Human Resources Officer, NO-1, Harare, Zimbabwe, Fixed Term Contract (one year) - Open to nationals of Zimbabwe only

UNICEF - United Nations Children's Fund

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Contract

This is a NO-1 contract. This kind of contract is known as National Professional Officers. It is normally only for nationals. It's a staff contract. More about NO-1 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, response!

UNICEF has been operating in Zimbabwe since 1982. We are a team of passionate professionals committed to the protection and fulfillment of children’s rights.

The current UNICEF-Government of Zimbabwe Country Programme of Cooperation (2016-2021) aims to support Zimbabwe to sustain and build upon the gains achieved for children during the 2012-2015 Country Programme of Cooperation. The programme focuses on improving the quality of social services, increasing access to services, and helping to build national and sub-national capacities to provide low-cost, high-impact interventions for all children, especially the most vulnerable.

For more information about UNICEF Zimbabwe please click here

You can also access and explore all new UNICEF vacancies and create job alerts via the UNICEF Zimbabwe website link below:

https://www.unicef.org/zimbabwe/work-us

How can you make a difference?

A challenging and exciting opportunity has arisen within UNICEF Zimbabwe's Human Resources (HR) Section for a passionate and committed HR Officer (NO-1). The HR Officer reports to the HR Manager for close guidance, training and supervision. The Officer provides support to the supervisor and colleagues in the unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding of organisational HR policies and procedures.

Summary of key functions/accountabilities:

1) Business Partnering

  • Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.
  • Under the supervisor’s guidance, provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
  • Support supervisor in proactively advising clients on the resolution of human resources issues by recommending equitable and transparent solutions that protects both the staff and organization’s interests in accordance with policies, regulations and procedures.
  • Research and compile data that conveys organizational progress towards gender equity and cultural diversity.

2) Strategic Human Resources

  • Help supervisor liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation.
  • Research and provide data which helps inform the improvement of HR systems, policies and processes.
  • Keep abreast and research best and cutting edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

3) Support to Implementation of assigned Human Resources Services

  • Provide support to various or one specific HR occupation (recruitment of staff and consultants, job classification, career development, performance management, data analytics, learning & development, workforce planning, workload analysis, development of Standard Operating Procedures related to HR, workflow mapping, staff wellbeing, and HR in emergencies) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
  • When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.

4) Learning and Capacity Development

  • In collaboration with business owners and the HR Officer NO2 level, support the design and delivery of learning plans for staff.
  • Contributes to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
  • Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.
  • Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
  • Provide induction and orientation briefing to new staff.

5) HR Data Analytics

  • Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.
  • Support the development and implementation of data collection systems to optimize data quality.
  • Coordinate with country offices and partners to provide assistance in their HR information management.

Please refer to the attached job description for more information Human Resources Officer NO1 #118582.pdf

To qualify as an advocate for every child you will have…

  • A University Degree in human resource management, business management, international relations, psychology or another related field is required.
  • One year of professional experience in human resource management in an international organization and/or large corporation is required.
  • Developing country work experience and/or familiarity with emergency is considered an asset.
  • Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

For every Child, you demonstrate...

UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA) and core competencies in Communication, Working with People and Drive for Results.

The UNICEF competencies required for this post are...

  • Demonstrates Self Awareness and Ethical Awareness
  • Works Collaboratively with others
  • Builds and Maintains Partnerships
  • Innovates and Embraces Change
  • Thinks and Acts Strategically
  • Drives to achieve impactful results
  • Manages ambiguity and complexity

To view our competency framework, please visit here.

Click here to learn more about UNICEF’s values and competencies.

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.

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.

Remarks:

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

Added 3 days ago - Updated 1 hour ago - Source: unicef.org