supervise the cook, cleaners, and any daily workers recruited at the base, as needed.

Required Personal Competencies : 

• Strong interpersonal and communication skills
• High level of integrity, confidentiality, and  trustworthiness
• Attention to detail and organizational skills
• Ability to handle pressure and meet deadlines
• Flexibility and adaptability in a fast-paced environment
• Proactive, solution-oriented attitude
• Team spirit with the ability to work collaboratively and independently
• Empathy and ability to interact respectfully with staff of diverse backgrounds
• Strong sense of accountability and service-oriented mindset