Senior Human Resources Business Associate (2 Positions)

Contract

This is a G-7 contract. This kind of contract is known as General Service and related categories. It is normally only for nationals. It usually requires 7 years of experience, depending on education. More about G-7 contracts.

Objectives of the Programme

The Department of Business Operations Services is responsible for providing efficient and effective support services to all programmes and activities of the organization in the Eastern Mediterranean Region in respect of human resources and talent management, administration, budget and finance, supplies, OSS and IT services.

The objective of the Human Resources and Talent Management Unit in EMRO is to ensure that a competent and motivated workforce is available to deliver programme activities in accordance with WHO’s global mission. This is achieved through the provision of sound advice to management, HR planning and succession planning, job design and classification, recruitment and selection, administration of contracts, staff onboarding, staff development and learning, performance management, career and mobility management, and management of staff relations. The mission of Human Resources and Talent Management is to serve existing staff members, SSAs, and Consultants in multiple areas, and build the technical capacity of administrative HR staff across the entire region in managing and administering exisiting staff members and SSAs.

The HR team drives recruitment and selection processes, manages onboarding, classifies position descrptions in line with ICSC guidelines, answers queries on benefits and entitlements via liaision with GSC, guides staff in the application of rules and regulations; provides advice on contract maintenance (separation, reassignment, extension), supports staff relations in terms of conflict coaching and change management and provides advice on salary scales and salary surveys. Furthermore, the Unit engages in oversight & monitoring exercises (Danger Pay; verification of location and dependency; leave, absence and attendance; SSA mini-audits; granting of continuing appointments; etc.) and builds the technical capacity of administrative and HR staff across the entire region in managing and administrating existing staff members and SSAs.

Description of duties

• Conducts selection processes, including evaluating and screening applications of candidates and finalizing shortlists, upon delegation representing HR during interview and conducting roster searches for vacancies.
• Liaises with other regions and HQ on the sharing of rosters to further encourage mobility.
• Follows up on reference checks, academic verifications and designation, ensuring the completion of the pre-recruitment formalities.
• Provides input into policy development for the HR policies of staff in the General Service and related categories.
• Manages the development and certification of correct vacancy announcements and responsible for the statistics and reporting on HR initiatives including but not limited to staffing, applicants reports and recruitment timelines..
• Manages the recruitment of consultants, and supporting the need to create region wide rosters.
• Responsible for the the process of the recruitment of JPOs, UNVs, Interns, and facilitate the approvals for the Interpreters and Translators.
• Facilates the process behind internal WHO Short Term Development Assignments.
• Reviews and processes personnel actions through eWorkflow, STELLIS and GSM.
• Trains and provides supervision and mentorship to new and junior staff in the unit.

Supervises the team and advises on improvement of efficiency of all HR related processes:

• Supervises team members within the respective team inclusive of the delegation of assignments, the clarification of rules and regulations and in terms of performance evaluation.
• Oversees the workflows in the team and assurance of quality of output, harmonization of work procedures and timely implementation of requests.
• Provides guidance and training of GS staff in the team regarding post management, establishment and classification.
• Ensures compliance with HR procedures related to classification, recruitment, and administration related procedures.
• Shares knowledge to promote consistency and foster collaboration and teamwork.
• Along with the HRBP participates in reviews of HR policies and briefs Regional and Country Offices on policy revisions and related issues governing various HRAP transactions.
• Regularly reviews operating procedures and practices and makes recommendations to improve, streamline, or facilitate services, processing of actions and/or requests from staff and makes recommendations to the HR Business Partner.

Guides Budget Centers and Country Offices on position description writing and classification using ICSC guidelines, confirming positions with the approved HR action plans and organigrammes approved for the new biennium, as well as manages the desk audit process for position upgrades:

• Recommendations regarding changes to position descriptions to match reporting relationships to align with HR Action plans and programmatic priorities.
• Reviews and evaluates classification levels for all positions, recommending grade levels by applying the ICSC Master Standard Job Evaluation System, ensuring harmonization across EMR.
• Initiates the review for the desk audit on position upgrades in conjunction with the HRBP.
• Provides support to managers on job description writing as well as advice on classification procedures.
• Participates in the post establishment in liaison with BFU by managing the process of position creation, updating, and ensures position records are maintained efficiently.
• Delivers training on position description writing as needed for staff, SSAs, and consultancy positions

Regularly updates the database of position descriptions across EMR, new classified position descriptions at the IP and GS level:

• Simplifies the classification process by encouraging the budget centres to use previously classified and generic positions where possible.
• Organization and management of the current generic position descriptions for easy access to Budget Centres and Country Offices.
• Under the guidance of the HRBP, develops new generic job descriptions discussing needs with managers on functions needed, as well using other UN agencies as a benchmark.
• Liaises with other regions and HQ on their databases of position descriptions to align positions across WHO.

