Human Resources Associate, GS6, Sarajevo, B&H
Application deadline 3 months ago: Monday 22 Aug 2022 at 21:55 UTCOpen application form
This is a G-6 contract. This kind of contract is known as General Service and related categories. It is normally only for nationals. It usually requires 6 years of experience, depending on education.
The salary for this job should be more than 1,914 USD.
Salary for a G-6 contract in SarajevoThe salary of a G-6 depends on the duty station. The minimum salary there is 3,613 BAM (~1,914 USD)
Please keep in mind that the salary displayed here is an estimation by UN Talent based on the location and the type of contract. It may vary depending on the organization. The recruiter should be able to inform you about the exact salary range. In case the job description contains another salary information, please refer to this one.More about G-6 contracts.
UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.
Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.
And we never give up..
For every child, Love
Job organizational context****: The Human Resources Associate (G-6 level), works as part of the Operations section at Country Office (CO) level, and reports to the Operations Manager.
The HR Associate is expected to perform with a high level of autonomy and to proactively engage with all CO staff to deliver quality HR services in partnership with Europe and Central Asia Regional Office (ECARO) HR.
Purpose for the job: Under the supervision and guidance of the Operations Manager, the Human Resources Associate acts a business partner to his/her CO clients. To do this, the HR Associate applies a client-oriented approach to implement business solutions in key HR areas (i.e. benefits and entitlements, HR administration, recruitment, learning and development, etc.), in line with HR best practice and in compliance with UNICEF HR rules and regulations.
How can you make a difference?
Summary of key functions/accountabilities:
- Interprets and provides advice to CO staff on key HR policies, in liaison with ECARO HR and the Global Shared Service Center (GSSC), where applicable.
- Facilitates the effective recruitment and placement of staff and other UNICEF employees (i.e. consultants, interns, etc.) at CO level.
- Coordinates learning and development activities at CO level.
- Liaises with ECARO HR and Department of Human Resources (DHR) on CO job classification and prepares documentation on CO staffing structure related processes.
- Supports CO staff on Performance Management related matters in coordination with the supervisor and ECARO HR.
Interprets and provides advice to CO staff on key HR policies, in liaison with ECARO HR and the GSSC, where applicable.
- Keeps abreast of ongoing corporate HR policies, systems and best practice as part of the global HR reform and its impact at CO level.
- Analyzes, verifies, and provides informed advice to staff on relevant HR policy and guidance on areas such as: benefits, entitlements, leave, pension, medical insurance, recruitment, performance management, etc.
- Liaises with GSSC on implementation and processing of all issues related to HR administration (onboarding, maintenance and off-boarding) of CO staff.
Facilitates the effective recruitment and placement of staff and other UNICEF employees (i.e. consultants, interns, etc.) at CO level
- Coordinates the recruitment and placement of staff by interacting with hiring managers and ECARO HR, to support with talent outreach and sourcing, and candidate assessment.
- Ensures correct and efficient monitoring of all recruitment requisitions, through timely review and compliance with corporate KPIs on completion of staff recruitment. .
- Uses UNICEF systems to generate HR data analytics to inform the office management on CO performance in key areas such as gender, geographical balance, compliance with performance planning and assessment, and any other indicators contributing to the CO performance.
- Coordinates the recruitment of other UNICEF employees (individual contractors, consultants, interns, UNVs, etc.) Advises hiring managers on corporate procedures related to performance evaluation of individual contractors and consultants. Provides quality assurance on the design of Terms and Reference and issuance of individual contracts to ensure competitive hiring and consistency across the office.
Coordinates the learning and development activities at CO level
- Engages with CO management and supervisors to facilitate and coordinate identification and establishment of learning and development CO needs.
- Proactively consults with CO management, LTC, ECARO HR and DHR to identify and compile available regional and global learning and development in support of the CO’s efforts towards development of staff capabilities and expertise.
- Liaises and supports CO teams in organizing workshops and learning and development events, ensuring that event facilitation and logistics are in place. Obtains post workshop/events evaluations with the view to share the consolidated statistics and results in support to capacity development goals.
Liaises with ECARO HR and DHR on CO job classification and prepares documentation on CO staffing structure related processes.
- Engages and consults with respective supervisors/managers and supports them in drafting/reviewing/updating and finalizing job profiles and specific JDs. Where applicable, submits the required documentation for classification of revised job profile.
- Flags to supervisor possible discrepancies/ tasks in job profiles in line with CO discussions on best staffing structure against expected results.
- Follows up and liaises with HQ and RO on the status of job profile classification submissions.
Provides advice and briefings to CO staff on PM system, processes and people related matters, and consults or derives queries to supervisor or ECARO HR as appropriate.
Supports CO staff on Performance Management (PM) related matters in coordination with the supervisor and ECARO HR.
- Liaises with ECARO HR and DHR on CO job classification and prepares documentation on CO staffing structure related processes.
To qualify as an advocate for every child you will have:
- Completion of secondary education, preferably supplemented by technical or university courses in the area of human resource management.
- A minimum of 6 years of progressively responsible human resources work experience required
- Fluency in English and local languages required. Working knowledge of another UN language would be an asset.
For every Child, you demonstrate:
UNICEF’s Core Values of Care, Respect, Integrity, Trust, Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: https://uni.cf/UNICEFValues
UNICEF competencies required for this post are:
(1) Builds and maintains partnerships (2) Demonstrates self-awareness and ethical awareness (3) Drive to achieve results for impact (4) Innovates and embraces change (5) Manages ambiguity and complexity (6) Thinks and acts strategically (7) Works collaboratively with others.
During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.
UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.
We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.
UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.
UNICEF’s active commitment towards diversity and inclusion is critical to deliver the best results for children.
Only shortlisted candidates will be contacted and advance to the next stage of the selection process.
UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (COVID). Government employees that are considered for employment with UNICEF are normally required to resign from their government before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.