Org. Setting and Reporting This position is located within the United Nations Support Office in Somalia (UNSOS) and is based in Nairobi, Kenya. The Human Resources Officer reports directly to the Chief of Section.. Responsibilities Within the limits of delegated authority, the Human Resources Officer will be responsible for the following duties.:-
Recruitment and Staff selection:
•Manages recruitment processes including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing and screening of candidates.
•Reviews job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with the approved or classified documents.
•Conducts preliminary review, prepares and submits recruitment cases to Field Central Review Bodies (FCRB).
•Arranges and conducts interviews for selection of candidates.
•Reviews recommendation on the selection of candidate by client offices.
•Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection.
Administration of entitlements and benefits
•Advises the HR on the development, modification and implementation of United Nations policies and practices on entitlements.
•Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolution.
•Reviews and recommends level of remuneration for consultants.
•Represents the office in joint bodies and working groups relating to salaries and other conditions of service.
•Participates in the process of knowledge/awareness building amongst managers and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated authority.
•Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary.
Planning and Budget
•Participates in the mission planning process throughout the mission life-cycle for determining staffing requirements and Organizational Structure; also conducts analysis and provides inputs on emerging capacity gaps in accordance with Mission’s Mandate.
•Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections.
•Reflects recommendations of the staffing reviews into the staffing requirements for purpose of
•budget preparation.
•Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations.
•Reviews the documentation for submission of classification requests and contributes to the implementation of classification results.
Performance Management
•Supports the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans.
•Liaises with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans.
•Monitors the full-compliance of ePAS and provides input to the establishment of a Management
•Review Committee, Joint Monitoring Committee as well as Rebuttal Panel and acts as their facilitator and ex-officio member.
•Counsels staff and managers in cases of under-performance and facilitates the implementation of a Performance Improvement Plan to improve performance.
Staff Development
•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.
•Advises staff on career development, giving particular attention to developing and implementing career development paths for national staff members.
•Continuously assesses the skill, expertise and knowledge of human resources staff, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems.
Administration of Justice
•Researches and compiles the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system
•Contributes to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level.
•Contributes to the development of preventive activities such as training and sharing bes •practices and recent jurisprudence related to human resources management.
Staff and Management Relations
•Assist the supervisor in supporting dialogue between management and international and national staff unions (Field Staff Union and National Staff Committee respectively to discuss HR matters and related staff issues.
•Participates in meetings with staff representatives to address issues affecting staff and coordinate the quarterly meetings with the Head of Mission and Director/Chief of Mission Support.
•Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc.
• Contributes to the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps
and risks and recommends corrective action.
• Assist with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings.
• Conducts research on precedents, policy rulings and procedures.
• Maintain human resources information systems, including constant update and generation of information and reports for use by management;
• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• Assists in preparing policy papers, position papers and briefing notes on issues related to human resources management.
• Performs other duties as required. Competencies Professionalism:
Extensive training in the Organization’s human resources management practices, policies and procedures, especially related to post management; skills in databases, Enterprise Resource Planning (ERP) and other Human Resources Systems. 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.
Planning & Organizing:
Develops clear goals that are consistent with agreed strategies. Identifies priority activities and assignments; adjusts priorities as required. Allocates appropriate amount of time and resources for completing work. Foresees risks and allows for contingencies when planning. Monitors and adjusts plans and actions as necessary. Uses time efficiently.
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. Education A high-school or equivalent diploma is required. Technical or Vocational Certificate and/or training in human resources management, business or public administration, social sciences, education or related field experience is required. Work Experience At least 10 years of progressively responsible experience in human resources management, administration or related area is required. The minimum years of relevant experience is reduced to 5 years for candidates who possess a first level university degree.
Extensive training in human resources management practices, policies and procedures; skills in databases, Enterprise Resource Planing (ERP) and other Human Resources Systems is required.
Two years experience in post management is desirable.
Experience in area of work both outside and in the UN Field Service is desirable. Languages English and French are the working languages of the United Nations Secretariat. For the positions advertised, fluency in English is required. Assessment Previously rostered candidates are not subject to any further assessment and as such, will not be invited for such an assessment. Special Notice This "Recruit from Roster" job opening is only open to roster applica
