Re-advertisement-Human Resources Officer (HR in Emergencies & Sourcing and Strategic Recruitment Planning), NOB # 99239, WCARO, Dakar Senegal 241 views0 applications

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, future

Background

UNICEF is a leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care and education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers and policy makers to help all children realize their rights—especially the most disadvantaged.

Job organizational context:

Positions at the P2/NOB level are considered as supportive roles to higher level HR professionals that are centered on providing research, analysis and recommendations on a broad range of HR functions, or in some cases one specific function. Therefore, while these positions contribute substantively to organization-wide HR strategies, they should also be considered as opportunities for incumbents to acquire professional expertise, organizational knowledge and exposure for further career advancement.

How can you make a difference?

Purpose for the job

The HR Officer reports to the HR Manager/Specialist/Chief for close guidance, training and supervision. The Officer provides support to the supervisor and colleagues in the unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures

Summary of key functions/accountabilities: **

1. Business Partnering
2. Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.
3. Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
4. Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures.
5. Promote the organizational goals and targets for gender equity and cultural diversity.
6. Strategic Human Resources
7. Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes.
8. Keep abreast, research, benchmark, and implement best and cutting edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.
9. Support to Implementation of assigned Human Resources Services
10. Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
11. When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.
12. Learning and Capacity Development
13. In collaboration with business owners, support the design and delivery of learning plans for staff.
14. Contribute to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
15. Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.
16. Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
17. Provide orientation briefing to new staff.
18. HR Data Analytics
19. Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.
20. Support the development and implementation of data collection systems to optimize data quality.
21. Coordinate with country offices and partners to provide assistance in their HR information management.

Specific key functions/accountabilities

1. As the HR Focal Point for HR in Emergency, you will need to develop and implement a throughout provision of technical expertise, capacity development, oversight, and quality assurance.

Activities

1. Ensure CO-HR complete the EPP HR component (MPS 6 &7) within the deadline
2. Contribute to Emergency response by conducting the following at the onset of an emergencyTrain HR staff on STS tool
3. Quality assurance on CO requests and submit to DHR within deadline (Prepare request release letter for deployment of staff)
4. Collaboration with the Regional Adviser to identify suitable candidates and request release for internal/ external candidates for deployment
5. Ensure WCAR HR data analytics on (vacancies, gender & geographic diversity, intergenerational, and time to fill) are available and presented at management meetings (ROMT, SMM, mid & end year reviews)

Impact of Results:

The impact is centered on providing thorough and accurate analysis of individual cases and processes. While the type of analysis and decision-making varies among the different HRM specialties, typical examples include:

1. Interpreting a body of rules, regulations and precedents to determine eligibility for entitlements or benefits
2. Helping supervisor determine qualification requirements for vacant posts
3. Comparing the qualifications of several candidates with those of the post and recommending the one(s) most suitable
4. Classifying unique job descriptions by application of promulgated classification standards.
5. Determining the action needed in order to improve staff skills through the identification of individual and organizational training needs
6. Recommending the most appropriate methods of training to meet these needs or analyzing work to determine the relative worth of jobs

Skills

Technical

1. Advanced knowledge of the principles and concepts of human resources management.
2. Ability to identify issues, conduct rigorous research, and make conclusions and recommendations.
3. Strong research, planning and organizational skills.
4. Excellent knowledge of information technology systems and tools.

Interpersonal and Communication

1. Ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience.
2. Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.

To qualify as an advocate for every child you will have…

Education:

A University Degree in human resource management, business management, international relations, psychology or another related field is required.

Experience:

Two years of professional experience in human resource management in an international organization and/or large corporation is required.

Language Requirements:

Fluency in English is required. Knowledge of another official UN language or local language of the duty station is considered as an asset.

For every Child, you demonstrate commitment

UNICEF’s core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results.

The competencies required for this post are:

Competencies and level of proficiency required

Core Values

1. Care
2. Respect
3. Integrity
4. Trust
5. Accountability

Core competencies

1. Communication (II)
2. Working with people (II)
3. Drive for results (I)

Functional Competencies:

1. Analyzing (I)
2. Relating & Networking (I)
3. Applying technical expertise (II)
4. Planning and organizing (I)
5. Following instructions and procedures (II)

View our competency framework at

http://www.unicef.org/about/employ/files/UNICEF_Competencies.pdf

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.

Remarks:

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process. **