Purpose of
the Position
the Position
Under
guidance of Chief of Operations, the incumbent will manage human resource
activities, including the supervision of human resource assistant in accordance
with the HR strategy and work plan, aligned with the Country Programme
Management Plan (CPMP), as well as the goals and strategic needs of the
organization. The incumbent will also provide guidance in human resources that
promote a gender-balanced multi-disciplinary team of professionals.
guidance of Chief of Operations, the incumbent will manage human resource
activities, including the supervision of human resource assistant in accordance
with the HR strategy and work plan, aligned with the Country Programme
Management Plan (CPMP), as well as the goals and strategic needs of the
organization. The incumbent will also provide guidance in human resources that
promote a gender-balanced multi-disciplinary team of professionals.
Key Expected
Results
Results
1.
Recruitment, Selection and Placement
Recruitment, Selection and Placement
Support,
implement and administer the effective and timely recruitment processes in the
hiring, developing and retaining the best talents available to support the
strategic human recourses needs of the office and the organization. Promote
equity, transparency, and consistency in the selection and placement of staff.
implement and administer the effective and timely recruitment processes in the
hiring, developing and retaining the best talents available to support the
strategic human recourses needs of the office and the organization. Promote
equity, transparency, and consistency in the selection and placement of staff.
Support the
office’s human resources needs for national professional officers, general
service, and temporary employees by implementing proper and expedient
recruitment procedures. Ensure organizational human resources targets are met
while ensuring the recruitment and retention of a diverse body of staff of the
highest calibre.
office’s human resources needs for national professional officers, general
service, and temporary employees by implementing proper and expedient
recruitment procedures. Ensure organizational human resources targets are met
while ensuring the recruitment and retention of a diverse body of staff of the
highest calibre.
Work to
establish a targeted approach to recruit specialized talent, with particular
focus on MTSP areas, to fill posts requiring specialized expertise, at the
global, regional, or local level.
establish a targeted approach to recruit specialized talent, with particular
focus on MTSP areas, to fill posts requiring specialized expertise, at the
global, regional, or local level.
Prepare
monthly/weekly recruitment, selection plan for Senior Management to review and
for further guidance.
monthly/weekly recruitment, selection plan for Senior Management to review and
for further guidance.
2. Policy
Implementation and HR Administration
Implementation and HR Administration
Establish
and maintain equity, transparency and consistency in the interpretation,
determination, implementation, and administration of HR policy, procedures and
guidelines on all HR related matters applicable to the staff.
and maintain equity, transparency and consistency in the interpretation,
determination, implementation, and administration of HR policy, procedures and
guidelines on all HR related matters applicable to the staff.
Ensure
timely, equitable, transparent and systematic administration of all HR
benefits, entitlements, contracts renewal and termination, performance
management, promotions and other HR activities.
timely, equitable, transparent and systematic administration of all HR
benefits, entitlements, contracts renewal and termination, performance
management, promotions and other HR activities.
Identify
opportunities for the country office to support UNICEF’s global HR priorities,
campaigns and partnerships, and lead, advice or recommend new initiatives to
adopt in the office.
opportunities for the country office to support UNICEF’s global HR priorities,
campaigns and partnerships, and lead, advice or recommend new initiatives to
adopt in the office.
In close
coordination with the Regional Office and DHR, implement and administer the
equitable, transparent and efficient GS job classification system in compliance
with the established job classification policy, guidelines, procedures and
related requirements.
coordination with the Regional Office and DHR, implement and administer the
equitable, transparent and efficient GS job classification system in compliance
with the established job classification policy, guidelines, procedures and
related requirements.
3. Capacity
Building and Career
Building and Career
Development
Opportunities to develop and support capacity among country HR staff, other
colleagues and other relevant partners are regularly identified and addressed
as appropriate. In coordination with the relevant partners, the Regional HR
Development Committee and DHR, implement timely and effective staff learning
and development programmes and briefing on career management to all staff in
the office in order to strengthen their capacity building and advance career
development planning.
Opportunities to develop and support capacity among country HR staff, other
colleagues and other relevant partners are regularly identified and addressed
as appropriate. In coordination with the relevant partners, the Regional HR
Development Committee and DHR, implement timely and effective staff learning
and development programmes and briefing on career management to all staff in
the office in order to strengthen their capacity building and advance career
development planning.
Support and
utilize a database on staff development activities and training contracts and
take follow-up actions for processing of external collaborator contracts and
implementation of planned training activities.
utilize a database on staff development activities and training contracts and
take follow-up actions for processing of external collaborator contracts and
implementation of planned training activities.
Determines
training and learning needs in consultation with organizational units at HQ and
in the field in order to identify organizational competency gaps and gender
imbalances.
training and learning needs in consultation with organizational units at HQ and
in the field in order to identify organizational competency gaps and gender
imbalances.
Plans and
arranges regional operations workshops/learning programmes for organizational
competency building. Advises on staff learning/development, career development,
coaching and counselling in operations area that is gender-sensitive.
arranges regional operations workshops/learning programmes for organizational
competency building. Advises on staff learning/development, career development,
coaching and counselling in operations area that is gender-sensitive.
4. Strategic
HR Planning and Management
HR Planning and Management
Provide
on-going guidance, interpretation and technical support to management of the
country offices in the area of HR management.
on-going guidance, interpretation and technical support to management of the
country offices in the area of HR management.
Provide
accurate and sound technical analysis to the management and HR planning process
in the office as it relates to budget planning, staffing, organization design,
and change management.
accurate and sound technical analysis to the management and HR planning process
in the office as it relates to budget planning, staffing, organization design,
and change management.
