HUMAN RESOURCES OFFICER
Kinshasa (Congo Democratic)
Org. Setting and Reporting
This position is located in the Human Resources Section of the United Nations Organization Stabilization Mission in the Democratic of Congo (MONUSCO) duty station, Kinshasa. The incumbent will report directly to the Chief of Unit, Human Resources.Responsibilities
Under direct supervision of the Chief of Unit, Human Resources the Human Resources Officer will be responsible for the following duties:
Recruitment and Staff Selection
• Manages recruitment processes including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing, and screening of candidates.
• Reviews job openings in consultation with hiring managers, ensuring that the evaluation and responsibilities are in line with the approved or classified documents.
• Conducts preliminary review, prepares, and submits recruitment cases to Field Central Re Bodies (FCRB).
• Arranges and conducts interviews for selection of candidates.
• Reviews recommendation on the selection of candidate by client offices.
• Participates in task forces and working groups identifying issues/problems, formulating p and guidelines, and establishing new procedures on recruitment and staff selection.
Workforce Planning & Post Classification
• Provide advice to managers and supervisors on the use and effectiveness of workforce planning and organizational design.
• Work directly with individual units/sections to identify operational needs and priorities.
• Assist in the development of an operational workforce planning strategy and recruitment plan for the mission.
• Review post/functions of respective units in consultation with relevant stakeholders to ensure that all functions meet the operational needs of the mission and to ascertain the correct application of classification standards.
• Identify positions where the duties and responsibilities of the post may have changed substantially and prepare and submit requests for classification through the approval process.
• Provide guidance to managers and staff on the application of the classification policies and procedures.
Planning and Budget:
• Participates in the mission planning process throughout the mission lifecycle for determining the staffing requirements and organizational structure; also conducts analysis and provides inputs on emerging capacity gaps in accordance with the mission's mandate.
• Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the FPD guidelines on budget review.
• Reflects recommendations of the staffing reviews into the staffing requirements for purpose of budget preparation.
• Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations.
Administration of entitlements and benefits:
• Advises the CHRO on the development, modification and implementation of United Nations policies and practices on entitlements.
• Reviews and recommends level of remuneration for consultants.
• Participates in the process of knowledge/awareness building amongst managers and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated authority.
• Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary
Administration of Justice:
• Researches and compiles the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system
• Contributes to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level.
• Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.
Reporting and Data Management:
•Prepares a wide range of HR related business intelligence reports and statistical reports, such as but not limited to gender and geographic distributions, TCC/PCC contributing countries, long-term vacant posts, deployment schedule, recruitment, and workforce planning, etc.
•Propose and develop reporting templates based on new or ad hoc information requirements for HRS and the Mission.
•Prepare the monthly vacancy planning assumptions based on recruitment status reports enabling management to undertake data decisions and set strategic priorities pertaining recruitment.
•Prepare and submit information on monthly staffing complements
•Implement and established a mechanism for recording and tracking recruitment cases
•Serves as focal point for coordination and deployment of new HR Recruitment Innovation systems/applications involving extensive liaison with technical support teams
•Maintain and report on a month basis long-term vacancy reports and updates to Pillar Heads.
•Draft reports and presentations for staff and senior management.
• Under the supervision of the CHRO, the HRO contributes to the monitoring and evaluation of the implementation of delegated authorities, through inter-alia, the Human Resources Management Scorecard (HRSC), Service Level Agreements, HR indicators, and the Senior Managers' Compact.
• Contributes to the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action.
• Assist with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings.
• Conducts research on precedents, policy rulings and procedures.
• Maintain human resources information systems, including constant update and generation of information and reports for use by management.
• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• Assists in preparing policy papers, position papers and briefing notes on issues related to human resources management.
• Performs other duties as required.
PROFESSIONALISM: Knowledge of human resources management, conditions of service, job classification, administration, and compensation issues. Ability to produce reports and papers on technical issues. Ability to apply UN rules, regulations, policies and guidelines in work situations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
Planning & Organizing:
Develops clear goals that are consistent with agreed strategies. Identifies priority activities and assignments; adjusts priorities as required. Allocates appropriate amount of time and resources for completing work. Foresees risks and allows for contingencies when planning. Monitors and adjusts plans and actions as necessary. Uses time efficiently
COMMUNICATION: Speaks and writes clearly and effectively; Listens to others, correctly interprets messages from others and responds appropriately; Asks questions to clarify, and exhibits interest in having two-way communication; Tailors language, tone, style and format to match the audience; Demonstrates openness in sharing information and keeping people informed.
CLIENT ORIENTATION: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to clients.
High school or equivalent diploma is required. Technical or vocational certificate and/or training in human resources management, business or public administration, social sciences, education, or related field experience is a requirement. The minimum years of qualifying experience can be reduced to 5 years for those who possess a first level university degree.
A minimum of 10 years of progressively responsible experience in human resources management, administration or related area is required. The minimum year of experience is reduced to 5 years for candidates who possess a first level university degree.
Experience in human resources management practices, policies, and procedures; skills in databases, Enterprise Resource Planning (ERP) and other Human Resources Systems is required.
Experience in preparation of documentation, drafting and producing reports and papers is required
Experience in data analysis, organization and preparation of analytical reports is required.
Experience in conducting research and synthesizing information on formal and informal requests is required.
Experience in area of work both outside and in the UN Field Service is desirable.
Experience with supervising a team is desirable.
English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in oral and written English is required.Assessment
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.Special Notice
• The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.
Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.
United Nations Considerations
According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.
Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.
The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.
The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.
Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.
THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.