Embrace in a Non-Profit Organization dedicated to mental health and has played a crucial role in recent years by breaking the stigma and igniting conversations about mental health on a national level in Lebanon through its campaigns and impact-oriented projects. Embrace works towards this mission through raising awareness, advocacy, and providing dignified mental health services across the spectrum of care. We fulfil our mission through several key pillar programs that cover a wide range of mental health care areas from prevention to direct and specialized intervention through a quick but non-exhaustive list of programs mentioned below:

• Operating the National Lifeline (1564), which is Lebanon's National Emotional Support and Suicide Prevention Helpline in collaboration with the Lebanese Ministry of Public Health, this helpline has received over 37,000 calls in the past 5 years.
• Operating the CEDARS program serving as a research hub that captures and publishes mental health and suicide metrics, conducts monitoring and evaluation activities, and publishes academic research.
• Providing national and international capacity building trainings on mental health first aid, and suicide prevention, detection and intervention to a wide range of non-profit local and international organization working within the humanitarian field in Lebanon.
• Operating the Embrace Mental Health Center, offering free various clinical services such as individual psychotherapy, psychiatric consultations, group psychotherapy, and coverage of relevant medical fees for treatment.
• Implementing Embrace the Workplace Program to raise awareness, prevent mental illness, and enhance mental well-being in the workplace through customized and tailored mental health packages, services and trainings to a wide range of corporations.
• Running an Awareness and Outreach Program since 2014, which has reached over 25,000 people in Lebanon. The awareness and outreach program includes information booth activation with trained volunteers explaining the importance of mental health and sharing the different free accessible mental health services provided in Lebanon. 
• Embrace Mobile Mental Health Clinic a bus going around different remote areas in Lebanon with a dedicated team that will provide free essential mental health consultations and raise awareness in communities across

1. GENERAL DESCRIPTION

The human resources officer has a crucial role in managing and supporting the organization's workforce and works closely with the organization’s different programs, departments, and managers. The role is dynamic and requires a combination of interpersonal skills, organizational expertise, and a strong understanding of both HR principles and the organization's mission and values.

2. ORGANIZATIONAL VALUES

• Respect: To consider all individuals worthy of high regards and respect.
• Integrity: To adhere to the highest moral and ethical principles in fulfilling Embrace’s mission.
• Compassion: To understand another person’s condition from their perspective and strive to respond to their needs.
• Inclusiveness: To actively include stakeholders in decision making and the implementation of Embrace’s strategic goals.
• Accountability: To acknowledge and assume responsibility for all actions and decisions undertaken within the organization.
• Ownership: To assume one’s responsibility towards their role and the organization, to problem solve and actively seek feedback in a proactive manner.
• Collaboration: To actively seek feedback from members of the team, and work collaboratively with team members inside the organization as well as engage external partners in fulfilling Embrace’s mission and vision.

3. MAJOR RESPONSIBILITIES:

a. Recruitment and Selection

• Posting job openings, creating job descriptions, and advertisements.
• Reviewing resumes and applications, and shortlisting candidates.
• Conducting interviews and assessments to select suitable candidates.
• Ensuring a fair and transparent recruitment process.

b. Onboarding and Orientation

• Facilitating the smooth transition of new employees into the organization.
• Conducting orientation sessions to introduce them to the organization's mission, values, policies, and procedures.
• Handling necessary paperwork, including contracts, benefits enrolment, and tax forms.

c. Employee Relations

• Addressing employee concerns, grievances, and conflicts.
• Mediating disputes and ensuring a harmonious work environment.
• Promoting open communication and positive employee relations.

d. Performance Management

• Developing and implementing performance appraisal processes.
• Providing feedback to employees and identifying areas for improvement.
• Administering performance reviews and performance improvement plans.

e. Training and Development

• Identifying training needs and organizing relevant workshops or training sessions in coordination with department managers.
• Designing and implementing professional development programs.
• Encouraging continuous learning and skill enhancement among employees.

f. Policy and Procedure Implementation

• Ensuring that the organization's HR policies and procedures are in compliance with labor laws and regulations.
• Communicating and enforcing policies related to attendance, leave, code of conduct, etc.
• Managing employee benefits programs, such as health insurance, retirement plans, and leave policies.
• Administering payroll processes, ensuring accuracy and timely disbursement of salaries.

g. Employee Engagement and Well-being

• Organizing employee engagement activities, team-building events, and recognition programs.
• Monitoring employee morale and taking steps to enhance workplace satisfaction.

h. Legal Compliance

• Staying updated on labor laws, regulations, and industry best practices.
• Ensuring the organization's HR practices are compliant with relevant laws.

i. HR Reporting and Record Keeping

• Maintaining accurate and up-to-date employee records and databases.
• Handling confidential information with discretion.
• Compiling and analyzing HR data to generate reports for management decision-making.

j. Health and Safety

• Collaborating with relevant stakeholders to ensure a safe and healthy work environment.
• Developing and implementing safety policies and procedures.

k. Strategic Planning

Participating in organizational strategic planning, particularly in relation to workforce needs and development.

Required Qualifications

Degree: Bachelor’s degree in human resource management or business management, additional certifications in Professional Human Resources or Senior Profesionnal Human Resources from any HR institute are an added value.

Experience: Minimum 3 years of experience in Human Resources Management Field.

Languages: Fluent in English, Arabic. French is a plus.

Time Commitment: Part Time job- 3 days per week.

Skills & Competencies

1. Critical Skills and Competencies

• Communication skills: Strong verbal and written communication skills are essential for effectively interacting with employees, conducting interviews, drafting policies, and delivering trainings.
• Interpersonal Skills that foster the building of relationships, mediation of conflicts, and fostering of a positive work environment.
• Problem-Solving: Adept at analyzing situations, identifying issues, and developing solutions that align with both organizational and legal considerations.
• Attention to Detail: Precise record-keeping, contract drafting, and policy implementation require a keen eye for detail.
• Ethical Judgment: Handle sensitive and confidential information while exercising ethical judgment and maintaining confidentiality.
• Data Analysis: The ability to analyze HR metrics and trends can inform decisions related to recruitment, retention, and performance management.
• Time Management: Juggling multiple tasks, from recruitment to policy implementation, requires effective time management.

2. Behavioral Skills and Competencies

• Demonstrates empathy toward employees' concerns and needs fosters a supportive workplace environment.
• Adjusts and adapts easily to changing regulations, organizational needs, and evolving HR trends.
• Handles sensitive information and making fair and unbiased decisions requires a high level of integrity.
• Mediates conflicts and resolving disputes while maintaining professionalism and objectivity is essential.
• Collaborates with colleagues across various departments and levels
• Understands cultural nuances and focuses on inclusivity
• Deals effectively and empathically with challenging situations, such as layoffs or employee relations issues, demands emotional resilience.