Org. Setting and Reporting
These two positions are located in the Human Resources Section of the Executive Office of the Office for the Coordination of Humanitarian Affairs (OCHA). The posts will be physically hosted, respectively, in OCHA’s Regional Office for Southern and Eastern Africa (Nairobi) and OCHA’s Regional Office for the Syria Crisis (Amman).
OCHA is the part of the United Nations Secretariat responsible for bringing together humanitarian actors to ensure a coherent response to emergencies. OCHA also ensures there is a framework within which each actor can contribute to the overall response efforts. OCHA’s mission is to mobilize and coordinate effective and principled humanitarian action in partnership with national and international actors in order to alleviate human suffering in disasters and emergencies; advocate the rights of people in need; promote preparedness and prevention and facilitate sustainable solutions.
The two Regional Human Resources Officers will report to the Chief of Human Resources Section, through a Human Resources Officer, P-4. On day-to-day basis, the Human Resources Officers are expected to work in close coordination with the management of the Regional Offices, especially with their respective Heads of Administration, which will also be the additional supervisor.
Within delegated authority, and focusing on the services and clients within the assigned region, the Regional Human Resources Officers will be responsible for the following duties:
Recruitment and placement
•Provides advice on effective succession management and workforce planning through timely and accurate projection of vacancies and staffing requirements for the field offices in the assigned region.
•Provides advice on recruitment and selection processes in line with corporate guidelines and policies, leading to the timely sourcing, selection and placement of the required talent. For centralized recruitments, this includes initiating transparent and competitive recruitment and selection processes (from the review of job descriptions to the screening of candidates) as well as ensuring the timely management of the process.
•Arranges and conducts interviews to select candidates.
•Reviews recommendation on the selection of candidate by client offices.
•Monitors and evaluates recruitment and placement related activities of client offices, and recommends changes or corrections related to procedures to these offices.
•Supervises and monitors the work of the Human Resources Assistants in carrying out all human resources activities.
Administration of contracts
•Prepares and Interprets workforce data and statistics using UMOJA or other Business Intelligence Enterprise platforms and make recommendations on workforce requirements based on HR analytics.
•Supports management in the contract administration by monitoring contractual status of staff in clients offices.
•Provides advice on contract administration in accordance with internal policies and in line with relevant rules and regulations.
•Reviews and recommends level of remuneration for consultants.
Staff development and career support
•Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes.
•Provides advice on mobility and career development to staff.
•Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS).
•Monitors the completion rates and timelines of the performance evaluation in the field and provide support as needed to the client offices.
•Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the assigned region.
•Supports OCHA’s change management in its field operations, by providing advice on the implementation and monitoring of OCHA corporate HR programmes, and by advocating for the best application of HR practices.
•Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
•Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
•Client Orientation: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.
•Accountability: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related area is required. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.
A minimum of five years of progressively responsible experience in human resources management, administration or related area is required.
Experience in providing HR advice to managers and staff is desirable.
Experience in HR Management in the UN Common System or other comparable international organization is desirable.
Experience with Enterprise Resource Planning (ERP) systems or PeopleSoft platforms, such as Inspira or equivalent is desirable.
Two (2) years of recent relevant human resources experience in the field in the UN Common system is desirable
English and French are the working languages of the United Nations Secretariat. For the posts advertised, fluency in English is required. Knowledge of Arabic is desirable for the position based in Amman. Knowledge of French is desirable for the position based in Nairobi. Knowledge of another UN official language is also desirable.
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
These two posts are funded for a period of one year. Extension of the appointment is subject to extension of the mandate and/or the availability of the funds.
Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.
The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for these positions.
An impeccable record for integrity and professional ethical standards is essential.
United Nations Considerations
According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.
Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.
The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.
The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.
Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.
THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.