HUMAN RESOURCES OFFICER
FAO
NAIROBI
3h ago

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 an identifying vacancies, preparing job openings, reviewing and screening of candidates.
  • Reviews job openings in consultation with hiring managers, ensuring that the evaluation and responsibilities are in line with the approved or classified documents.
  • Conducts preliminary review, prepares and submits recruitment cases to Field Central Rev 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.
  • Coordinates and administers the National Competitive Examinations, G to P Examinations Language professional examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff.
  • Administration of entitlements and benefits : -

  • Advises the CHRO 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 the staffing requirements and organizational structure;
  • also conducts analysis and provides inputs on emerging capacity gaps in accordance with the 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 based on the applicable guidelines on budget review.
  • Reflects recommendations of the staffing reviews into the staffing requirements for purposes of budget preparation.
  • Reviews and monitors staffing related costs and expenditures in the ERP systems in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Office to deploy funds to meet any shortfall.
  • Monitors expenditures related to staffing and ensure they are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds.
  • 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.
  • Reporting and Data Management : -

  • Prepares a wide range of HR related business intelligence reports and statistical reports, such as but not limited to gender and geographic distributions, TCC / PCC contributing countries, long-term vacant posts, deployment schedule, recruitment and workforce planning, etc.
  • Propose and develop reporting templates based on new or ad hoc information requirements for HRS and the Mission.
  • Prepare the monthly vacancy planning assumptions based on recruitment status reports enabling management to undertake data decisions and set strategic priorities pertaining recruitment.
  • Prepare and submit monthly staffing complements for both UNSOS and UNSOM.
  • Implement and established a mechanism for recording and tracking pending issues and complaints from HR clients across client missions.
  • Serves as focal point for coordination and deployment of new HR information systems / applications involving extensive liaison with technical support teams from UNLB, UNSB-V or Umoja Team.
  • Maintain and report on a month basis long-term vacancy reports and updates to Pillar Heads.
  • Provide monthly anomaly report of the staffing table and Umoja staffing table.
  • Draft BI reports and presentations to internal and external audience.
  • 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.
  • Other :

  • Under the supervision of the CHRO, the HRO contributes to the monitoring and valuation of the implementation of delegated authorities, through inter-alia, the Human Resources Management Scorecard (HRSC), Service Level Agreements, HR indicators, and the Senior Managers' Compact.
  • 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.
  • Professionalism :

  • Extensive training in the Organization’s human resources management practices, policies and procedures, especially related to post management;
  • skills in databases, 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

    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 product 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.

    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 the Organization’s human resources management practices, policies and procedures; skills in databases, 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

    Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

    Special Notice

    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 and geographical diversity in its staff.

    Female candidates are strongly encouraged to apply for this position.

    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.

    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.

    No Fee

    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.

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