Org. Setting and Reporting

This position is located in the United Nations Support Office in Somalia (UNSOS) within the Specialist Support Unit of the Human Resources Section. The incumbent will be based in Nairobi and reports to Human Resources Officer/Chief of Unit, Specialist Support.

Responsibilities

Within delegated authority, the Associate Human Resources Officer will be responsible for the following duties: Recruitment and Staff Selection: • Provides support in the management of recruitment process including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing and screening of candidates. • Support with the review of job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with Generic Job Profiles and Standard Requisitions. • Assists in preliminary reviews, prepares, and submits recruitment cases to (Field) Central Review Bodies. • Arranges and conducts interviews for selection of candidates. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and providing inputs on new procedures on recruitment and staff selection, entitlements, general administration and other human resources portfolios. • Plans, organizes, 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 Head on the development and implementation of United Nations policies and practices on entitlements. • Provides advice to managers and staff on human resources related matters. • Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules. • Evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to the Chief Human Resources Officer (CHRO), where necessary. Planning and Budget: • Supports the mission planning process throughout the mission lifecycle by conducting reviews and analysis for determining on the staffing requirements and organizational structure. • Assist with the review of recommendations resulting from staffing reviews and translates them into staffing requirements for purpose of budget preparation. • Conducts initial review and analysis on the staffing aspects of the mission’s budget based on the guidelines. • Reviews staffing related costs and expenditures in ERP systems in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officers to follow up with Finance and Budget Office to deploy funds to meet any shortfall. • Assists the Supervisor in ensuring that expenditures related to staffing 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 Standard Operating Procedures on Staffing Table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations. • Assists in reviewing and processing requests for classification, providing advice and answering queries on classification procedures. Performance Management: • Assists the mission in the implementation of the performance appraisal system and monitor 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. • Maintains contacts with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans. • Gathers data on full compliance of e-Performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member. • Provides advice to staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required. Staff Development: • Researches and identifies training opportunities for HR staff as well as staff in general and plans and prepares the mission training budget in coordination with the integrated training service. • Assists with the development of training programmes staff, in coordination with the integrated training service, giving particular attention to developing and implementing career development paths for national staff members. • Assists with the assessment of skills, expertise and knowledge requirements of human resources staff, contributing to the designing of individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of Human Resources Information Systems. Administration of Justice: • Compiles the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system. • Provides inputs to efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level. • Assists with the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. Staff and Management Relations: • Provides inputs on various HR matters for purpose of discussions and dialogue between the management and international and national staff unions (i.e. Field Staff and National Staff Unions). • Participates in meetings with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Head of the Mission and Director/Chief of Mission Support. • Assists the Supervisor, as necessary on general, or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc. Other: • Assists in 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. • Assists with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. • Assists in reviewing and processing requests for classification, providing advice and answering queries on classification procedures and processes. • Conducts research on precedents, policy rulings and procedures. • Maintains human resources information systems, including constant update and generation of information and reports for use by management. • Assists with the development, implementation and periodic review of a strategy and programmes for the HR Section’s outreach to its clients. • Performs other duties as required.

Competencies

Professionalism: 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. Teamwork: Works collaboratively with colleagues to achieve organizational goals. Solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others. Places team agenda before personal agenda. Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position. Shares credit for team accomplishments and accepts joint responsibility for team shortcomings. 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. Planning and 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.

Education

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education, or related field. A first-level university degree in combination with an additional two years of qualifying experience may be accepted in lieu of the advanced university degree.

Job – Specific Qualification

Not available.

Work Experience

A minimum of two (2) years of progressively responsible experience in human resources management, administration or related area is required. Experience with the planning and delivery of Human Resources services in complex, volatile and conflict and post-conflict environments is required. Experience in the coordination and planning of activities related to HR, Performance Management, Administration, Budget and funding is desirable. Experience in leading matters related to administration of justice, and formulation of response on behalf of the mission’s leadership to formal cases before management evaluation and Dispute Tribunal is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For this position, fluency in English (both oral and written) is required.

Assessment

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

Special Notice

This position is funded for one year. Therefore, an Assignment or Appointment against this position is for an initial period of one year. The extension of the Appointment or Assignment will be subject to budget approval. Recruitment against this position is on a local basis. THIS POSITION IS OPEN TO NATIONALS OF KENYA ONLY. The National Professional Officer category shall be of the nationality of the country where this position is located and will be recruited in the country or within commuting distance of the office. A staff member subject to local recruitment shall not be eligible for allowances or benefits exclusively applicable to international recruitment. The candidate is responsible for any travel expenses incurred in order to assume the appointment. All applicants are strongly encouraged to apply on-line as soon as possible after the job opening has been posted, and well before the deadline stated in the job opening. When completing the Candidate Profile form, ensure ALL fields, ALL professional experience and contact information are completed and up-to-date. This information is the basis for the Hiring Manager to assess your eligibility and suitability for the position and to contact you. Interested applicants who are working with UN Contractors must fulfill the obligations of their contracts with the UN Contractors in order to be eligible to apply for this vacancy. The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity among 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. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile 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.