ASSISTANT HUMAN RESOURCES OFFICER
- Organization: UN - United Nations
- Location: Erbil
- Grade: Junior level - NO-A, National Professional Officer - Locally recruited position
- Human Resources
- Administrative support
- Closing Date: Closed
Org. Setting and Reporting
The position is located within the United Nations Assistance Mission for Iraq (UNAMI), Erbil. Under the overall supervision of the Chief of Human Resources, the incumbent reports to the Team Leader of the Unit.Responsibilities
Within the delegated authority, the Assistant Human resources officer will be responsible for the following duties:
Recruitment and Staff Selection
• Assists in the management of the recruitment process including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, and reviewing and screening candidates.
• Assists in the review of job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities.
• Arranges interviews for selection of candidates.
• Supports the supervisor in task forces and working groups identifying issues/problems, formulating policies and guidelines, and providing inputs on new procedures on recruitment and staff selection.
• Reviews and determines eligibility of applicants in line with requirements stated in the job openings.
• Initiates and follow-up on reference checks and academic verifications, ensuring the completion of the prerecruitment formalities, calculating salaries and related benefits, and preparing and dispatching offers of appointments and Statement of Emoluments.
Administration of entitlements and Benefits
• Advises the supervisor on the implementation of United Nations policies and practices on entitlements.
• Assists in advising and guiding managers and staff on human resources related matters.
• Monitors issues on conditions of services for staff and advises the supervisor of any developments.
• Conducts research and prepares written responses to queries related to HR matters.
• Assists in monitoring and evaluating the effectiveness of the related guidelines, HR rules, regulations practices and procedures.
Planning and Budget
• Assists with the review of recommendations resulting from staffing reviews and translates them into staffing requirements for the purpose of budget preparation.
• Assists in conducting initial review and analysis on the staffing aspects of the mission’s budget as well as classification of the posts.
• Assists in ensuring that expenditures related to staffing are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both mission and Headquarter levels to ensure availability of the funds.
• Advises hiring managers on loaning of posts between sections and movement of the posts and staff between locations based on the SOP on the staffing table and post management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in the sections and locations.
• Assists the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on the standards for the development of service, section, unit and individual work plan.
• Maintains contacts with the Integrated Mission Training Centre to organize training/orientation programmes in performance management and supervisory skills as well as work plans.
• Gathers data on full compliance with e-Performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal panel and acts as their facilitator and ex-officio member.
• Researches training opportunities for HR staff as well as staff in general, and plans and prepares the mission training budget in coordination with the integrated training service.
• Assists the supervisor with the development of training programmes for staff, in coordination with the integrated training service, giving particular attention to developing and implementing career development paths for national staff members.
• Assists with the assessment of skills, expertise and knowledge requirements of human resources staff
Administration of Justice
• Provides assistance to compile the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system.
• Supports the supervisor in providing inputs to efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level.
• Assists with the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.
Staff and Management Relations
• Provides the supervisor with inputs on HR matters for purpose of discussions and dialogue between the management and international and national staff unions (Field Staff Union and National Staff).
• As assigned by the supervisor, participates in meetings with staff representatives to address issues affecting the staff and assists in the coordination of the quarterly meetings with the Head of the Mission and Director/Chief of Mission Support.
• Organizes, as necessary, general or specific meetings for staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc.
• Assists in implementing the communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings.
• Assists in reviewing and processing requests for classification, providing advice and answering queries on classification procedures and processes.
• Conducts research on precedents, policy rulings and procedures.
• Maintains human resources information systems, including constant update and generation of information and reports for use by management.
• Performs other duties as required.
• Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. 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.
• 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 audience; demonstrates openness in sharing information and keeping people informed.
• 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.
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with additional experience may be accepted in lieu of the advanced university degree.
A minimum of one to two years of progressively responsible experience in human resources management, administration or related area is required.
Work experience in HR benefits and entitlements, recruitment and HR systems, such as SAP, Oracle Peoplesoft, or equivalent, is desirable.
Experience in data management, data analysis and preparation of analytical reports is desirable.
Experience working with United Nations or other international organization is desirable.
English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English and Kurdish is required.Assessment
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.Special Notice
Candidates for the National Professional Officer category shall be of the nationality of the country where this position is located.
At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.
The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position.
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.
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