The Human Resource Coordinator will be responsible for ensuring efficient and effective support, management and leadership of the HR function in all operational areas for Concern in Sudan. The role also involves ensuring and promoting compliance and accountability through strict adherence to HR policies, procedures, processes and best practices. This involves frequent visits to field offices and proper supervision of members of the HR team under the leadership of the Operations Director.

HR Strategy, Policies and Procedures 

• Lead in developing a HR strategy, aligned with the country strategic plan, that places staff development and welfare at the core of our employee engagement
• Advise management on emerging trends in HR policy and practice and how these could be adapted to the Sudan context
• Responsible for ensuring that all HR policies and procedures are updated and compliant with Sudan labour law and aligned to HR best practices
• Lead in the development and implementation of fair and consistent application of legal requirements & organisational HR policies & procedures
• Provide leadership, support and follow up country programme HR teams and supervisors in understanding and implementing Concern policies, procedures and practices related to performance, conduct/behaviour, values, safeguarding, positive employee engagement and relations and other HR related matters.
• Responsible for in-country HR strategic priorities and pro-actively plan and feed into country wide strategies and plans, working closely with senior management and programmes to ensure HR actively engages with the needs of the programme
• Ensuring field offices are complying with Concern HR policies, procedures, standards and processes.
• Develop and implement strategies to deliver on key organizational objectives such as diversity, equality, inclusion, a value-based organizational culture and as per guidelines and polices proposed by Global HR
• Lead and promote the dissemination of the HR policies and procedures to all staff
• With the Finance Manager, oversee the management of timesheets for Concern staff in all offices, ensuring timely submission.
• Ensure all HR reports are accurately generated and disseminated to management in timely manner
• Oversee the management of national staff leave in line with the leave policy including ensuring that leave records properly maintained and are up to date.
• Lead in the management of the HRIS ensuring that all employee information is accurately and timely updated and maintained.

Recruitment and Selection 

• Oversee recruitment and selection processes and follow through on hiring and on-boarding processes and procedures with the HR teams in all Concern operational areas and ensure they are in line with Concern’s HR Handbook and Sudan’s national law including recruitment and selection directives issued by the Authorities.
• Drive strategy and execution for scalable talent management programmes (talent assessment, coaching, mentoring, performance, learning and development, career development, succession planning etc.) that aligns with Concern’s needs.
• Ensure that the Recruitment Tracker is updated by all HR Officers with support from field-based HR staff
• Prepare and/or review all Recruitment Reports and facilitate approvals before processing offers and contracts
• Ensure the induction and orientation of all new national & international staff and maintain records
• Contribute to the identification of staffing needs in the programme and in meeting HR recruitment and retention plans and actions that are agreed and approved in a timely manner.

Payroll Management

• Coordinate with the Country Financial Controller in monthly national staff payroll processing and ensure that all supporting documents are provided and filed appropriately.
• Review all salaries, including final dues, for accuracy, timeliness and compliance with Concern’s HR Handbook and Sudan Labour Law.
• Ensure all staff receive their pay slips, directly engage national staff on any concerns or issues and escalate to the Operations Director as necessary.

Renumeration and Compensation

• Monitor renumeration and compensation - ensuring internal equity & compliance and that salary and benefits are administered in accordance with HR guidelines, the HR handbook and Sudan Labor Laws
• Effective and efficient administration and processing of staff and dependents insurance policies as per the HR Handbook under the leadership of the Operations Director.
• Oversee the management of staff health and wellbeing, social insurance, final dues etc. in accordance with the HR handbook for national staff and Sudan Labor Law.
• Contribute to and actively participate in the review of organizational staffing and salary structures with CMT.
• Complete approved salary survey or review templates, analyze data and reports and provide advisory support.

Employee Relations

• Advise senior management and lead on Concern grievance and disciplinary processes, mediation and dispute resolution including authorized engagements with the authorities or legal representatives in line with the HR Handbook and Sudan Labour Law.
• Provide advisory support on day-to-day HR issues and practices to both staff and management, including providing remote support to field-based managers and staff.
• Adhere to, support, promote and model Concern’s values and ethos as per Concern’s guidance.

Performance Management and Staff Development

• Oversee and monitor the implementation of Performance Development Reviews (PDRs) and Learning and Development Plans and provide regular feedback to senior management on the progress
• Analyze Performance Development Reviews, develop an annual learning and development plans and track the implementation of the plan with senior management involvement
• Oversee induction, orientation and training of all new national and international staff on HR policies and procedures and periodically conduct refresher trainings and sessions
• Maintain an updated annual Training Report for the Sudan programme up to and including staff attendance records/sheets for all internal learning and development initiatives
• In liaison with team leads and line managers, ensure that all positions have accurate job descriptions and that each staff member fully understands their role and overall expectations

Team Management 

• Manage direct reports and provide technical support to field-based HR staff
• Contribute to HR capacity building and career development through thorough induction and orientation of new HR staff, technical support, on-the-job training, coaching and mentoring.
• Monitor and review performance of the HR team and hold staff accountable for meeting their performance objectives and expectations; ensure all members of the HR team have completed their performance development reviews; provide affirming and adjusting feedback where required and take decisive corrective actions in the case of poor performance.
• Ensure that work within the HR is planned and organised in a way that meets Concern’s needs in the most efficient and effective manner possible; ensuring that the HR team is given appropriate workloads and are working efficiently.
• Ensure that all HR staff are aware of and comply with all of Concern’s policies and procedures.

