Human Resources Officer, NO-A, FT, Juba, South Sudan # 108979
Job Number: 522543 | Vacancy Link
Locations: Africa: South Sudan
Work Type : Fixed Term Appointment
Under the supervision of HR Specialist, the HR Officer will handle general HR processes and business partnering; and provide support to the supervisor and colleagues in the HR unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures.
Summary of key functions/accountability
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.
• Under the supervisor’s guidance, provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
• Support supervisor in proactively advising clients on the resolution of human resources issues by recommending equitable and transparent solutions that protects both the staff and organization’s interests in accordance with policies, regulations and procedures.
• Research and compile data that conveys organizational progress towards gender equity and cultural diversity.
2. Strategic Human Resources
• Help supervisor liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation.
• Research and provide data which helps inform the improvement of HR systems, policies and processes.
• Keep abreast and research 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. Consultancy Management
• In collaboration with business owners, supports the recruitment, on-boarding, extension of contracts and separation of consultants.
• Contributes to the review and the quality assurance of all the processes related to the consultancy contracts.
• Participate as a resource person in the CRC review meetings.
• Provide guidance and orientation briefing to consultants newly posted.
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
Through research, analysis and interpretation of policy, carried out under very close supervision, the incumbent strengthens the supervisor’s capacity in effectively and efficiently executing all human resource services and tasks.
The impact is thus centered on providing through 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:
• Researching a body of rules, regulations and precedents to determine eligibility for entitlements or benefits
• Helping the supervisor determine qualification requirements for vacant posts
• Comparing the qualifications of several candidates with those of the post
• Classifying unique job descriptions by application of promulgated classification standards.
• Helping determine the action needed in order to improve staff skills through the identification of individual and organizational training needs
• Researching the most appropriate methods of training to meet these needs or analyzing work to determine the relative worth of jobs
Competencies and level of proficiency required (based on UNICEF Professional Competency Profiles)
Diversity and inclusion
Working with people (II)
Drive for results (I)
Relating & Networking (I)
Applying technical expertise (II)
Planning and organizing (I)
Following instructions and procedures (II)
Basic 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.
A University Degree in human resource management, business management, international relations, psychology or another related field is required.
One year of professional experience in human resource management in an international organization and/or large corporation is required.
Fluency in English is required. Knowledge of another official UN language or local language of the duty station is considered as an asset.
– Only shortlisted candidates will be contacted for the next stage of the selection process.
– Recognized university degree is a pre-requisite for employment at UNICEF. During the recruitment process candidates will be required to present their degrees/certificates.
Closing Date Wed Jun 19 2019 21:55:00 GMT+0100 (Afr. centrale Ouest)