Assc HR Officer

E (most hardship)

Non Family with Residential LocationNon Family with Residential LocationDanger Pay

Nairobi (CO), Kenya

PR2

Professional

Reason

Regular > Regular Assignment

No

2022-11-21-08:00

December 15, 2022Associate Human Resources Officer Organizational Setting and Work Relationships The Associate Human Resources Officer supports the UNHCR's People Strategy and contributes to the implementation of the 2018 independent Human Resources review, which resulted in the establishment of HR strategic priorities and the reconfiguration and transformation of the Division of Human Resources (DHR) from a largely transactional model into a strategic business partner for field operations and senior management. Having the right people in the right place at the right time is at the core of enabling UNHCR to protect and respond to persons of concern. By attracting, retaining and developing a talented, diverse and agile workforce while nurturing a culture of excellence, respect and wellbeing for all, UNHCR¿s Human Resources acts as a strategic partner to the organization, enabling a people-centric culture. The Associate Human Resources Officer provides support and assistance in the areas of operational support, workforce planning, assignments and talent acquisition, organizational cultural changes, HR policy implementation and duty of care. The incumbent maintains employee confidence and protects the organization and its workforce by keeping human resources information confidential. The Associate Human Resources Officer is usually supervised by the HR Officer or Senior HR Officer or Head of Office in a Country Operation, or the most senior HR staff in a Regional Bureau. She/he usually supervises HR General Service staff. The incumbent maintains a direct working relationship with a number of units within the Division of Human Resources (DHR). The incumbent also works closely with the Senior HR Partner, the Senior Medical Officer and the Senior Staff counsellor for his/her region. ¿ All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR¿s core values of professionalism, integrity and respect for diversity. Duties Workforce Operational Support: - Assist in implementation of HR initiatives that support organizational culture change such as good people management practices, and promoting gender, inclusion and diversity. - Implement HR operational activities to ensure timely provision of HR solutions, prioritizing according to the needs and risks. - Contribute to the development of a HR customer service-oriented culture that values proactivity, continuous improvement, innovation and high performance. - Provide support, guidance and trainings to HR staff. Assignments and Talent Acquisition: - Coordinate the process of recruitment, assignment and reassignment of locally-recruited staff and affiliate workforce, also assisting with set up and running of (Regional) Assignments Committee where relevant. - Assist in organizing outreach campaigns to attract diverse applicants. Ensure proper consideration is given to all applicants without distinction on the grounds of race, color, sex, national origin, age, religion, disability, sexual orientation and gender identity. - Analyse, track and report on recruitment and assignments trends for management, including efforts to reach gender parity. - Take a proactive approach to risk management in the areas of recruitment, ensuring the issues are identified, addressed and reported and, where appropriate, escalated. Advice to managers and staff, and contribution to an inclusive work environment: - Build dialog and outreach with staff; answer questions, and provide information to staff as to where to go for help or ask questions. - Be proactive in identifying issues, themes and patterns affecting the workforce¿s health and welfare, including sexual harassment and abuse of authority. - Ensure that on-boarding, induction, re-integration into the workplace and off-boarding support, is provided to colleagues. Induction programmes should include information on Protection from Sexual Exploitation and Abuse (PSEA) and Sexual Harassment, Code of Conduct as well as workforce¿s rights and obligations. HR policies and inter-agency: - Enforce compliance with UNHCR¿s Human Resources policies and procedures and the UN staff rules, regulations and UNHCR administrative instructions. - Participate in the ICSC survey on living conditions and classification of duty stations as well as in the UN Country Team local staff salary survey and other local inter-agency HR-related fora and initiatives. Duty of Care: - Contribute to establishing and maintaining a medical evacuation plan with senior management, Field safety and the Senior Medical Officer. - Assist in the security and medical evacuations of UNHCR personnel. - Support the implementation of a Duty of Care strategy. Identify and assess issues related to duty of care including physical, mental health and safety of UNHCR¿s workforce, promoting workforce balance. For positions in Regional Bureaux only: In the absence of a Senior Talent Development Officer in the Bureau: - Contribute to the implementation of a talent development strategy for UNHCR workforce in the region, in line with UNHCR¿s needs and staff members¿ career planning. - Contribute to the implementation of a talent sourcing and acquisition plan to identify talent mainly among but not limited to national staff and affiliate workforce in the region. - Perform other related duties as required. Minimum Qualifications Education & Professional Work Experience Years of Experience / Degree Level For P2/NOB - 3 years relevant experience with Undergraduate degree; or 2 years relevant experience with Graduate degree; or 1 year relevant experience with Doctorate degree Field(s) of Education Human Resources Management; Human Resources Development; Personnel Administration; Business Administration; or other relevant field. (Field(s) of Education marked with an asterisk* are essential) Certificates and/or Licenses UNHCR HR certification; (Certificates and Licenses marked with an asterisk* are essential) Relevant Job Experience Essential: Experience working in Human Resources. UNHCR HR certification is a plus. Knowledge of general HR policies, processes and systems. Desirable: Experience in one or more of the following areas: HR Administration, workforce planning, recruitment, HR policy or talent development. Experience in HR information technology systems and tools. Experience in field humanitarian operations and/or emergency settings. Experience working with the United Nations. Experience working in a multi-cultural setting. Functional Skills HR-Local mass recruitment HR-Talent Development and Nurturing HR-HR data and people analytics HR-Employee Relationship Management SO-Learning Agility HR-HR Business Partnering MG-Client Relationship Management HR-Inclusion, Diversity and Gender strategy design and implementation (Functional Skills marked with an asterisk* are essential) Language Requirements For International Professional and Field Service jobs: Knowledge of English and UN working language of the duty station if not English. For National Professional jobs: Knowledge of English and UN working language of the duty station if not English and local language. For General Service jobs: Knowledge of English and/or UN working language of the duty station if not English. All UNHCR workforce members must individually and collectively, contribute towards a working environment where each person feels safe, and empowered to perform their duties. This includes by demonstrating no tolerance for sexual exploitation and abuse, harassment including sexual harassment, sexism, gender inequality, discrimination and abuse of power. As individuals and as managers, all must be proactive in preventing and responding to inappropriate conduct, support ongoing dialogue on these matters and speaking up and seeking guidance and support from relevant UNHCR resources when these issues arise. This is a Standard Job Description for all UNHCR jobs with this job title and grade level. The Operational Context may contain additional essential and/or desirable qualifications relating to the specific operation and/or position. Any such requirements are incorporated by reference in this Job Description and will be considered for the screening, shortlisting and selection of candidates.

