Human Resources Officer Vacancy-Job Ref: ACYEUN/1002/202472

Human Resources Officer Vacancy-Job Ref: ACYEUN/1002/202472

Al Hudaydah (Yemen)

JOB DESCRIPTION

The position is located in the United Nations Mission to Support the Hudaydah Agreement (UNMHA). The position is located in Hodeidah, Yemen. The Human Resources Officer/Human Resources Business Partner will report to the Chief Human Resources Officer.

Responsibilities
Within the limits of delegated authority, the Human Resources Officer will be responsible for the following duties: Recruitment and Staff Selection
• Monitors vacant posts of assigned level/group and ensures adherence to policies and procedures in filling these posts.
• Contributes to the recruitment process and support the development of recruitment strategies and plans, coordinating with client offices in forecasting and identifying vacancies
• Conducts preliminary review, of recruitment cases prior submission to approving officials/entities.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection.
• Coordinates language professional examination and other programmes and tests related to the recruitment of professional, general service and other categories of staff.
• Manages the recruitment and selection of national staff ensuring the development of job descriptions for approved posts, liaising with the UNHQ on the classification of such posts, advertising and guiding managers on the selection process in line with UN rules and regulations. Administration of entitlements and Benefits
• Advises the CHRO or Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements.
• Provides advice and guidance to managers and staff on human resources related matters
• Recommends level of remuneration for consultants.
• Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.
• As requested by the supervisor, might be required to represents the office in joint bodies and working groups relating to salaries and other conditions of service.
• Assist in the process of knowledge/awareness building amongst programme managers, senior management and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated authority;
• Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to FPD, where necessary. Planning and Budget
• Participate in the mission planning process throughout the mission lifecycle for determining the staffing requirements and organizational structure; also conducts analysis and provides inputs on emerging capacity gaps in accordance with the mission’s mandate.
• Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the FPD guidelines on budget review.
• Reflects recommendations of the staffing reviews into the staffing requirements for purpose of budget preparation;
• Reviews staffing related costs and expenditures in UMOJA in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Office to deploy funds to meet any shortfall;
• Monitors expenditures related to staffing to ensure they are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds;
• Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations.
• Reviews the documentation for submission of classification requests and contributes to the implementation of classification results. Performance Management
• Supports the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans.
• Organizes training/orientation programmes in performance management and supervisory skills as well as work plans for mission staff in general.
• Monitors the full-compliance of e-Performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-offico member.
• Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required Staff Development
• Provides staff members with regular information on vacancies and opportunities for the generic rostering system
• Advises staff on training opportunities for HR staff as well as staff in general giving particular attention to developing and implementing career development paths for national staff members;
• Assesses the skill, expertise and knowledge of the HROs and HRAs, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems (Umoja, Inspira, ERP etc).
• Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolution.
• Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Administration of Justice
• Researches and compiles the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system
• Contributes to efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level.
• Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. Staff and Management Relations
• Assists in supporting the dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee respectively to discuss HR matters and related staff issues;
• Participates in meetings with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Head of the Mission and Chief of Mission Support; • Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc. Reporting and Data Management:
• Prepares a wide range of HR related business intelligence reports and statistical reports, such as but not limited to gender and geographic distributions, TCC/PCC contributing countries, long-term vacant posts, deployment schedule, recruitment, and workforce planning, etc.
• Propose and develop reporting templates based on new or ad hoc information requirements for HRS and the Mission.
• Prepare the monthly vacancy planning assumptions based on recruitment status reports enabling management to undertake data decisions and set strategic priorities pertaining recruitment.
• Prepare and submit information on monthly staffing complements
• Implement and established a mechanism for recording and tracking recruitment cases
• Serves as focal point for coordination and deployment of new HR Recruitment Innovation systems/applications involving extensive liaison with technical support teams
• Maintain and report on a month basis long-term vacancy reports and updates to Pillar Heads.
• Draft reports and presentations for staff and senior management. Other:
• Under the supervision of the CHRO, the HRO contributes to the monitoring and evaluation of the implementation of delegated authorities, through interalia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers’ Compact.
• Contributes to the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action.
• Conducts research on precedents, policy rulings and procedures.
• Maintain human resources information systems, including constant update and generation of information and reports for use by management;
• Performs other duties as required.

Competencies
PROFESSIONALISM: Knowledge of human resources policies, practices, procedures, and tools and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.

PLANNING AND ORGANIZING: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.

CLIENT ORIENTATION: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

Education
An advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related area is required. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience
A minimum of five years of progressively responsible experience in human resources management, administration or related area is required. At least one year experience providing strategic human resources advice to senior managers, at the ASG or above levels, or equivalent, is required. Experience in human resources management practices, policies & procedures, database, Enterprise Resource Planning (ERP) and other Human Resources Systems are required. Experience in data analysis, organization and preparation of analytical reports is required. Experience in conducting research and synthesizing information on formal and informal. requests is required. At least two years’ experience in the administration of Individual Uniformed Personnel or non- uniformed UN observers is required. At least two years’ experience working in a UN field operation in a conflict or post-conflict environment is desirable.

Languages
English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English (both oral and written) is required, fluency in Arabic is desirable.

Assessment
Evaluation of qualified candidates may include an assessment exercise which may be followed by informal interview.

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