Only candidates who are not nationals of the country of assignment are eligible to apply to this position
Hardship LevelE (most hardship)
Family TypeNon Family with Residential Location
Residential location (if applicable)
Nairobi (CO), Kenya
GradePR2
Staff Member / Affiliate TypeProfessional
* Staff members will not normally serve in International Professional positions in the country of their nationality. In addition, in case of a first appointment upon recruitment, the assignment must be outside the staff memberโs country of nationality.
In practical terms this means that you are not eligible to apply for International Professional vacancies advertised in the country where you are national of.
ReasonRegular > Regular Assignment
Remote work acceptedNo
Target Start Date2024-01-24
Job Posting End DateFebruary 14, 2024
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 The P2 position is therefore essential as it supports the overall functioning of the operation in Gbadolite by effectively managing human capital, fostering a positive working environment and contributing to the sustainability and efficiency of the operation especially when it comes to recruitment and retention in a difficult and often changing environment. Changes to WorkDay and Cloud remain a major challenge for most staff and the presence of someone who can train staff on a continual basis is essential. Gbadolite Sub office counts 80 staff members currently. The ideal candidate will therefore be an experienced HR officer who has the capacity to work under a lot of pressure and be able to support staff at all times and patiently guide them through the systemic changes that the organization is implementing on a constant basis. The ideal candidate will functionally supervise national staff under HR in 2 other field offices under the Sub Office and should be ready to travel occasionally to these remote locations to provide support to staff on HR matters.
Required languages (expected Overall ability is at least B2 level): French
,
,
Desired languages
,
,
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:
Repeated cycles of violence and conflict in the Central African Republic (CAR) have had spill over effects in the Democratic Republic of the Congo (DRC) with the two countries sharing a 1,500km border. In 2021, UNHCR biometrically registered 73,645 CAR refugees and asylum-seekers who had fled violence and insecurity following the 2020 presidential election, seeking safety in northern DRC. Small population movements involving people fleeing ongoing disarmament operations by the CAR government and its allies, or inter-ethnic conflicts in some prefectures of CAR causing forced displacements continue to be reported by local authorities.
As of 30 November 2023, about 211,418 CAR refugees have found refuge in the DRC. About 25 per cent of all CAR refugees live in five camps, while 75 per cent are spread across remote and hard-to-reach border villages in the provinces of North Ubangi (113,988), Bas Uele (54,549) and South Ubangi (43,286), while about 400 others are in the capital - Kinshasa and a couple of other provinces.
In 2021, UNHCR and partners began implementing the alternative to camps policy that aligns with the Global Compact on Refugees. This policy seeks to strengthen protection and assistance to refugees as well as support the communities hosting them through a series of activities aimed at improving access to social and economic services. In line with this policy, UNHCR has identified 10 villages in North and South Ubangi provinces to serve as development hubs. Four of these hubs are progressively being operationalized. They are Sidi, Nzakara, Wenze and Modale to which a total of about 16,404 refugees have already been relocated.
The Sub-Office manages one Field Office in Libenge, one Field Office in Yakoma et one Field Unit in Bili with approximatively 80 workforce.
The incumbent of the position will report to the Head of Sub Office and administer all HR activities for all staff in Gbadolite and field Office of Yakoma and Libenge. The Associate HR Officer will provide support and guidance to staff including affiliate workforce in the area.
Living and Working Conditions:
Staff members may either live at UNHCR Guesthouse or in town where limited accommodation may be found. Gbadolite has a population of about some 180,000 inhabitants (latest 2018 data) and is located 25 kilometers south from Mobayi which is a town established at the Ubangi River. The Ubangi is the border with the Central African Republic and Gbadolite is situated at some 1,150 kilometers northeast of Kinshasa. Gbadolite was the ancestral home and residence of Joseph-Desire Mobutu (President of Zaire from 1965 to 1997) but also the area of Bemba. There is electricity thanks to the dam at Mbayi but it happens the electricity supply breaks down for some days or weeks and generator back up is required. The quality of the water is poor and most of the time is not available at night time. Housing opportunities are also very poor and expensive for rather low quality. The climate for most of the year is characterized by humid and hot temperatures while the rainy season brings into surface crawling reptiles and insects. There are very limited medical facilities in Gbadolite that are not equipped to deal with serious medical cases. Evacuation opportunities are limited since there are only 2 flights per week. However, air ambulance evacuation can be organized for life threatening emergencies during day time. Candidates with conditions requiring regular treatment or medical supervision should be appropriately advised. Malaria is the most common disease. As a general advice, applicants for the post should be psychologically prepared for the aforementioned context. There is an R&R cycle of 8 weeks and as of January 2022 an a Iqarus presence in the Office to support staff member.
There is one good banking facilities at Gbadolite and good network from the office, PAMA and Wifi.
Additional Qualifications
Skills
EducationBachelor of Arts (BA): Business Administration, Bachelor of Arts (BA): Human Resource Development, Bachelor of Arts (BA): Human Resources Management, Bachelor of Arts (BA): Personnel Administration
Certifications
Work ExperienceNumber of Persons of Concern Served, Workforce to Supervise, Working with Persons of Concern: Asylum Seekers, Working with Persons of Concern: Refugees
CompetenciesAccountability, 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
UNHCR Salary Calculator
https://icsc.un.org/Home/SalaryScales
Compendium Add. 3 to Bi-annual Compendium 2023 - Part B
Additional Information
Functional clearanceThis position doesn't require a functional clearance