Internal/External Vacancy Announcement: Human Resources Officer NOB, TA (364 days ) Juba -South Sudan (Open to South Sudanese only)

Contract

This is a NO-2 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-2 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, Future.

Organizational Context and Purpose for the job UNICEF is a leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care and education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers and policy makers to help all children realize their rights— especially the most disadvantaged.

Job organizational context: The Generic Job Profile for a Human Resources Officer, at the P2/NOB level, can be used either in the Division of Human Resources, a UNICEF country office, or regional office. They generally report to a Human Resources Specialist/Manager, at either the NOC/P3 or NOD/P4 level, or in some rare cases, Chiefs of section at the P-5 level. This GJP covers a broad range of HR functions, however, depending on the context, the incumbent may focus on all, some, or only one or two areas with great depth. In addition, there may be additional functions not mentioned in the GJP. If this is the case, this can be made clear in work plans and/or individual performance plans.

Positions at the P2 level are considered as supportive roles to higher level HR professionals that are centered on providing research, analysis and recommendations on a broad range of HR functions, or in some cases one specific function. Therefore, while these positions contribute substantively to organization-wide HR strategies, they should also be considered as opportunities for incumbents to acquire professional expertise, organizational knowledge and exposure for further career advancement.

2. Purpose for the job The HR Officer reports to the HR Manager/Specialist/Chief 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.

3. Key functions, accountabilities, and related duties/tasks: 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. • 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 and country 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.

3. Support to Implementation of assigned Human Resources Services • Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) 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, support the design and delivery of learning plans for staff. • 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.

Impact of Results: The impact is centered on providing thorough and accurate analysis of individual cases and processes. While the type of analysis and decision-making varies among the different HRM specialties, typical examples include: • Interpreting a body of rules, regulations and precedents to determine eligibility for entitlements or benefits • Helping supervisor determine qualification requirements for vacant posts • Comparing the qualifications of several candidates with those of the post and recommending the one(s) most suitable • Classifying unique job descriptions by application of promulgated classification standards. • Determining the action needed in order to improve staff skills through the identification of individual and organizational training needs • Recommending the most appropriate methods of training to meet these needs or analyzing work to determine the relative worth of jobs.

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

Skills

Technical Advanced knowledge of the principles and concepts of human resources management. Ability to identify issues, conduct rigorous research, and make conclusions and recommendations. Strong research, planning and organizational skills. Excellent knowledge of information technology systems and tools. Interpersonal and Communication. 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.

Recruitment Qualifications Education: A University Degree in human resource management, business management, international relations, psychology or another related field is required.

Experience: Two years of professional experience in human resource management in an international organization and/or large corporation is required.

Language Requirements: 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…

i) Core Values • Care • Respect • Integrity • Trust • Accountability • Sustainability

Get acquainted with Our Values Charter: UNICEF Values

UNICEF competencies required for this post are...

Core Competencies ▪ Demonstrates Self Awareness and Ethical Awareness (1) ▪ Works Collaboratively with others (1) ▪ Builds and Maintains Partnerships (1) ▪ Innovates and Embraces Change (1) ▪ Thinks and Acts Strategically (1) ▪ Drive to achieve impactful results (1) ▪ Manages ambiguity and complexity (1

During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.

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’s active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable Female candidates are encouraged to apply.

UNICEF appointments are subject to medical clearance. 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.