Afghanistan Social and Legal Organization (ASLO) – Organizational Profile

Registration and Legal Status

Afghanistan Social and Legal Organization (ASLO) is an Afghan non-governmental, non-political, non-profit, and non-partisan organization with full legal entity status in Afghanistan. The organization was informally established in 2012 and officially registered with the Ministry of Economy of the Islamic Republic of Afghanistan in 2013 under Registration Number (2852) through the NGOs Department of the Ministry of Economy in Kabul, Afghanistan.

Since its establishment, ASLO has remained committed to supporting vulnerable and underserved communities across Afghanistan through humanitarian assistance, sustainable development initiatives, education, healthcare, livelihoods support, legal aid, and community empowerment programs.

ASLO Vision

ASLO envisions a peaceful, developed, and prosperous Afghanistan where every individual has access to quality education, healthcare, justice, sustainable livelihoods, and equal opportunities, and where women, children, and vulnerable populations fully enjoy their rights, dignity, protection, and social inclusion.

 ASLO Mission

ASLO works to empower individuals, families, communities, women, youth, and institutions through humanitarian assistance, education, rights advocacy, research, capacity building, access to justice, peacebuilding, livelihood support, and sustainable development interventions aimed at improving resilience and promoting long-term social and economic development.

Core Areas of Intervention

ASLO currently implements humanitarian and development programs across multiple sectors in Afghanistan, including:

• Humanitarian Assistance and Emergency Response
• Education and Education in Emergencies (EiE)
• Health and Nutrition
• Legal Aid and Access to Justice
• Women Empowerment and Gender Equality
• Child Protection and Social Protection
• Water, Sanitation and Hygiene (WASH)
• Disaster Risk Reduction (DRR)
• Food Security and Livelihoods
• Agriculture and Livestock
• Rural Development and Community Resilience
• Refugee, IDP, and Returnee Support
• Research, Assessments, Surveys, Monitoring, and Evaluations
• Community Capacity Building and Peace Promotion
• Construction and Infrastructure Support

In addition, ASLO integrates key cross-cutting priorities throughout all interventions, including gender mainstreaming, protection, child safeguarding, disability inclusion, environmental protection and climate resilience, accountability to affected populations, research and evidence-based programming, and infrastructure development.

Purpose of the Position

The Human Resources Management (HRM) Manager will lead ASLO’s human resources function and ensure that the organization attracts, develops, manages and retains qualified, diverse and accountable personnel. The post holder will provide strategic and operational HR leadership; manage workforce planning, recruitment, contracting, personnel administration, performance management, staff development, employee relations and HR compliance; and promote a respectful, safe and high-performing workplace across headquarters, field offices and projects.

This is a full-time, in-person position based at ASLO’s Kabul Head Office, with field travel as required. The HRM Manager will protect the confidentiality of personnel information, apply policies consistently and provide timely, practical advice to the General Director, senior management, supervisors and staff.

Reporting, Supervisory Responsibility and Authority

•      Report directly to the General Director and provide regular updates on staffing, HR risks, workforce trends and priority actions.

•      Supervise headquarters HR staff and provide technical oversight, coaching and quality assurance to project and field HR personnel.

•      Coordinate closely with Finance, Programmes, Grants, MEAL, Administration, Security and provincial/project management.

•      Review and recommend HR actions within delegated authority and ensure that final approvals follow ASLO’s authorization matrix.

•      Access personnel records and relevant systems required for authorized HR work while applying strict confidentiality and data-protection controls.

•      Escalate serious misconduct, safeguarding, retaliation, discrimination, fraud or legal-compliance concerns through approved confidential channels.

Key Duties and Responsibilities

HR Strategy, Workforce Planning and Policy

•      Develop and implement ASLO’s HR strategy, annual HR plan and workforce plan in alignment with the organizational strategic plan, approved projects and budget.

•      Maintain accurate organograms, staffing tables, position classifications, job descriptions and workforce forecasts for headquarters, projects and field offices.

