Human Resources Officer, P-2, 364 days, Ulaanbaatar, Mongolia

Contract

This is a P-2 contract. This kind of contract is known as Professional and Director staff. It is normally internationally recruited only. It's a staff contract. It usually requires 2 years of experience, depending on education.

Salary

The salary for this job should be between 57,661 USD and 78,318 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.

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, passion.

UNICEF Mongolia Country Office is looking for a Human Resources Officer who will work closely with business partners and stakeholders to strategically align HR with the organizational needs as well as provide holistic human resource management services to guide management and staff and provide them with sound, tailored and coherent HR solutions.

The HR Officer post is a key supportive role to the Senior Management team with responsibilities centered around the delivery of generalist HR services within the framework of global UNICEF policies and procedures as well as the provision of these HR services to support the multiple-emergency preparedness and response.

The incumbent will make decisions on the appropriate application and interpretation of HR-related policies, regulations and procedures, as well as on own work priorities. It is therefore critical to keep abreast of UNICEF policies and procedures to implement best and cutting-edge HR practices. Where the guidelines are not explicit, the incumbent will seek guidance from the supervisor. This job description covers a broad range of HR functions, however, depending on the context and as deemed necessary, there may be additional duties/tasks not captured in the JD. If this is the case, it will be made clear in the incumbent’s work plan and/or individual performance plan.

How can you make a difference?

The HR Officer reports to the Deputy Representative, Operations 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 organizational HR policies and procedures.

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.

• Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.

• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures.
• Promote the organizational goals and targets for gender equity and cultural diversity.

2. Strategic Human Resources

• Liaise with the HQ Divisions, regional offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes.

• Keep abreast, research, benchmark, and implement 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. Share knowledge provide support to the formulation of local SOPs.

• Support the Senior Management in the required HR areas during the planning and roll-out of the new Country Programme Management Plan processes.
• Attend all required HR related meetings as well as participate as a member in various committees and tasks teams as guided by the supervisor to promote change, inclusion, development, transformative initiatives to improve organizational culture and staff wellbeing.

• Work closely with the Staff Association, Peer Support Volunteers and the HR Manager/management/staff in developing a new Action Plan based on the outcome and findings the office’s 2022 Global Staff Survey (and subsequent Pulse Surveys), with an aim to improve work relationships, build morale, and increase productivity and retention. 3. Support to Implementation of assigned Human Resources Services

• Partner with hiring managers to coordinate, support and administer effective, transparent, fair and timely recruitment processes, including recruitment for mobility posts, UNVs, Interns, consultants, etc. as well as expediting recruitment for emergency response. This includes proactively establishing a recruitment plan, promoting gender and geographical diversity, disability inclusion, facilitating sourcing and outreach efforts, on-boarding and induction/orientation activities.

• 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 the Human Resource Development Team, develop the planning, design, coordination and delivery of learning plans to support capacity building and career development
• Support and guide supervisors and employees during performance management and appraisal processes, including guidance on career development and any people issues/grievances issues.
• Contribute 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 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.

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.
• Two years of professional experience in human resource management in an international organization and/or large corporation is required.
• Experience should relate to the provision of a broad range of generalist HR services, policy guidance and advice to clients, including proven experience in:
  • recruitment and on-boarding/induction of new employees
  • performance management and understanding issues affecting employee performance
  • office-wide learning plans and initiatives
  • managing and delivering on HR projects
• Advanced knowledge of the principles and concepts of human resources management.
• Excellent knowledge of information technology systems and tools.
• Demonstrated ability of providing technical leadership to staff as an HR business partner in planning and implementing successful strategies
• Strong analytical skills and ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same
• Ability to innovate, think critically and engage in creative problem solving on a wide range of HR issues
• Able to embrace and manage change and able to take calculated risks when necessary
• Excellent communication skills and high proficiency in preparing clear and concise reports, coupled with good presentation skills
• Sound ability to maintain discretion and maturity when dealing with confidential information and sensitive topics, concerns and grievances
• Ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience.
• Ability to keep a solid level of professionalism, proficiency and client focus and care.
• Fluency in English is required.

For every Child, you demonstrate...

UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

UNICEF competencies required for this post are…

• Nurtures, Leads and Manages People (1)
• Demonstrates Self Awareness and Ethical Awareness (2)
• Works Collaboratively with others (2)
• Builds and Maintains Partnerships (2)
• Innovates and Embraces Change (2)
• Thinks and Acts Strategically (2)
• Drive to achieve impactful results (2)
• Manages ambiguity and complexity (2)

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 here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. 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 is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. 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:

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 are also 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.

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