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  • Breaking News

    Human Resources Officer

    • Organization: UNHCR - United Nations High Commissioner for Refugees
    • Location: Yaoundé (Cameroon)
    • Grade: P-3, International Professional - Internationally recruited position - Mid level
    • Occupational Groups:
    • Closing Date: 2019-12-30

    Before submitting an application, UNHCR staff members intending to apply to this Job Opening are requested to consult the Recruitment and Assignments Policy (RAP, UNHCR/HCP/2017/2 and the Recruitment and Assignments Administrative Instruction (RAAI), UNHCR/AI/2017/7 OF 15 August 2017. Human Resources Officer

    Organizational Setting and Work Relationships


    The 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 Human Resources Officer contributes to the development of a HR customer service-oriented culture that values proactivity, continuous improvement, innovation and high performance. By translating operational needs into workforce action and individual development needs, the Human Resources Officer plays a critical role. The main areas of work of the Human Resources Officer include the implementation of HR policies, staff administration, workforce planning, recruitment, and talent development with inclusion, diversity and gender as a cross-cutting issue. S/he will also support the implementation of the staff health and counselling plans and in fostering an inclusive and respectful working environment. The incumbent maintains employee confidence and protects the organization and its workforce by keeping human resource information confidential.

    The Human Resources Officer is usually supervised by Head of Office, or Senior HR Officer in a Country Operation, or the most senior HR staff in a Regional Bureau. She/he supervises HR Professional and General Service staff.


    The incumbent maintains a direct working relationship with a number of functions across the Division of Human Resources (DHR). For positions in Bureaux or Country Operations, the incumbent also works closely with the Senior HR Partner, the Senior Medical Officer and Senior Staff counsellor for his/her region.

    He/she also maintains contact and close cooperation with other UN agencies in the region or country and represent UNHCR in the working groups/task forces within country/regional UN inter-agency mechanisms. 

    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

    - Strategic workforce advice and operational support:
    - Engage with management to understand priorities, and provide advice and solutions on all aspects of HR in line with delegated HR authorities.
    - Support HR initiatives that support organizational culture change such as good people management practices, and promoting gender, inclusion and diversity.
    - Plan and implement HR operational activities to ensure timely provision of HR solutions, prioritizing according to the needs and risks.
    Assignments and Talent Acquisition:
    - Manage the process of recruitment, assignment and reassignment of locally-recruited staff and affiliate workforce, ensuring compliance with UNHCR rules and procedures, and providing advice to managers where required.
    - Set up and run (Regional) Assignments Committee.
    - Conduct outreach campaigns to attract diverse applicants. Ensure proper consideration is given to all applicants without discrimination.
    - 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 to provide support with their queries; and also promote dialog between staff and management to help find solutions to HR-related issues.
    - 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 a network among HR staff members in the region in order to harmonize implementation of HR policies and initiatives, collect field insights to inform the development of DHR policies and activities; identify and share HR best practices, also through contacts with other UN agencies.
    Duty of Care:
    - Contribute to establishing and maintaining a medical evacuation plan with senior management, Field safety and the Senior
    - Medical Officer.
    - Support the development and 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. Promote work/life balance and flexible working arrangements with managers and staff.
    For positions in Regional Bureaux only:
    - In the absence of a Senior Talent Development Officer in the Bureau:
    - Implement a talent development and sourcing strategy for UNHCR workforce in the region, in line with UNHCR's needs and staff members' career planning.
    - Equip HR teams and Managers in the region with skills on people management and tools related to talent development, career guidance and performance management.
    -
    - Perform other related duties as required.

    Minimum Qualifications


    Education & Professional Work Experience

    Years of Experience / Degree Level
    For P3/NOC - 6 years relevant experience with Undergraduate degree; or 5 years relevant experience with Graduate degree; or 4 years relevant experience with Doctorate degree

    Field(s) of Education

    Human Resources Management; Human Resource 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. Sound knowledge of general HR policies, processes and systems.
    Desirable:
    Proven ability to identify and implement successful business related HR interventions. Experience in some 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-Administer/manage a large number of staff, preferably within the UN
    HR-Human Resources Management
    Talent development
    Employee Mobility
    Provision of technical HR advice
    HR data and people analytics
    Risk management
    Relationship Management
    Critical Thinking & Creative Thinking (Problem-solving)
    Managing Ethical Dilemmas
    Situational Judgement
    Learning Agility
    Partnering
    Gender, diversity and Inclusion Management

    (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.

    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. C001L3 - Accountability Level 3

    C002L3 - Teamwork & Collaboration Level 3
    C003L3 - Communication Level 3
    C004L3 - Commitment to Continuous Learning Level 3
    C005L3 - Client & Result Orientation Level 3
    C006L3 - Organizational Awareness Level 3
    M001L3 - Empowering and Building Trust Level 3
    M006L3 - Managing Resources Level 3
    M003L3 - Judgement and Decision Making Level 3
    M002L3 - Managing Performance Level 3
    X001L3 - Analytical Thinking Level 3
    X005L3 - Planning and Organizing Level 3
    X009L3 - Change Capability and Adaptability Level 3
    For those people applying for High Risk Duty Stations, we strongly encourage them – before deciding to apply- to read the country specific security and welfare country profiles which can be found on the Intranet under Support Services - Duty of Care (https://intranet.unhcr.org/en/support-services/duty-of-care.html). Ensuring staff are better informed is part of the increased attention UNHCR is paying to Duty of Care.

    Staff after having applied to High Risk Duty Stations will have access to country specific information webinars with Field Safety Section (FSS) and Staff Welfare Section (SWS) colleagues and provided with a tool to test their psychological preparedness for serving in High Risk Duty Stations. Applicants who applied for a position in a High Risk country will receive, after the deadline for applications has expired, a joint invitation from the Staff Welfare Section (SWS) and the Field Safety Section (FSS) to participate in these webinars. During the Webinars, latest updates on security and well-being will be provided, and FSS and SWS will address questions raised by participants. Applicants are highly encouraged to benefit, when applicable, from all measures as they provide most up-to-date security and well-being information helpful to assess staff’s readiness to serve in a High Risk Duty Station. A Staff Welfare Officer will also be available, if and when required, to discuss with interested applicants the results of the psychological preparedness tool as well as readiness for assignment in High Risk Duty Stations.

    The UNHCR workforce consists of many diverse nationalities, cultures, languages and opinions. UNHCR seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. Applications are encouraged from all qualified candidates without distinction on grounds of race, colour, sex, national origin, age, religion, disability, sexual orientation and gender identity.
    Please note that the closing date for vacancies in this addendum 3 to the  September 2019 Compendium is Monday 30 December  2019 (midnight Geneva time)

    We do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.

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