Liaise with
the HQ Divisions to support and contribute to corporate HR strategy formulation
and local implementation; advise on the applicability of new strategy and
guidelines to country office HR plans and activities.
the HQ Divisions to support and contribute to corporate HR strategy formulation
and local implementation; advise on the applicability of new strategy and
guidelines to country office HR plans and activities.
Provide
feedback and make recommendations from a field perspective on the establishment
and improvement of systems and internal controls, planning and change
management and resolution of HR issues and problems.
feedback and make recommendations from a field perspective on the establishment
and improvement of systems and internal controls, planning and change
management and resolution of HR issues and problems.
Participate
in or support Country Programme Strategy Review and Regional Management Team
Meetings to identify new trends, priorities and requirements.
in or support Country Programme Strategy Review and Regional Management Team
Meetings to identify new trends, priorities and requirements.
Participate
in Global workshops and meetings for the strategic planning of Operations/Human
Resources/Information Technology/Supply.
in Global workshops and meetings for the strategic planning of Operations/Human
Resources/Information Technology/Supply.
5.
Management Excellence in the Office
Management Excellence in the Office
Promote
management excellence in the office by ensuring accountability in HR and by
demonstrating a high level of skills in the management of staff resources
including staff selection (based on merit and the needs of the organization),
staff counselling, systematic and equitable performance management, and staff
development and learning activities.
management excellence in the office by ensuring accountability in HR and by
demonstrating a high level of skills in the management of staff resources
including staff selection (based on merit and the needs of the organization),
staff counselling, systematic and equitable performance management, and staff
development and learning activities.
Effectively
manage the human and financial resources (budget planning, management and
monitoring) of the office and ensure both are optimally utilized.
manage the human and financial resources (budget planning, management and
monitoring) of the office and ensure both are optimally utilized.
Monitor
compliance with all systems and procedures and ensure management integrity and
accountability with high quality standards in all activities in HR; ensure the
implementation of agreed audit recommendations; advise on corrective measures
to be taken and establish relevant internal controls.
compliance with all systems and procedures and ensure management integrity and
accountability with high quality standards in all activities in HR; ensure the
implementation of agreed audit recommendations; advise on corrective measures
to be taken and establish relevant internal controls.
6. Staff and
Management Relationship Management Monitor staff/management issues and
support/advise management and staff as appropriate to improve the relations and
resolve the issues.
Management Relationship Management Monitor staff/management issues and
support/advise management and staff as appropriate to improve the relations and
resolve the issues.
Provide
administrative support to the staff-management bodies in the capacity of HR
focal point in the office.
administrative support to the staff-management bodies in the capacity of HR
focal point in the office.
7.
Inter-agency Cooperation, Networking and Partnerships
Inter-agency Cooperation, Networking and Partnerships
Ensure
active coordination of HR initiatives with other agencies.
active coordination of HR initiatives with other agencies.
Maintain
effective and steady communication or working relations with UN agencies to
seek harmonization.
effective and steady communication or working relations with UN agencies to
seek harmonization.
Support
common strategies and approaches for enhancement of the HR reform within the UN
Common system through inter-agency HR network.
common strategies and approaches for enhancement of the HR reform within the UN
Common system through inter-agency HR network.
Collaborate
with UN/UNICEF HR colleagues in the region, cooperate with partners in the
locality, including Government and NGOs to identify and explore the ‘best
practices’ in HR area. Participate in the inter-agency coordination,
conferences and other forums to improve HR planning, implementation, staff
learning and development, recruitment, etc.
with UN/UNICEF HR colleagues in the region, cooperate with partners in the
locality, including Government and NGOs to identify and explore the ‘best
practices’ in HR area. Participate in the inter-agency coordination,
conferences and other forums to improve HR planning, implementation, staff
learning and development, recruitment, etc.
Qualifications
of Successful Candidate
of Successful Candidate
- An Advanced university degree (Master’s) in
Human Resources, Business Administration, International Relations, Social
Sciences, Psychology or directly related technical field(s) is required. - A minimum of five (5) years of relevant experience
at the national and international levels in HR Management and Staff
Development is required. - Fluency in English (written & verbal) is
required. - Knowledge of French and/or an additional UN
Language (Arabic, Chinese, Russian, Spanish) is considered an asset.
Competencies
of Successful Candidate
of Successful Candidate
- Communicates effectively to varied audiences,
including during formal public speaking - Consistently achieves high-level results,
managing and delivering projects on-time and on-budget - Creates and encourages a climate of
team-working and collaboration in a multi-cultural environment - Analyzes and integrates potentially
conflicting numerical, verbal and other data from a number of sources - Adjusts team or department’s approach to
embrace changing circumstances - Demonstrates, applies and shares expert
technical knowledge across the organization - Creates organization-wide processes to help
ensure that all adhere to procedures and policies - Translates strategic direction into plans and
objectives - Has good leadership and supervisory skills;
co-ordinates group activities, ensuring that roles within the team are
clear - Demonstrate innovation and creativity in
designing and implementation
Remarks
This is a
project funded post with funds available for one year.
project funded post with funds available for one year.
UNICEF is
committed to diversity and inclusion within its workforce, and encourages
qualified female and male candidates from all national, religious and ethnic
backgrounds, including persons living with disabilities, to apply to become a
part of our organisation.
committed to diversity and inclusion within its workforce, and encourages
qualified female and male candidates from all national, religious and ethnic
backgrounds, including persons living with disabilities, to apply to become a
part of our organisation.
How to Apply
Interested
candidates are required to follow the link below to apply
candidates are required to follow the link below to apply
Closing Date: Tuesday, 01 October 2013