Oversees all operational staff administration actions regarding contractual status:

• Close monitoring and follow-up on contract expiration dates to ensure timely action of concerned Budget Centres.
• Processes timely regular and irregular separation cases, including follow-up and correspondence with staff member, managers, approving authorities as well as GSC.
• Administers timely re-assignments, promotions, transfers, and supports the HRBP on secondments and UN inter-agency exchange understandings. Collaboration with the GSC on all these matters.
• Participates in evacuation cases (security or medical) and liaises with the appropriate organizational entities for implementation.
• Researches and prepares proposals for complex cases and the granting of exceptions to the Staff Rules and any related policies and identify any precedents.
• Proposes recommendations on solutions and drafts related correspondence for signature related to various HR actions (waivers, acting arrangements, exceptions, lateral transfers, etc.) and initiates GSM transactions following consultation with the HRBP and RHM.
• Guides and advises Operations Officers, HR Focal Points and other parties involved in HR actions on HR solutions offered by the global management system (GSM), the eWorkflow, STELLIS and monitors the effective use, in order to ensure timely and accurate initiation of HR actions and quality data.
• Offers comprehensive advice, guidance, and briefings to staff and Managers in the Region on employment conditions, related to contractual types, entitlements, including remuneration and related allowances, social security and statutory travel, pension and insurance, rental subsidy, recognition of dependents and designation of beneficiaries, etc.

Manages the administration of Special Service Agreements (SSA) in the Region:

• Pro-actively initiates, follows-up and engages in the revision of policies and salary scales.
• Briefs country offices on application of SSA policy and answer queries accordingly.
• Handles accident insurance cases and liaise with insurance company.
• Reviews and clears exceptional requests on SSA e-workflow
• Responds to complex cases appropriately, such as settlement of disputes, irregular terminations, misconduct, etc.
• Deals with any other issues that affect all SSA holders across the region, such as pension or exceptional benefits.
• Reviews and clears the consultants’ requests in the e-workflow management system.

Performs all other related duties as assigned and backstops the respective HR Business Partner and other HR Business Associates and HR Business Assistants when absent to ensure continued services.

REQUIRED QUALIFICATIONS

Education

Essential

Completion of secondary education supplemented by training in Admin/HR work

Desirable

University degree in business administration, social sciences or related field is an asset.

Experience

Essential

Minimum of ten years of relevant experience in human resources and knowledge of UN staff rules and regulations

Desirable

Experience in a UN organization in the area of HR contract administration, benefits and entitlements.

Skills

• Proven ability to apply staff rules and regulations.
• Familiarity with the staff administration, contract management, entitlements, allowances, benefits, and compensation systems of the United Nations.
• Strong indepth knowledge and skills of Administration and HR principles and practices
• Strong skills and knowled in reporting in the area of HR and staffing statistics.
• High degree of tact and discretion, and the ability to handle and preserve confidential information.
• Excellent time management and organization skills; high sense of prioritization.
• Proven skills in conflict coaching, administration of justice, staff grievances and similar issues would be highly desirable.
• Thorough knowledge of UN staff rules and regulations.
• Strong skills in using Office packages such as Word, Excel, and Powerpoint as well as using Oracle based ERP systems.

• Other Skills

• Ability to operate PC and good knowledge of Microsoft applications.

• Knowledge of GSM/Oracle applications is an asset.

Competencies:

WHO Competencies - Enhanced WHO Global Competency Model: https://www.who.int/employment/WHO_competencies_EN.pdf?ua=

1. Teamwork

2. Respecting and promoting individual and cultural differences

3. Communication

4. Producing results

5. Setting an example

6. Moving forward in a changing environment

Use of Language Skills

Essential

Excellent knowledge of English and Arabic

Desirable:

Intermediate knowledge of French

REMUNERATION WHO offers staff in the General Services category an attractive remuneration package, which for the above position includes an annual net base salary starting at EGP 376,850 (subject to mandatory deductions for pension contributions and health insurance, as applicable) and 30 days of annual leave. ADDITIONAL INFORMATION This vacancy notice may be used to fill other similar positions at the same grade level Only candidates under serious consideration will be contacted. A written test may be used as a form of screening. In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review. Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. Staff members in other duty stations are encouraged to apply. For information on WHO's operations please visit: http://www.who.int. WHO is committed to workforce diversity. WHO's workforce adheres to the WHO Values Charter and is committed to put the WHO Values into practice. WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco. This post is subject to local recruitment and will be filled by persons recruited in the local commuting area of the duty station. Interested candidates are strongly encouraged to apply on-line through Stellis. For assessment of your application, please ensure that: (I) Your profile on Stellis is properly completed and updated; (ii) All required details regarding your qualifications, education and training are provided; (iii) Your experience records are entered with elaboration on tasks performed at the time.