Human Resources Officer

Contract

This is a UNV National Specialist contract. This kind of contract is known as National UN Volunteer. It is normally only for nationals. More about UNV National Specialist 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 fulfil their potential. The fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does — in programs, in advocacy, and operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children’s rights into action. In recent years, the South and Eastern Africa region has been increasingly grappling with a wide range of humanitarian emergencies: natural disasters, effects of climate change, armed conflicts, and public health emergencies to name a few. The portfolio of emergencies within the Human Resources section is subject to a higher demand for support to countries affected by emergencies.

Under the direct supervision of the Human Resources Officer (Emergency), the UN Volunteer will undertake the following tasks:

1. Analysis and identification of Surge Support and duty of care needs (40%) -Support the COs in reviewing their current HR needs and update accordingly their refocusing staffing and surge needs tracking sheet on a regular basis. -Support the HR Officer in working with key stakeholders and counterparts at the CO, RO and Headquarters (HQ) level in swiftly identifying candidates for surge. -Monitor the Surge Tracking System (STS) to ensure timely updates and action by re-sponsible parties, in addition to flagging completion of deployments. -Draft release requests for the Regional Chief of HR for regional surge support and liaise with Staff Counselling and CO HR to ensure pre-deployment briefings are completed with deploying staff. -Follow up regularly with relevant focal points to ensure needs and solutions for surge are being addressed. -Review existing CO Emergency Preparedness Plans (EPP) and prepare feedback emails to COs to flag areas to improve, to ensure they have the required adequate staffing, surge and learning plans to address identified emergency scenarios. -Produce weekly data reports on surge requests and movements and duty of care needs and activities across the region, including good practices and bottlenecks to allow HR in Emergencies (HRiE) to make informed decisions.
2. Maintenance, update and analysis of RO rosters data (20%) -Support RO sections and COs when using the roster. -Request RO PA sections and COs HR to provide quarterly reports and evaluations of consultants and surge staff sourced from the rosters. -Produce quarterly statistics on the existing roster population, the use of the roster and level of satisfaction, based on various data (and periodic surveys). -Clean up the roster twice by year to remove applicants no longer eligible (e.g., IP in nation-al rosters, SMs in external rosters). -Plan and coordinate with the HR Officer’s support, roster updates six months in advance of their respective expiry dates.
3. Provide support to HR teams in emergency COs (15%) -Support country offices in identifying their staffing needs based on feedback from various emergency related discussions/meetings. -Support recruitment processes and Quality Assurance reviews to speed up emergency and regular recruitments in alignment with emergency procedures. -Provide support for any relevant HR needs shared by emergency country offices.
4. Manage HRiE discussion platform and document good practices and lessons learned (15%) -Put in place and manage innovative social platforms and approaches to engage the ESAR HRiE community. -Identify topics of interest to organize periodic capacity reinforcement sessions. -Undertake an inventory of good practices and areas of improvement to be shared with COs to reinforce their capacities in emergency preparedness and response.
5. Support HRiE related meetings and discussions (10%) -Identify HR coordination meeting needs, related to arising or existing emergencies. -Provide support in planning and organizing coordination meetings between the COs, the RO and HQ colleagues. -Minute and share action points with all stakeholders, monitor their progress and provide proactive support as necessary.

Furthermore, UN Volunteers are required to: •Strengthen their knowledge and understanding of the concept of volunteerism by reading relevant UNV and external publications and take active part in UNV activities (for instance in events that mark International Volunteer Day). •Be acquainted with and build on traditional and/or local forms of volunteerism in the host country. •Reflect on the type and quality of voluntary action that they are undertaking, including participation in ongoing reflection activities. •Contribute articles/write-ups on field experiences and submit them for UNV publications/websites, newsletters, press releases, etc.; •Assist with the UNV Buddy Programme for newly arrived UN Volunteers. •Promote or advise local groups in the use of online volunteering or encourage relevant local individuals and organizations to use the UNV Online Volunteering service whenever technically possible.

) Core Values (Required)  Care  Respect  Integrity  Trust  Accountability  Sustainability

ii) Core Competencies (Required)  Builds and maintains partnerships (1)  Demonstrates self-awareness and ethical awareness (1)  Drive to achieve results for impact (1)  Innovates and embraces change (1)  Manages ambiguity and complexity (1)  Thinks and acts strategically (1)  Works collaboratively with others (1) ☐ Accountability

human resource management in an international organization is required, and experience in a humanitarian setting is advantageous.

The Republic of Kenya is an equatorial nation on the coast of East Africa, neighboring Somalia, Ethiopia, Sudan, Uganda, Tanzania, and the Indian Ocean. Kenya has two levels of Government; National Government and 47 sub-national Governments called Counties. Counties are further divided into sub-counties. Kenya is a multi-party state with Executive, Legislative, and Judicial branches. Kenya’s population of more than 40 million is growing at an annual rate of 2.2%. The country’s GNP per capita estimated at purchasing power parity (PPP) is $975, and the GNP is growing at an average rate of 0.1% annually. More than 26% of Kenya’s people live below the international poverty line of $1 per day. Kenya’s main food crops are “maize, wheat, pulses, roots and tubers.” (FAO).

Nairobi is a modern metropolitan city where most basic goods and services, health facilities, public transport, telecommunication and banking services and educational facilities are readily available. The city is widely connected through its main airport, Jomo Kenyatta International Airport and the smaller Wilson Airport. Air transport is also available to many up-country destinations. The city is home to some 3,000 UN personnel mainly attributed to the fact that it serves as the headquarters for both the UN HABITAT and UNEP.

The socio-economic and cultural background of the immediate society the UNV would be living and working in is diverse and prevailing security conditions at the place of assignment is modest. The topographic and climatic features of the assignment location is highland cool and warm tropical climate.

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