ACBAR

Sayas Group is a structure of companies that do business in several countries from Middle East to Southeast and Central Asia. Sayas Group is a leading business group in Afghanistan. The individual companies operate in different sectors from railway design, construction and management to investment, consulting, technical services, logistics, software development, mining mapping and exploration, and last, but not the least, fuel inspection and testing. In addition, the Group has successfully delivered large-scale infrastructure projects, including the construction and installation of modern scanners at the country’s border points, aimed at strengthening customs operations, trade facilitation, and security.

We leverage our knowledge and creativity to best meet the needs of each client. Our expertise and strong network of strategic partners are the very heart of our success. Our management team, our knowledge of the context, local and global procurement networks, and design experts have enabled us to define the optimal solutions and planning that ensure a flawless project delivery.

We are committed to running our business successfully and efficiently, providing long-term benefits to our employees and stakeholders, and enriching the lives of those whom we serve by fulfilling our responsibilities to the best of our ability. We expect excellence from all processes, whether related to policy formation and program development or project implementation and customer services.

As we continue to grow and expand our reach, we remain grounded in the core values of integrity, innovation, and impact. We believe in building sustainable partnerships and investing in human capital to create lasting change. Our forward-looking approach enables us to anticipate market trends, embrace new technologies, and adapt to emerging challenges, all while staying true to our commitment to deliver quality and value in every endeavor we undertake.

Job Summary:

The HR Officer provides professional, strategic, and operational human resources support to ensure the organization attracts, retains, and develops high-performing staff. The officer manages the full spectrum of HR functions, including recruitment, onboarding, performance management, employee relations, payroll, training, policy development, HR systems, and field support.

The HR Officer plays a key role in designing and implementing HR policies, SOPs, and processes aligned with organizational priorities and HR best practices. This role fosters a positive, fair, and professional work culture, ensures consistency of HR standards across departments and field offices, and contributes strategically to organizational development.

Key Responsibilities:

A. Recruitment & Talent Acquisition

• Lead end-to-end recruitment, including job posting, candidate screening, interviewing, and selection.
• Conduct job analysis, maintain accurate job descriptions, and define competency requirements.
• Develop recruitment plans, timelines, and strategies to meet organizational staffing needs.
• Maintain talent databases, succession plans, and internal mobility frameworks.
• Support employer branding and attract high-quality candidates through innovative approaches.
• Coordinate panel interviews, reference checks, and final offer approvals.

B. Onboarding, Induction & Separation

• Design and conduct structured onboarding and induction programs for new hires.
• Prepare employment contracts, onboarding packages, and maintain personnel records.
• Monitor probation periods and follow up with supervisors for evaluation and confirmation.
• Manage staff separation processes, including exit interviews, clearances, and final settlements.
• Maintain complete records of onboarding, probation, and exit processes.

C. Performance Management & Staff Development

• Coordinate and oversee the performance management cycle (annual, mid-term, probation).
• Train supervisors on objective setting, performance evaluation, and competency assessment.
• Monitor completion of performance reviews and provide feedback reports to management.
• Identify performance gaps and recommend training, coaching, or development interventions.
• Support Performance Improvement Plans (PIPs) and employee recognition initiatives.
• Facilitate succession planning and career development programs.

D. Employee Relations & Conflict Resolution

• Promote a positive, inclusive, and professional workplace culture.
• Serve as a confidential advisor to staff on HR and workplace concerns.
• Facilitate conflict resolution, mediation, and grievance handling processes.
• Monitor employee morale, engagement, and satisfaction; recommend organizational improvements.
• Lead staff engagement initiatives, team-building programs, and workplace well-being activities.

E. Compensation, Payroll & HR Administration

• Support payroll preparation, including attendance, leave, allowances, and deductions.
• Maintain accurate HR databases, personnel files, and trackers.
• Prepare HR letters (employment, reference, extension, promotion, etc.).
• Ensure timely and accurate HR reporting to management.
• Assist finance and internal control audit in payroll reconciliation and HR-related audits.

F. HR Policies, SOPs & Organizational Compliance

• Design, review, and implement HR policies and procedures.
• Develop HR templates, forms, manuals, and standard operating procedures (SOPs).
• Ensure HR processes reflect organizational priorities and best practices.
• Train staff and supervisors on new policies and monitor consistent application.
• Support digitization and automation of HR systems and processes.

G. Training, Capacity Building & Knowledge Management

• Conduct training needs assessments (TNA) at organizational and departmental levels.
• Design, deliver, and evaluate internal HR and professional development training programs.
• Coordinate external training opportunities and maintain comprehensive training records.
• Support career progression, coaching, mentoring, and succession planning initiatives.
• Evaluate training effectiveness and provide recommendations for continuous improvement.

H. HR Documentation & Records Management

• Maintain organized, accurate, and confidential personnel files (digital and physical).
• Ensure proper filing, archiving, and retrieval of HR documentation.
• Maintain HR systems, templates, reporting tools, and operational trackers.
• Provide accurate and timely HR data and reports for management, audits, and organizational planning.

I. Coordination & Communication

• Act as HR focal point for all departments and field offices.
• Ensure timely communication of HR updates, deadlines, and policies.
• Facilitate coordination between HR and program, finance, admin, and logistics teams.
• Support field offices in implementing HR practices, resolving issues, and staff development.

J. Field Support & Monitoring

• Travel to field offices to provide HR support, onboarding, training, and conflict resolution.
• Conduct HR monitoring and verification of personnel files, processes, and compliance.
• Train field-based HR/admin focal points on HR standards and best practices.
• Prepare detailed field visit reports with actionable recommendations for management.

• Bachelor’s degree in HR, Business Administration, or related field (MBA preferred).
• Minimum 5 years of progressive HR experience in NGOs, International Organizations, or private sector.
• Strong knowledge of recruitment, performance management, employee relations, HR policies, and staff development.
• Experience designing HR policies, SOPs, and training programs.
• Proficiency in HR MIS/ERP systems, MS Office, and HR reporting tools.

Competencies

• Demonstrate strong leadership skills and the ability to guide HR initiatives effectively.
• Apply sound problem-solving and decision-making abilities in managing HR functions.
• Work independently while also collaborating effectively with teams and departments.
• Manage multiple tasks and HR responsibilities efficiently.
• Exhibit fairness, impartiality, and empathy in employee management and relations.
• Ensure compliance with organizational policies, labor laws, and regulations.
• Foster coordination and collaboration across all departments to support organizational goals.
• Contribute strategically to organizational development, enhancing workforce effectiveness, staff engagement, and HR performance.

Interested and qualified candidates are invited to submit their updated CVs to the HR Department via email at hr.head@sayasgroup.com.

Please clearly indicate the Position Title, Vacancy Number (HR SG/HR/2025/025), and the Province you are applying for in the subject line of your email. Applications missing this information will not be considered.

Only shortlisted candidates will be contacted for the written test and/or interview. All invitations will be sent exclusively via email, and no phone calls will be made to candidates.

If you do not receive an email within two weeks after the closing date, please consider your application unsuccessful.

Due to the high volume of applications, we are unable to provide individual feedback.

hr.head@sayasgroup.com