Crosscutting Roles

• Contribute to and participate in HR and/or administration budget preparation and administration including expenditure monitoring
• Represent Concern at internal and external HR fora, serve on committees and tasks forces that are HR related with information to the Line Manager
• Provide administrative supports to the country programme as needed
• Actively participate in and promote collective exercises such as preparation or updates of the PEER plan, Country Strategic Plans and other Concern initiatives.
• Ensure the highest standards of integrity, confidentiality and accountability through ensuring proper communication and information sharing within and outside the organisation.
• Be aware of, understand, adhere to, uphold, promote and comply with all Concern’s policies and procedures including but not limited to the Concern Code of Conduct & its Associated Policies, Security Policy, Finance Policy etc. be committed to providing a safe working environment including contributing to the establishment of preventive measures to reduce the potential for exploitation & abuse in Concern’s programmes.
• Participate and contribute as necessary towards Concern’s Emergency response as and when necessary, regardless of location, including complying with Concern’s health, safety and security guidelines during emergencies
• Uphold, promote and demonstrate leadership on Concern’s values, including our workplace equality, diversity & inclusion values and role model positive safeguarding ethos
• Any other duties reasonably assigned by the Line Manager

• A Degree in Human Resource Management, Industrial Relations, Employment Law, Business Administration, Organizational Development, or a relevant field.
• At least 7 years in human resources management in the development and humanitarian sector with strong experience in employment law, developing and implementing HR policies and procedures, recruitment and selection, payroll and benefits management, performance management, learning and development and other key HR functions and roles in a multicultural and diverse context. HR Professional Membership will be an advantage.
• Strong knowledge and understanding of Sudan Labor Laws, Ministry of Labor, External Relations, HR technical & administrative compliance requirements & best practices are essential for this role.
• Excellent analytical, legal interpretation, technical writing, communication, capacity building, networking, coordination and negotiation skills.
• Strong attention to detail and a strong ability to deliver high-quality outputs within agreed timelines
• Excellent ability to handle sensitive matters, maintain strict confidentiality and discretion and a high level of integrity.
• Proficient in using computer packages and Microsoft applications, especially Word, Excel and PowerPoint, with minimal IT support.
• Fluent in written and spoken English and Arabic.
• Ability to work remotely and to travel to all Concern offices/locations within Sudan and an ability and willingness to relocate to Khartoum within the duration of the contract. 

Core Competencies 

• Individual Leadership – Acts to inspire others by clearly articulating and demonstrating the values and principles that underpin Concern’s work. Holds a sense of pride in Concern and loyalty to the organisation. Supports others to achieve excellent results.
• Planning and Decision Making: Systematically develops plans towards achieving objectives; makes clear, informed and timely decisions appropriate to role, in the interests of Concern and those we work with.
• Communicating and working with others – Uses the most appropriate channel to share information with others both inside and outside Concern; adapts the message to meet the communication needs of the audience.
• Delivering results – Systematically develops plans towards achieving Concern’s objectives and delivers on commitments; uses appropriate techniques to help achieve agreed objectives.
• Creativity and Innovation: Focused on continual improvement; seeks out, develops and successfully implements new ideas that further organisational priorities and the needs of those we work with; builds on proven approaches; evaluates and learns from ongoing work to improve it.
• Influence, Advocacy and Networking: Engages with others inside and outside the organisation to promote the interests of Concern and those we work with; gathers and shares a wider knowledge of issues relevant to Concern’s work

How To Apply

Interested applicants should submit a Cover Letter and CV detailing their experience, skills and qualifications, a telephone contact number and three professional references to sudan.jobs@concern.net. The subject of the email should be "Human Resource Coordinator". The deadline for applications is Thursday, 19 November 2026. 

Only short-listed candidates will be contacted for interview. 

Concern is an equal opportunities employer. Qualified women are encouraged to apply.

Concern Code of Conduct and its Associated Policies.

Concern has an organisational Code of Conduct (CCoC) with three Associated Policies; the Programme Participant Protection Policy (P4), the Child Safeguarding Policy and the Anti-Trafficking in Persons Policy. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organisation, and the standards of behaviour expected of them. In this context, staff have a responsibility to the organisation to strive for, and maintain, the highest standards in the day-to-day conduct in their workplace in accordance with Concern’s

Core values and mission. Any candidate offered a job with Concern Worldwide will be expected to sign the Concern Staff Code of Conduct and Associated Policies as an appendix to their contract of employment. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies.

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