# Working in human resources in Algeria: posts, payroll, recruitment, labour law (2026)

> HR officer, recruiter, payroll, HR director: 48 HR offers on Chghol from 45 employers. Tasks, rules to know (law 90-11, CNAS, ANEM), skills, training, career.

Updated 2026-11-04 · Web version : https://chghol.com/en/advice/hr-jobs-algeria-roles-payroll-recruitment

An HR department runs the employment contract from the first interview to the last day: it recruits, registers the employee, prepares the payroll, follows leave and absences, organises training, handles discipline and departures. In Algeria this work rests on a precise framework — law 90-11 on labour relations, social security, placement through ANEM — and a lot of paperwork. This guide describes the posts, the rules to master and the way in, based on the offers published on Chghol.

> **In short** — **1.** On 4 November 2026, Chghol lists **48 human resources offers** from **45 different employers**, all permanent contracts, none showing a salary. **2.** They are mostly in **Algiers** (35), then **Oran** (4), **Sétif** and **Blida** (2 each). **3.** Five families of posts: **generalist** (HR officer, HR administrator: 15), **recruitment** (11), **HR management** (9), **HR assistant** (5), **payroll and personnel administration** (5). **4.** The core of the job is applied labour law: contract (law 90-11), registration with the CNAS within 10 days, job offers notified to ANEM, staff register, internal rules from 20 employees. **5.** The usual way in is a bachelor’s or master’s in HR management, law or work psychology, often after an assistant post.

## The posts behind the title

| Family | Main tasks | Chghol offers (04/11/2026) |
| --- | --- | --- |
| HR generalist (HR officer, HR administrator) | Contracts, personnel files, leave and absences, dealings with the CNAS and labour inspection, discipline | 15 |
| Recruitment and talent acquisition | Department needs, job ads, CV screening, interviews, tests, onboarding | 11 |
| HR management (HR director, HR manager) | HR policy, payroll budget, industrial relations, organisation | 9 |
| HR assistant | Data entry, filing, certificates, attendance, welcoming candidates | 5 |
| Payroll and personnel administration | Variable items, payroll calculation, CNAS contributions, IRG withholding, returns | 5 |

*Grouping of the titles of the 48 HR offers published on Chghol on 4 November 2026; 3 others are rarer: HR business partner, reward and wellbeing, social correspondent.*

The employers are almost all different: manufacturing (Time Com Manufacturing, Faderco, Easy Emballage), food (Danone, Cevital, Lactalis Algérie, Biodattes), pharmaceuticals and cosmetics (Genericlab, Laboratoire Kalos, Niall Cosmétique), construction and oil (CSCEC, Great Wall Drilling), transport (Maghrébine de Transport et Auxiliaire), health, property development, recruitment agencies. See all the [HR officer offers](https://chghol.com/en/jobs/hr-officer).

## The rules an HR professional applies

| Topic | Rule | Text |
| --- | --- | --- |
| Contract | Permanent contracts are the rule, fixed-term ones only in the listed cases; probation of 6 months at most, 12 months for highly qualified posts | Law 90-11, art. 11, 12, 18 |
| Registration | Every new employee is registered with the CNAS within 10 days of hiring | Law 83-14 of 2 July 1983 |
| Recruitment | Job offers are notified to ANEM; placement is free for job seekers | Law 04-19 of 25 December 2004 |
| Records | The staff register is one of the mandatory books and registers | Executive decree 96-98 of 6 March 1996 |
| Internal rules | Mandatory from 20 employees; they set work organisation, hygiene, safety and discipline | Law 90-11, art. 75 to 79 |
| Working time | 40 hours a week; overtime paid at least 50 % more | Ord. 97-03; law 90-11, art. 31 and 32 |
| Personal data | CVs and personnel files are protected data; the supervisory authority is the ANPDP | Law 18-07 of 10 June 2018 |
| Disputes | Individual disputes: conciliation, then court; collective disputes and strikes: a specific law; oversight by labour inspection | Laws 90-04, 90-02 and 90-03 |

*Landmarks as of 04/11/2026; the texts, as amended, prevail. See also our guide to [employee rights](https://chghol.com/en/advice/employee-rights-algeria).*

For onboarding a new employee day by day — written contract, CNAS, register, medical check, probation — our guide to [onboarding a new employee](https://chghol.com/en/advice/onboarding-new-employee-algeria-first-30-days-cnas-probation) works as a checklist. For choosing the contract, see [fixed-term vs permanent](https://chghol.com/en/advice/fixed-term-vs-permanent-contract-algeria-probation-renewal).

