Preliminary Job Information

• JOB TITLE: HR MANAGER
• COUNTRY AND BASE OF POSTING: Yemen – Sana’a
• REPORTS HIERARCHICALLY TO: HR Coordinator
• CONTRACT DURATION: 6 months, renewable based on performance and budget availability. 
• ANNOUNCING DATE: 21.05.2026
• ANNOUNCEMENT CLOSING DATE: 02.06.2026
• WORK STARTING DATE: 01.07.2026

PU-AMI: Mission, Reach, and Operations

Première Urgence – Aide Médicale Internationale (PU-AMI) is an international, non-profit, non-political, and non-religious humanitarian organization which aims to provide rapid global response to the basic needs of populations affected by humanitarian crises to help them regain independence and dignity. PU-AMI provides assistance to more than 6 million people throughout 24 countries, with more than 2,500 staff worldwide. PU-AMI adopts an integrated approach, to identify and understand the full array of the needs of the people affected by crises. This innovative approach is at the core of every PU-AMI-supported project, to better target and prioritize actions, stabilize and improve the situation of the most vulnerable groups. It allows the teams to take all aspects of a problem into account, to come up with an efficient combination of solutions, which will have a powerful and long-lasting impact on the affected populations. In this respect, the organization runs worldwide around 190 projects a year, most of which are focused on Health, Nutrition, Food Security, Water, Sanitation and Hygiene, Psychosocial Support, Education and Protection activities. PU-AMI is participating actively in clusters and sub-clusters (health; nutrition; food security and livelihoods; WaSH) and works closely with relevant government departments.

Scope of Work and Core Responsibilities

Overall Objective

Under the supervision of the HR Coordinator, the HR Manager is responsible for ensuring the effective day-to-day management, supervision, and coordination of HR operations in Sana’a and supporting HR follow-up across the mission.
The HR Manager ensures that HR procedures, tools, and policies are properly implemented at operational level, while maintaining strong supervision over HR processes including recruitment, onboarding, employee administration, attendance and leave management, payroll inputs, performance follow-up, HR reporting, filing, insurance follow-up, and staff support.
The position provides a management layer between the HR Coordinator and the officer-level team. The HR Manager supports the HR Coordinator by ensuring operational continuity, team supervision, timely follow-up, and effective implementation of HR activities. 

Detailed Tasks / Main Activities

Supervise and Coordinate Daily HR Operations
1.    Supervise and coordinate Daily HR Operations and ensure proper distribution of tasks and priorities within the HR Team.
2.    Ensure timely and accurate implementation of HR processes in line with PU-AMI policies, internal procedures, and applicable labor requirements.
3.    Follow up on HR action plans, deadlines, reporting requirements, and pending tasks.
4.    Ensure effective coordination between the HR team, finance team, program teams, and field bases on operational HR matters.
5.    Escalate complex, sensitive, or strategic HR matters to the HR Coordinator with proper analysis and recommendations.
6.    Support the HR Coordinator in ensuring continuity of HR operations during peak workload periods, absences, or leave periods.

Recruitment and Onboarding Management
1.    Responsible for recruitments in SAN and Supervise and coordinate recruitment processes, including vacancy announcements, longlisting, interview scheduling, written tests, reference checks, and recruitment documentation.
2.    Ensure recruitment processes are transparent, fair, documented, and aligned with approved recruitment procedures.
3.    Support hiring managers during recruitment processes and ensure proper coordination between departments.
4.    Review recruitment files before submission for validation to the HR Coordinator.
5.    Ensure employment contracts and pre-employment documentation are prepared accurately and on time.
6.    Supervise the onboarding and induction processes for new staff and ensure new employees receive the required information, documents, and orientation.

HR Administration, Contracts, and Employee Records
1.    Responsible for supervising the maintenance and accuracy of employee files, both physical and electronic across the mission.
2.    Ensure that all staff files include the required documents such as contracts, CVs, job applications, leave forms, performance documents, certificates, and other relevant records.
3.    Monitor contract expiry dates, probation periods, renewals, amendments, and end-of-contract processes.
4.    Ensure proper follow-up of staff status changes and timely updates in HR records and systems.
5.    Ensure HR documentation is complete, organized, and audit-ready.
6.    Support the HR Coordinator in preparing HR documentation when required for audits, reviews, or compliance checks.

