Human Resources Specialist (PBR Implementation), P3, Bangui-CAR, (Post#125864)- 6 Months

Contract

This is a P-3 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 5 years of experience, depending on education.

Salary

The salary for this job should be between 118,841 USD and 155,613 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, support.

The Central African Republic is a high-profile office operating in a complex emergency environment related to the political and armed conflict that has affected most provinces of the country. CAR offers an exciting and exceptional professional context for UNICEF's visibility.

The UNICEF Central African Republic is currently running its Country Programme Management Plan (CPMP) for the cycle 2023-2027. The Programme Budget Review PBR) has been approved for the implementation of the CPMP. As a results, a new office staffing structure has been establishment to better deliver results for children. Given the limited staffing HR unit, it is essential to additional support of an experienced and rapidly operational expert.

How can you make a difference?

• Follow-up on the completion of job changes (Change of title, line of supervision) preparation of new JD).

• Monitoring table to be shared weekly with the Management and Hiring Managers/ Chiefs section.

• Oversees preparation of vacancy announcements, reviews applications and provides short-lists to Hiring Managers.

• Make a timeline of each recruitment and ensures adherence to policies and procedures in filling these posts.

• Ensure equity, transparency and consistency in the selection and placement of staff.

• Manage the selection processes: administration of written tests, design of interview questions, representation of HR in selection processes and timely preparation of interview reports.

• Arranges and conducts interviews for selection of candidates.

• Consider organizational targets (geographic distribution, gender, etc.) are met while not compromising on the recruitment and retention of national staff of the highest caliber.

• Work with supervisors during the recruitment process to ensure integrity and merit in all selection procedures while supporting the needs of managers and goals of diversity.

• Prepare the selection reports and other documentation required for submission to the regional office; DHR, GSSC etc.

• Reviews recommendation on the selection of candidate by client offices.

• Follow up on reference checks with Hiring managers.

• Responsible for academic verifications.
• Follow up on completion of background checks.
• Ensure that all recruitment procedures comply with 60-days (or less) KPIs.
• Have a dashboard (excel table of recruitment tracking) that shows the follow-up of all recruitments.
• Provide all documentation as well as electronic and physical filling of all the above
• Support successful candidates in the initial on-boarding steps.

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

Education:

• An Advanced University Degree Master’s or higher) in human resource management, business management, international relations, psychology or another related field is required.

  *A first University Degree in a relevant field combined with 2 additional years of professional experience may be accepted in lieu of an Advanced University Degree.

Experience:

• Five years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required. Relevant Work experience in Unicef in human resources management and knowledge of TMS are required.
• Developing country work experience and/or familiarity with emergency is considered an asset.

Language Requirements:

• Fluency in English and French is required. Knowledge of another official UN language (Arabic, Chinese, Russian or Spanish) or a local language is an asset.

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…

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.

Skills:

• Strategic
• Experience and ability to implement targeted and innovative human resources strategies to address clients’ people-related needs.
• Ability to implement innovative HR programs within a fast paced, evolving, and wide organizational setting.
• Technical
• Mastering of Unicef recruitment system (Talent Management System) and recruitment work process.
• In-depth technical knowledge of the principles and concepts of human resources management.
• Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same.
• Excellent knowledge of organizational and HR information technology systems and tools.
• Interpersonal and Communication
• Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience.
• Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.

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.