•      Lead periodic reviews of the HR Manual, salary scale, benefits, forms, SOPs and delegated authorities and recommend necessary revisions.

•      Advise senior management on organizational structure, staffing models, succession, retention, workforce risks and change-management implications.

•      Prepare HR budget inputs and monitor recruitment, learning, staff-welfare and other approved HR costs in coordination with Finance.

•      Ensure HR policies are communicated, understood and applied consistently across all offices and projects.

Recruitment, Selection and Onboarding

•      Manage transparent, merit-based and timely recruitment processes from approved requisition and vacancy announcement through longlisting, assessment, interview, reference checks, selection and offer.

•      Ensure recruitment panels are appropriately constituted, conflicts of interest are declared and selection decisions are fully documented.

•      Verify candidate qualifications, employment history, references, identity and other mandatory checks before final appointment.

•      Maintain a recruitment tracker, candidate records, talent pool and accurate evidence for donor, audit and management review.

•      Coordinate employment offers, contracts, salary placement and start dates within approved structures, budgets and authorization levels.

•      Ensure all new employees receive timely induction on ASLO’s mandate, role expectations, Code of Conduct, safeguarding, PSEA, security, HR policies and required systems.

Personnel Administration, HR Information and Payroll Coordination

•      Ensure every employee has a complete, current and securely maintained personnel file in accordance with ASLO’s file checklist and retention rules.

•      Maintain an accurate HR database/HRIS and trackers for contracts, probation, attendance, timesheets, leave, benefits, training, performance, disciplinary actions and staff separation.

•      Prepare contracts, amendments, extensions, promotions, transfers and separation documents and obtain all required approvals before implementation.

•      Verify monthly attendance, timesheets, leave, new hires, departures, salary changes and other payroll inputs and submit an authorized personnel-change report to Finance by the agreed deadline.

•      Reconcile HR records with payroll and project staffing information and resolve discrepancies before payment processing.

•      Apply role-based access, confidentiality, secure storage, data minimization and controlled sharing to all personnel information.

Performance Management, Learning and Staff Development

•      Manage annual objective setting, probation reviews, mid-year check-ins and performance appraisals and ensure completion by approved deadlines.

•      Coach managers on setting measurable objectives, providing feedback, documenting performance and implementing fair performance-improvement plans.

•      Analyze performance results and workforce capability gaps and translate them into practical learning and development priorities.

•      Prepare and implement an annual staff-development plan and coordinate orientations, mandatory training, coaching and approved external learning opportunities.

•      Maintain training records and evaluate whether learning activities improve job performance and organizational compliance.

•      Support succession planning, internal mobility, career development and retention of critical skills within available resources.

Employee Relations, Well-being and Duty of Care

•      Provide confidential and impartial guidance to staff and managers on workplace concerns, conduct, attendance, performance, grievances and conflict resolution.

•      Ensure grievances, disciplinary processes and workplace complaints follow approved procedures, due process, consistent documentation and delegated decision-making authority.

•      Promote a respectful, inclusive and non-discriminatory workplace and take practical steps to prevent harassment, bullying, retaliation and abuse of authority.

•      Coordinate staff-welfare, duty-of-care and reasonable workplace-support measures with management, Administration and Security within approved policies and resources.

•      Conduct exit interviews, analyze turnover and workplace trends and recommend realistic retention and employee-engagement actions.

•      Refer safeguarding, PSEA, security, fraud or serious misconduct concerns immediately through the appropriate confidential mechanism and avoid unauthorized investigation or disclosure.

HR Compliance, Reporting and Team Management

•      Ensure HR practices comply with applicable Afghan employment requirements, ASLO policies, donor commitments, approved salary scales and contractual obligations.

•      Monitor HR compliance across headquarters and field offices through file reviews, checklists, spot checks and corrective-action follow-up.

