ASLO is an Afghan non-governmental, non-political and non-profit organization, formally registered with the Ministry of Economy in 2013 (registration no. 2852). Its humanitarian and development programmes include education, health and nutrition, agriculture and livestock, WASH/DRR, livelihoods, protection, legal aid, construction and community development.

Purpose and Conditional Nature of the Call

This Call for CVs establishes a provincial roster of qualified HR Officers for anticipated ASLO projects. It is NOT an offer of employment or confirmation that posts are funded. Any vacancy, selection, start date and employment contract depend on donor approval, availability of project funds, approved staffing structures and completion of ASLO recruitment procedures. The duty station will be the relevant provincial capital, with authorized travel to districts as needed.

Key Duties and Responsibilities

 HR Planning, Policies and Systems

·       Support approved provincial staffing plans, organograms, HR budgets, position controls and recruitment forecasts.

·       Implement ASLO HR Manual, salary scale, leave rules, Code of Conduct and approved HR forms consistently.

·       Maintain provincial establishment lists, vacancy trackers, HR calendars and flag staffing risks to HQ HR.

Recruitment and Onboarding

·       Coordinate authorized vacancy announcements, longlisting, shortlisting, assessments, interviews and recruitment records on merit.

·       Document panel confidentiality, conflict-of-interest declarations, fair selection and required approvals.

·       Verify identities, qualifications, employment histories and references before offers are finalized.

·       Prepare employment contracts, job descriptions, induction records and probation tracking after approval; do not promise employment before donor and ASLO authorization.

·       Organize induction covering safeguarding, PSEA, anti-fraud, confidentiality, safety and ASLO procedures.

Personnel Files and Contract Administration

·       Maintain complete, indexed, secure hard-copy and electronic personnel files using ASLO checklists.

·       Track contract dates, extensions, amendments, transfers, promotions, probation, renewals and separation documentation.

·       Keep accurate staff biodata, identity and education records, signed acknowledgements and authorized emergency contacts.

Attendance, Leave and Payroll Inputs

·       Review attendance, timesheets, duty travel, leave records and approved personnel changes every month.

·       Prepare and submit verified payroll inputs to Finance by deadlines and reconcile against approved contracts and staff lists.

·       Maintain separation of duties: HR prepares/verifies staff data but does not approve or disburse payroll.

 Performance, Learning and Employee Relations

·       Coordinate probation assessments, objective setting, performance reviews and documented improvement plans.

·       Track training needs, learning activities, attendance and mandatory policy training.

·       Provide impartial first-line guidance on HR matters and refer grievances, disciplinary issues and sensitive cases to authorized management.

·       Coordinate exit interviews, clearance, handover and final employment documentation.

Compliance, Safeguarding and Audit Readiness

·       Apply Afghan labour requirements, donor HR conditions, ASLO HR policies and safeguarding/PSEA standards.

·       Escalate suspected misconduct, harassment, fraud, retaliation or conflicts of interest through designated channels without conducting unauthorized investigations.

·       Support audits, spot checks and due diligence with complete, authentic, traceable HR evidence.

·       Protect confidential personnel and case data through restricted access and approved retention practices.

HR Reporting and Coordination

·       Maintain accurate HR databases and trackers for headcount, vacancies, contract expiry, leave, recruitment, training and performance.

·       Submit monthly provincial HR reports and exception logs to HQ HRM and the Provincial Project Manager.

·       Coordinate with Finance, Administration, Procurement, Security, MEAL and programme teams on approved HR actions.

·       Travel to project sites/districts when formally assigned and security-cleared.

Key Deliverables and Performance Standards

·       Complete, approved recruitment files for every vacancy, with transparent selection documentation.

·       Personnel files updated and checked monthly against ASLO’s staff-file checklist.

·       Contract, probation and renewal alerts issued before due dates.

·       Verified monthly attendance, leave and payroll input package submitted to Finance on time.

·       Monthly provincial HR dashboard and compliance tracker delivered to HQ HR.

·       Induction and signed policy acknowledgements completed for all newly hired staff.

·       Audit requests answered with authorized and retrievable supporting evidence.

·       Bachelor’s degree in Human Resource Management, Business/Public Administration, Law, Management, Social Sciences or related field; relevant master’s degree or HR certification is an advantage.

·       At least three (3) years of progressively responsible HR experience; experience with NGOs, UN agencies, humanitarian organizations or donor-funded projects is preferred.

·       Demonstrated competence in recruitment, employment contracts, staff files, attendance, leave, payroll inputs, performance coordination and HR reporting.

·       Working knowledge of Afghan labour requirements, donor compliance, safeguarding and confidential data handling.

·       Strong Microsoft Word, Excel, email and record-management skills; HRIS experience preferred.

·       Excellent integrity, impartiality, interpersonal communication, organization and deadline management.

Language and Local Knowledge

·       Fluency in Dari and/or Pashto and effective communication in the language(s) used in the selected province.

·       Professional working proficiency in written and spoken English for HR records and donor-related correspondence.

·       Familiarity with the selected provincial capital, districts, local context and employment practices is an advantage.

Duty Station and Working Conditions

Each successful candidate, if hired, will be based in the provincial capital specified in the announcement—not automatically in Kabul or in a district. District-level travel may be required under approved movement plans. Additional hours may be required during recruitment, payroll closing, audits or project start-up in line with ASLO policy.

 Safeguarding and Equal Opportunity

All candidates and eventual staff must follow ASLO’s Code of Conduct, safeguarding and PSEA requirements, anti-fraud and anti-corruption standards, confidentiality and conflict-of-interest rules. ASLO is an equal-opportunity employer. Qualified women, persons with disabilities and candidates from diverse communities are encouraged to apply. ASLO charges no recruitment fees.

·       Email an updated CV and one-page cover letter clearly stating the selected provincial duty station.

·       Attach a copy of Tazkira, relevant academic credentials, and copies of prior NGO/INGO employment contracts or experience certificates where available. Sensitive personal documents will be handled confidentially.

·       Provide contact details for at least three professional references, preferably including a recent supervisor.

·       Send to recruitment@aslo.org.af using the exact subject: “HR Officer – [Province / Provincial Capital] – [Applicant Full Name]”.

·       Proposed closing date: 30 November 2026, Afghanistan local time; HR must confirm the final deadline and vacancy number before ACBAR publication.

·       Only shortlisted candidates may be contacted. Written assessments, interviews, reference checks and document verification may be used.

Recruitment Disclaimer

This announcement is solely a Call for CVs to build a candidate roster. ASLO may not fill any or all anticipated positions. Employment will proceed only after formal donor funding approval, confirmed budgets, approved recruitment requisitions and successful competitive selection. Roster inclusion creates no entitlement to a contract, salary or future appointment.