Associate Human Resources Officer
Job Details
Full Job Description
Hardship Level
Family Type
Residential location (if applicable)
Grade
Staff Member / Affiliate Type
Reason
Regular > Regular Assignment
Remote work accepted
Target Start Date
Job Posting End Date
Standard Job Description
Associate 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.
- Support the identification and
management of risks and seek to seize opportunities impacting
objectives in the area of responsibility. Ensure decision making in
risk based in the functional area of work. Raise risks, issues and
concerns to a supervisor or to relevant functional colleague(s).
-
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.
Certificates and/or Licenses
Not
specified.
Relevant Job
Experience
Essential
Experience working in Human Resources.
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.
Desired Candidate Profile
,
,
Desired languages
,
,
Operational context
Occupational Safety and Health ConsiderationsTo view occupational safety and health considerations for this duty station, please visit this link:
Nature of Position
The incumbent is responsible to perform Workday
auditing roles, validating and conducting quality assurance activities
for all submitted UNHCR HR documents. The incumbent of the post will
have to travel to all locations on regular basis to support senior
staff and HR staff, provide relevant trainings, conduct workshops to
enrich the level of understanding in different UNHCR HR polices, rules
and regulations.
Arua is a family duty station where
accommodations are available although finding reasonable quality
accommodation is a challenge and price arising due to number of NGOs
presence for South Sudanese refugee response. There are several local
supermarkets where local and foreign goods are available, and
expatriates frequent several restaurants offering western or Indian
foods. Very limited educational services are available as
international schools do not exist in Arua. International schools are
available in Kampala or Entebbe. In term of medical services, only
basic medical services are available in Arua town, and if necessary,
further medical referral to Kampala. There are several banks and ATM
available in Arua for Ugandan shillings account. Utilities (water
and electricity) are available, though for electricity, like many
places in the country, faces regular power cut especially during dry
season. Safe public transports in Arua is rare, though nationals tend
to ride with local motorbike taxis. There are few vehicle taxis
available (price tends to be at high end despite short distance).
Professional staff either find accommodation nearby the office and
walk, or they either rent or buy private second-hand vehicle for their
daily movement.
Most travels between Kampala and Arua are
undertaken by road (470 Kms). There are commercial flights between
Arua and Kampala/Entebbe but the airlines/routes are not UNDSS
cleared. There is no accommodation with minimum standards available at
the settlements so staff commute daily by official vehicle to the
settlements for field activities.
Additional Qualifications
Skills
HR-Active Listening, HR-Administration of Staff Contracts and Benefits, HR-Career Counselling, Coaching and Development, HR-Competency based interviewing, HR-Vacancy Management
Education
Certifications
CP-PM Certification Programme for Programme Management - UNHCR
Work Experience
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 & collaborationUNHCR Salary Calculator
Additional Information
Functional clearance