•      Prepare accurate monthly, quarterly and annual HR reports covering headcount, vacancies, recruitment, diversity, turnover, leave, performance, training and priority risks.

•      Support donor due diligence, external audits, spot checks and management reviews by providing complete and properly authorized HR evidence.

•      Identify HR risks and recurring control weaknesses, assign follow-up actions to responsible managers and report overdue or material issues to the General Director.

•      Set HR-team objectives, allocate work, review quality, manage performance and develop the technical capacity of HR personnel.

•      Promote responsive, consistent and service-oriented HR support while maintaining professional boundaries, fairness and confidentiality.

Key Deliverables

Required Qualifications and Experience

•      Bachelor’s degree in human resources management, business administration, public administration, management, law, social sciences or another closely related field from a recognized institution; a relevant master’s degree is an advantage.

•      A recognized professional HR qualification or certification such as CIPD, SHRM or an equivalent credential is an advantage.

•      At least seven years of progressively responsible human resources experience, including at least three years in an HR managerial or supervisory capacity.

•      Substantial HR experience with a national or international NGO, UN agency or donor-funded humanitarian or development programme in Afghanistan.

•      Demonstrated experience in workforce planning, large-scale recruitment, personnel administration, payroll coordination, performance management, staff learning and employee relations.

•      Strong working knowledge of applicable Afghan employment requirements, HR policies, salary and benefits administration, personnel-file compliance and donor expectations.

•      Demonstrated ability to handle grievances, disciplinary matters, performance concerns and sensitive staff information fairly, consistently and confidentially.

•      Good understanding of safeguarding, PSEA, child protection, anti-harassment, non-discrimination, whistleblowing and Code of Conduct requirements.

•      Strong leadership, planning, report-writing, analytical, facilitation, negotiation, coaching and executive communication skills.

•      Proficiency in Microsoft Office, particularly Excel and Word; experience with an HRIS, payroll or other personnel-management database is an advantage.

•      Fluency in Dari or Pashto and strong working ability in English; ability in both national languages is an advantage.

•      Willingness and ability to travel to ASLO field offices and project locations, subject to organizational security procedures.

Core Competencies

•      Integrity and ethics: Demonstrates honesty, discretion, impartiality and respect for confidentiality.

•      People leadership: Sets priorities, allocates work, coaches staff, reviews quality and holds the HR team accountable for results.

•      Strategic workforce planning: Anticipates staffing needs and aligns structure, skills and resources with organizational priorities.

•      HR judgement: Applies policy consistently, evaluates evidence and recommends fair, proportionate and practical actions.

•      Employee relations: Handles concerns and conflict calmly, respectfully, impartially and in accordance with due process.

•      Communication: Explains HR requirements clearly and presents sensitive matters constructively to staff, managers and senior leadership.

•      Planning and quality: Manages multiple deadlines and maintains accurate, complete, secure and reviewable HR records.

•      Collaboration: Works effectively with Finance, Programmes, Grants, MEAL, Administration, Security and field management.

•      Inclusion and cultural sensitivity: Promotes equal opportunity, respectful treatment and a workplace free from discrimination and harassment.

How to Apply

Interested and qualified applicants should submit the following documents:

1. An updated curriculum vitae (CV) showing relevant responsibilities and achievements.
2. A one-page cover letter explaining suitability for the HRM Manager position.
3. Contact details for at least three professional references, including the most recent supervisor where possible.
4. Send the application to recruitment@aslo.org.af
5. Use the subject line: “ASLO-Kabul-HR-2026-094 -Human Resource Management (HRM) – Kabul | Applicant Full Name”.
6. Submit the complete application no later than 31-Aug-2026.

Equal Opportunity Statement

ASLO is an equal-opportunity employer. Recruitment decisions are based on organizational need, job requirements, merit and demonstrated competence. Qualified women, persons with disabilities, members of underrepresented communities and applicants from diverse backgrounds are strongly encouraged to apply. Reasonable accommodation may be considered during the recruitment process upon request.