Associate Human Resources Officer -Shire, Ethiopia

Job Description

E (most hardship)

Non Family with Residential Location

Non Family with Residential LocationDanger Pay

Addis Ababa,Eth Fed Dem Rep

PR2

Professional

Reason

Regular > Regular Assignment

No

2022-11-21-08:00

December 15, 2022

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. – 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. (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.

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.

’The incumbent must be familiar with APR including budget reviews – RAF procedures – MIP related services – personnel administration including learning and development – vacancy management processes – emergency support – COMPASS – Workday – prior experience with duty of care, including MEDEVAC – clear understanding of HR transformation processes in UNHCR.’’

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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:

The incumbent of the position will report to the Head of Office and administer all HR activities for all staff in Shire in consultation with counterparts in Mekelle and Addis HR Unit.

The Associate HR Officer will provide support and guidance to staff including affiliate workforce in Shire. Therefore, the incumbent should be a seasoned HR practitioner with good understanding and implementation of HR policies, SOPs, guidance, operational procedures, workforce planning, assignments, and duty of care.

Ability to work and adapt professionally and effectively in an extremely challenging environment is a must for this position.

Managing a big variety of contract types as well as massive recruitment requires thorough knowledge of Recruitment and Assignment Policy (RAP).

The incumbent should be able to work effectively in a multicultural team of international and national personnel.

S/he should have solid proficiency in Excel software.

Knowledge and skills in VISIO for organigrams and COMPASS are an added advantage.

The incumbent is expected to be a forward-thinker and solutions-oriented

. Incumbent has a supervisory roles on coaching and training to HR national staff in HR section in Shire and the Northern region.

Key skills and competencies required for the position:

This position requires counseling, employee coaching and development skills. Ability to lead a team in an extremely challenging environment. The position requires the incumbent to possess resilience and adaptability skills to operate under extremely difficult situation. In addition, experience in administration of staff contracts and benefit, conducting competency-based interviewing, managing large scale recruitment, attraction & selection process is required. S/he should have a track record of working with functionally and culturally diverse teams. Strong interpersonal, advocacy, communication skills are a must for this position.

Living and Working Conditions:

Staff members should be prepared to operate under challenging conditions with extremely limited resources. The staff members will be working within a city that has been isolated for several months due to the crisis which began in November 2020. The office deals primarily with several local camp environments with inherent risks to staff safety and health. Regardless of information campaigns, there are realistically few, or no COVID-19 protocols adhered to by the camp(s) population. Staff wear masks but will often work within large groups of refugees who do not.

There is one general hospital in Shire, and it has been closed following the resumption of conflict and capture of the town by ENDF/EDF forces. The nearest medical facility is in Mekelle-located at 300 km of Shire.  Most pharmacies are closed, so staff with prescriptions should come with at least 3 months of prescription medication. Staff are accommodated in one of two guest houses. Each have rooms with equipped with bathrooms, common areas, and a fully equipped kitchen. The town has a running water and electricity from national grid, but these services have stopped following the recent conflict. However, each guest house has a back-up generator. The office relies on VSAT for internet connectivity, as it has been two years since internet connectivity stopped in the whole region.

There is no banking service in the town at all, the office relies in the UNHAS flight to bring cash, which currently is stopped.

Additional Qualifications

Skills

HR-Administration of Staff Contracts and Benefits, HR-Applicant screening and evaluation, HR-Career Counselling, Coaching and Development, HR-Competency based interviewing, HR-Recruitment Attraction & Selection

BA: Business Administration (Required), BA: Human Resource Development (Required), BA: Human Resources Management (Required), BA: Personnel Administration (Required)

Certifications

Human Resources Management – Other

Annual Budget OL in Operation/Office, Number of Persons of Concern Served, Number of Workforce in Operation/Work Setting, Workforce to Supervise, Working with Persons of Concern: Internally Displaced Persons, Working with Persons of Concern: Refugees, Working with Persons of Concern: Returned IDPs, Working with Persons of Concern: Returned Refugees

Competencies

Accountability, 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

https://icsc.un.org/Home/SalaryScales

Compendium

Bi-annual Compendium 2022 Part B – November 2022

This position doesn’t require a functional clearance