## Payroll: the most sought-after skill

Even in a generalist post you will be asked to read and check a payroll: base salary, bonuses and allowances, overtime, the employee’s CNAS contribution (9 % of the base), IRG withheld according to the scale of the Direct Taxes Code (art. 104), absences and leave. The overall social security rate is 34.5 % of the base, shared between employer, employee and the social works fund (decree 94-187, as amended). Our guide on [how to read your payslip](https://chghol.com/en/advice/how-to-read-your-payslip-algeria-cnas-irg-errors) works through a full example. Offers often mention payroll software or an ERP, and Excel.

## Skills expected

- **Applied labour law**: knowing where to find the rule (law 90-11, collective agreements, internal rules) and applying it to a real case.
- **Payroll and figures**: Excel (pivot tables, lookups), payroll software, checking month-on-month differences.
- **Recruitment**: writing a clear ad, running a structured interview, checking references, without discrimination (law 90-11, art. 17).
- **Writing**: contracts, certificates, internal memos, minutes — often in French, sometimes in Arabic for the administration.
- **Discretion**: salaries, sanctions, medical files and disputes all go through HR.
- **People skills**: listening to employees, negotiating with staff representatives, explaining a decision.

## Getting into HR in 5 steps

1. **Choose a training path** — A bachelor’s or master’s in human resources management, management sciences, social law or work psychology; in vocational training, a BTS in the field (exact titles on takwin.dz).
2. **Start with an entry post** — HR assistant, administrative assistant or junior payroll administrator: that is where you learn the files, the CNAS and the payroll calendar. See our guide to [administrative assistant jobs](https://chghol.com/en/advice/administrative-assistant-jobs-algeria-tasks-tools-career).
3. **Prove what you can do** — On the CV, write facts: « payroll for 120 employees », « 35 hires in a year », « updated the internal rules ».
4. **Prepare the interview** — Expect a case study: calculating overtime, drafting a formal notice letter, choosing between fixed-term and permanent for a given need.
5. **Set an alert** — A Chghol alert « HR officer + your wilaya » tells you as soon as an offer is published; with 45 employers for 48 offers, they appear one at a time.

## Career and pay

The classic path goes from HR assistant to HR administrator or officer, then HR manager and HR director. You can also specialise: recruitment and employer branding, payroll, training, industrial relations, reward. Bridges towards payroll and accounting (86 accountant offers on Chghol the same day) or legal work are natural. None of the 48 HR offers of 4 November 2026 showed a salary; the [HR officer salaries](https://chghol.com/en/salaries/hr-officer) page helps you place yourself, and at interview always talk in net monthly terms.

**HR offers near you** — Set an « HR officer » alert on your wilaya: you are told as soon as an offer is published.

## Frequently asked questions

### Which diploma to work in HR?

Most often a bachelor’s or master’s in human resources management, management sciences, law or work psychology. A vocational BTS opens assistant posts.

### What is the difference between an HR officer and a recruiter?

The HR officer manages the whole life of the contract (files, absences, discipline, dealings with the CNAS); the recruiter focuses on hiring, from the ad to onboarding.

### Do I need to know payroll?

Almost always. Even a generalist must be able to check a payroll: bonuses, overtime, CNAS contribution, IRG, absences.

### What are the obligations when hiring?

A contract that complies with law 90-11, registration with the CNAS within 10 days, entry in the staff register, and notifying offers to ANEM.

### Are internal rules mandatory?

Yes from 20 employees (law 90-11, art. 75). They set work organisation, hygiene, safety and discipline.

### Where are the HR offers?

Mostly in Algiers (35 of the 48 offers on Chghol on 4 November 2026), then Oran, Sétif and Blida, in manufacturing, food, health, construction and oil.

## Sources

- [Law no. 90-11 of 21 April 1990 on labour relations, as amended — Official Journal](https://www.joradp.dz/)
- [Law no. 83-14 of 2 July 1983 on the obligations of those liable for social security](https://www.joradp.dz/)
- [Law no. 04-19 of 25 December 2004 on the placement of workers and the control of employment](https://www.joradp.dz/)
- [Executive decree no. 96-98 of 6 March 1996 (mandatory special books and registers); decree no. 94-187 (split of the contribution rate)](https://www.joradp.dz/)
- [Law no. 18-07 of 10 June 2018 on the protection of natural persons in the processing of personal data](https://www.joradp.dz/)
- [Laws no. 90-02, 90-03 and 90-04 of 6 February 1990 (collective disputes, labour inspection, individual disputes)](https://www.joradp.dz/)
- [CNAS — National social insurance fund for salaried workers](https://www.cnas.dz/)
- [HR offers published on Chghol (snapshot of 4 November 2026)](https://chghol.com/en/jobs)