English

,

Arabic

,

Operational context

Occupational Safety and Health Considerations:

To view occupational safety and health considerations for this duty station, please visit this link:

https://wwwnc.cdc.gov/travel

Nature of Position:

El Fasher is located in North Darfur. The Associate HR Officer will be expected to provide HR support to six field offices in Darfur. S/he will report to the Head of Darfur Operation. S/he will have a functional working relation with the HR Unit in Khartoum. The incumbent will be based within the Sub office but will undertake missions where necessary, to field offices to build capacity of national staff, provide practical guidance on procedures and entitlements, rights and obligations of staff. The incumbent is expected to be proactive and be part of the annual planning exercise especially in relation to workforce management by providing guidance to managers on the best approach as well as anticipating potential changes and impact on current staffing levels. The Darfur operation has more than 170 staff under various contractual arrangements including UNOPS, UNV, and Surge deployees. The Associate HR Officer supervises one HR Associate, G6 and one Senior HR Assistant, G5, created recently in 2020. The role of the position is crucial in terms of capacity building of current HR staff and supporting managers. The incumbent must have: - Sound knowledge of UNHCR HR rules and procedures, as well as MSRP and FOCUS. - Well versed in all contractual modalities used in UNHCR - Experienced in leading competency-based interviews for national as well as international positions selection. - Having successfully completed the MSRP induction and advanced training - Capacity building of national support staff through continuous encouragement and motivation. - Demonstrated drafting skills in English; - Ability to manage a team and coordinate with other Field Offices - Ability to interact and influence managers in relation with recruitment process and other HR related matters - Strong planning and organizational skills are required to be able to follow up recruitment, extension, TA management etc. - Knowledge and understanding of the UNHCR Resources Allocation Framework; - Experience in staff welfare in terms of addressing issues related to working conditions of staff. The incumbent is expected to have a pro-active mature attitude and be able to perform well under stress. It requires more stamina and commitment than elsewhere to make life comfortable and affordable in Darfur. Therefore, flexibility and the ability to live and operate in hardship conditions (including dust, heat, shared living quarters, and possibly minimal water supply) are essential.

Living and Working Conditions:

Sudan is one of Africa 's largest countries; the living conditions vary between duty stations. Darfur is in the western-most region and is divided into 5 federal states: West Darfur, South Darfur, Central Darfur, East Darfur & North Darfur. International staff in El Fasher live in UNAMID super camp, having a separate bedroom with bathroom and kitchen. Before the closure of UNMID by the end of 2020, UNHCR staff will move to UNHCR Guesthouse. Living conditions are basic, all bedrooms and offices have an AC, the showers have hot water, with satellite TV. There are few shops and restaurants inside the UNAMID camp. Meat and a limited selection of fresh vegetables and fruits are usually available in the local market, depends on the season. Tap water is not potable hence the need to drink bottled or boiled drinking water as alternatives. Public health facilities are well below standard. There is Level-2 medical care facility run by UNAMID in El Fasher. There are also Government hospitals and private health providers in towns. For serious medical condition, patients are referred to Nyala Level-3 hospital or Khartoum. There are pharmacies in towns but not all drugs are available. Banking facilities exist in Darfur, but major banking facilities are only available in Khartoum. No international credit card is accepted in Sudan. UNHAS provides air service to Khartoum and other field locations. R&R cycle is 6 weeks. The security situation within Darfur is unpredictable and the security level in El Fasher is at Level 3 (Moderate). Risks to personnel are reduced by strict adherence to UN security guidelines, instructions and mitigating measures. It is mandatory for all personnel to receive a security briefing upon arrival. Temperatures in Darfur do not vary greatly with the season. Throughout the year, it is generally hot with a brief mild winter period between December and February. The heat can reach 40-45 Celsius at times, especially between March and June. Rainy season starts in July and ends in September/October. In this regard, there might be no need for heavy warm clothing or blankets. Cotton clothing is recommended where possible. It is also important to carry clothing that is both light and covers the arms. This is mainly to protect against many insects (including mosquitoes, flies among others). South Darfur is tropical malaria zone, use pesticides and mosquito net to prevent Malaria disease.

Additional Qualifications

Skills

BA: Business Administration (Required), BA: Human Resource Development (Required), BA: Human Resources Management (Required), BA: Personnel Administration (Required)

Certifications

Annual Budget OL in Operation/Office, Number of Persons of Concern Served, Number of Workforce in Operation/Work Setting, Workforce to Supervise, Working with Persons of Concern: Internally Displaced Persons, Working with Persons of Concern: Refugees, Working with Persons of Concern: Returned IDPs, Working with Persons of Concern: Returned Refugees

Competencies

Accountability, Analytical thinking, Change capability & adaptability, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Managing performance, Managing resource, Organizational awareness, Planning & organizing, Teamwork & collaboration

https://icsc.un.org/Home/SalaryScales

Compendium

Bi-annual Compendium 2022 Part B – November 2022

This position doesn't require a functional clearance