HR Information System and HR Reporting
1.    Supervise the proper use and regular updating of HR systems, including HOMER or any other applicable HR platform.
2.    Ensure accurate entry and validation of HR data, including staff information, contracts, leave balances, salary details, and performance records.
3.    Generate regular HR reports and dashboards to support operational decision-making and follow-up.
4.    Monitor data quality and ensure timely correction of inconsistencies.
5.    Support the HR team and staff in understanding and using HR systems and tools properly.
6.    Provide regular updates to the HR Coordinator on HR indicators, risks, delays, and operational challenges.

Attendance, Timesheet, and Leave Management
1.    Supervise the monthly collection, review, and validation of staff timesheets.
2.    Ensure timesheets are aligned with attendance records, leave forms, and project allocations.
3.    Monitor leave balances and ensure accurate leave tracking in HR systems and records.
4.    Follow up with staff and line managers to ensure timely submission and correction of timesheets.
5.    Coordinate with finance and program teams to ensure correct allocation of staff time to donor/project codes.
6.    Identify recurring attendance or leave management issues and escalate concerns to the HR Coordinator when needed.
7.    Support managers in applying attendance and leave procedures consistently and fairly.

Payroll Inputs and Benefits Administration
1.    Supervise monthly payroll input, including timesheet summaries, leave deductions, allowances, new staff, exits, and contractual changes.
2.    Coordinate with the Finance Department to ensure payroll information is accurate, complete, and submitted to HR Coordinator for validation on time.
3.    Follow up on payroll discrepancies and ensure proper documentation of corrections.
4.    Supervise benefits administration, including social security, insurance, and other applicable staff benefits.
5.    Ensure staff changes affecting payroll or benefits are communicated and documented properly.
6.    Support the HR Coordinator in payroll control and validation by ensuring operational accuracy of supporting documents.

Insurance Follow-up and Staff Support
1.    Ensure staff enrolment, updates, and removals from the insurance plan.
2.    Ensure accurate and timely communication with the insurance provider regarding staff changes and family coverage.
3.    Follow up on staff inquiries related to insurance coverage, benefits, and claims.
4.    Monitor delays or issues with insurance claims and escalate unresolved cases when necessary.
5.    Ensure staff are properly informed about insurance procedures and updates.
6.    Maintain professional communication with the insurance provider to support service improvement and issue resolution.

Employee Relations and Staff Communication
1.    Act as a first-level management focal point for routine HR inquiries from staff.
2.    Provide guidance to staff on HR procedures, entitlements, leave, contracts, and internal processes.
3.    Support the resolution of routine employee relations matters in coordination with line managers.
4.    Escalate sensitive, disciplinary, legal, or complex employee relations matters to the HR Coordinator.
5.    Ensure HR communication is clear, consistent, professional, and aligned with validated policies and procedures.
6.    Promote a respectful, fair, and professional working environment within the HR team and across departments.

Performance Management and Capacity Building
1.    Coordinate the implementation of the performance review cycle at operational level.
2.    Follow up with managers and staff to ensure performance evaluations are completed on time.
3.    Maintain accurate records of performance reviews, objectives, development needs, and follow-up actions.
4.    Support the identification of training and capacity-building needs across departments.
Compliance, Filing, and Audit Readiness
1.    Ensure HR policies and procedures are implemented consistently at operational level.
2.    Monitor the completeness and accuracy of HR documentation.
3.    Ensure recruitment, contract, payroll, attendance, leave, insurance, and staff files are properly documented and archived.
4.    Support internal and external audits by preparing and verifying required HR documents.
5.    Identify gaps in HR documentation or process implementation and propose corrective actions.
6.    Support the HR Coordinator in strengthening HR controls, tools, and compliance follow-up.

Team Management
1.    Provide technical guidance and daily support to HR team members.
2.    Conduct or contribute to performance reviews of supervised staff.
3.    Promote accountability, professionalism, punctuality, confidentiality, and service-oriented behavior within the HR team.
4.    Ensure proper backup arrangements and continuity of tasks during leave or absence of HR team membres.

Direct Management
The HR Manager also ensures direct supervision of assigned support staff, two Cleaners and one Cook, by ensuring proper task allocation, attendance follow-up, leave planning, performance monitoring, and continuity of support services.

REQUIRED COMPETENCIES

• Strong sense of responsibility, accountability, and confidentiality.
• Ability to supervise, guide, and support a team.
• Strong organizational and planning skills.
• Ability to manage deadlines and competing priorities.
• Professional communication and interpersonal skills.
• Strong attention to detail and accuracy.
• Problem-solving mindset and ability to propose practical solutions.
• Ability to remain professional and objective in sensitive situations.
• Commitment to fairness, transparency, and ethical HR practices.    

LANGUAGES

• Arabic: Fluent.
• English: Excellent working proficiency required.