Job Summary:

The Human Resource Coordinator – Talent Acquisition and Staff Development is responsible for leading and coordinating recruitment, onboarding, and contract management processes across CARE Sudan’s Country Office and field operations. The role ensures that CARE attracts, selects, and retains high-quality, diverse, and motivated talent aligned with the organization’s humanitarian values and strategic priorities.

This position involves designing and implementing effective sourcing strategies, managing full-cycle recruitment, overseeing contract preparation and renewals, promoting CARE’s employer brand, and ensuring compliance with Sudanese labour laws and CARE’s HR policies. 

The incumbent provides technical guidance to HR and program teams to ensure fair, transparent, and timely recruitment and contract management processes that contribute to CARE’s mission of saving lives, defeating poverty, and achieving social justice

1. Talent Acquisition Strategy:

• Develop and implement effective recruitment strategies to attract and retain top talent in the organization.
• Utilize innovative sourcing channels, including social media, job boards, and professional networks, Job board in HAC/labour office and approved platform approved by HAC/Labour Office. 
• Strengthen CARE Sudan’s employer brand through proactive engagement and visibility.
• Support workforce planning and talent forecasting in coordination with program and operations teams.

2. Recruitment Management:

• Manage full-cycle recruitment for national including advertising, screening, interviewing, and selection in coordination with HAC/Labour Office and ensure all required approval are obtained, and coordinate appointments with labour office representative for screening, interviewing…etc. 
• Partner with hiring managers to define job requirements and selection criteria.
• Ensure recruitment processes comply with CARE’s HR policies, values, and Sudanese labor laws.
• Maintain candidate pipelines for critical and hard-to-fill positions.
• Support the HR Manager in promoting equity, diversity, and inclusion in hiring.

3. Government Liaison on Recruitment:

• Serve as the primary liaison with the Government Labour Office and other relevant authorities on recruitment-related matters.
• Ensure CARE Sudan’s recruitment and contract practices comply with government employment and labor regulations.
• Facilitate timely submission of recruitment and contract documentation for labor approvals and compliance checks.
• Maintain strong working relationships with government officials to support transparent and compliant HR operations.
• Stay updated on changes in national labor laws and advise HR management accordingly.

4. Contracts Management:

• Prepare, review, and issue employment contracts and amendments for national and international staff in compliance with CARE policies and Sudanese labor law.
• Advice on type of contract that shall be prepared, and ensure the type of contract is aligned with care polices, also advise HR focal points in the type of contract they need to proceed with (regular contract, project based, short terms contract…etc.) 
• Review the contracts and make sure that contract type is the correct.
• Track contracts start and end dates to ensure timely renewals, extensions, or separations.
• Coordinate with finance, administration, and program teams to ensure accuracy and consistency in employment terms.
• Maintain a centralized and secure contract management system to support data integrity and audit readiness.
• Support the HR Manager in analyzing workforce contract trends and ensuring alignment with donor and organizational requirements.
• Any other duties assigned by the supervisor.

5. Onboarding and Employee Experience:

• Ensure a positive candidate experience through timely communication and feedback.
• Coordinate onboarding processes for new hires, ensuring smooth integration into CARE’s culture and systems. Coordinate with HR focal points in field office and ensure all new recruited t in field office received Full induction and orientation.
• Gather feedback from new employees and hiring managers to continuously improve onboarding practices.

6. Staff Development, Performance Management and Learning:

• Coordinate the implementation of staff development, learning, and capacity-building initiatives across the Country Office and field offices.
• Identify staff development needs through performance evaluations, manager feedback, skills assessments, and organizational priorities.
• Support the HR Manager in developing and implementing annual learning and development plans that align with CARE Sudan’s strategic goals.
• Facilitate the performance management cycle by guiding managers and staff on goal setting, mid-year reviews, annual appraisals, and performance improvement processes.
• Provide training and coaching to managers and staff on effective performance management practices, including constructive feedback, development planning, and performance documentation.
• Track performance appraisal completion rates and follow up with managers to ensure timeliness and compliance.
• Analyze performance management data to identify trends, skill gaps, and development priorities, and translate findings into targeted learning actions.
• Organize and monitor internal and external training activities, ensuring equitable access to learning opportunities.
• Maintain accurate records of training, performance evaluations, and development actions in HRIS and other systems.
• Promote a culture of continuous learning, professional growth, and accountability across all departments.

7. Stakeholder Engagement and Capacity Building:

• Build and maintain relationships with universities, professional associations, and labor networks.
• Represent CARE Sudan at job fairs, networking events, and recruitment drives.
• Provide training and guidance to hiring managers and HR staff on recruitment and select best practices.
• Collaborate closely with the HR team to ensure consistency and fairness across all HR processes.

8. Compliance and Reporting:

• Maintain accurate and up-to-date recruitment and contract records in the HRIS and shared systems.
• Prepare monthly and quarterly recruitment and contract status reports for HR management.
• Ensure compliance with internal controls, donor regulations, and national labor laws.
• Support internal and external audits related to recruitment, contracts, and staffing.

• Bachelor’s degree in Human Resource Management, Business Administration, or a related field.
• Minimum of 5 years’ experience in recruitment, talent acquisition, or HR generalist roles, preferably in a humanitarian or INGO setting.
• Demonstrated experience in contract management and HR compliance.
• Strong understanding of Sudanese labor laws and recruitment best practices.
• Proven experience liaising with the Government Labour Office and other regulatory bodies.
• Proficiency in Applicant Tracking Systems (ATS), HRIS, and Microsoft Office Suite.
• Demonstrated ability to design and implement innovative HR and recruitment strategies.
• Experience working in multicultural and multi-location environments.

Core Competencies and Soft Skills:

• Strategic Thinking: Aligns recruitment and contract management strategies with organizational objectives.
• Communication: Delivers clear, professional, and timely communication.
• Interpersonal Skills: Builds collaborative and productive relationships.
• Attention to Detail: Ensures accuracy in documentation and HR processes.
• Problem-Solving: Anticipates and addresses HR and recruitment challenges effectively.
• Time Management: Prioritizes and delivers multiple activities efficiently.
• Adaptability: Thrives in a dynamic and fast-paced humanitarian environment.
• Ethical Judgment: Upholds fairness, transparency, and confidentiality.
• Customer Service Orientation: Provides responsive support to hiring managers and staff.

Contacts/Key Relationships:

This role is expected to establish and maintain open, professional, and cordial relations with the COs internal and external customers. These include and not limited to.

Internal:

• Finance Director, Grants, Program Managers, and other CO program staff; Sector leads; program support teams.

External:

• Labour Office, Government agencies, other organizations (peer organizations).

Safeguarding Commitment:

CARE is committed to safeguarding the rights and well-being of all individuals we work with. The Human Resource Coordinator must uphold CARE’s Code of Conduct, Safeguarding Policy, and Standards.