Human Resources Officer,Kigali at UNHCR Rwanda: (Deadline 15 December 2022)

A (least hardship)

Family

Family

PR3

Professional

Reason

Regular > Regular Assignment

No

2022-11-21-08:00

December 15, 2022

Human Resources Officer Organizational Setting and Work Relationships The Human Resources Officer supports the UNHCR’s People Strategy and contributes to the implementation of the 2018 independent Human Resources review, which resulted in the establishment of HR strategic priorities and the reconfiguration and transformation of the Division of Human Resources (DHR) from a largely transactional model into a strategic business partner for field operations and senior management. Having the right people in the right place at the right time is at the core of enabling UNHCR to protect and respond to persons of concern. By attracting, retaining and developing a talented, diverse and agile workforce while nurturing a culture of excellence, respect and wellbeing for all, UNHCR¿s Human Resources acts as a strategic partner to the organization enabling a people-centric culture. The Human Resources Officer contributes to the development of a HR customer service-oriented culture that values proactivity, continuous improvement, innovation and high performance. By translating operational needs into workforce action and individual development needs, the Human Resources Officer plays a critical role. The main areas of work of the Human Resources Officer include the implementation of HR policies, staff administration, workforce planning, recruitment, and talent development with inclusion, diversity and gender as a cross-cutting issue. S/he will also support the implementation of the staff health and counselling plans and in fostering an inclusive and respectful working environment. The incumbent maintains employee confidence and protects the organization and its workforce by keeping human resource information confidential. The Human Resources Officer is usually supervised by Head of Office, or Senior HR Officer in a Country Operation, or the most senior HR staff in a Regional Bureau. She/he supervises HR Professional and General Service staff. The incumbent maintains a direct working relationship with a number of functions across the Division of Human Resources (DHR). For positions in Bureaux or Country Operations, the incumbent also works closely with the Senior HR Partner, the Senior Medical Officer and Senior Staff counsellor for his/her region. He/she also maintains contact and close cooperation with other UN agencies in the region or country and represent UNHCR in the working groups/task forces within country/regional UN inter-agency mechanisms. All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR¿s core values of professionalism, integrity and respect for diversity. Duties – Strategic workforce advice and operational support: – Engage with management to understand priorities, and provide advice and solutions on all aspects of HR in line with delegated HR authorities. – Support HR initiatives that support organizational culture change such as good people management practices, and promoting gender, inclusion and diversity. – Plan and implement HR operational activities to ensure timely provision of HR solutions, prioritizing according to the needs and risks. Assignments and Talent Acquisition: – Manage the process of recruitment, assignment and reassignment of locally-recruited staff and affiliate workforce, ensuring compliance with UNHCR rules and procedures, and providing advice to managers where required. – Set up and run (Regional) Assignments Committee. – Conduct outreach campaigns to attract diverse applicants. Ensure proper consideration is given to all applicants without discrimination. – Analyse, track and report on recruitment and assignments trends for management, including efforts to reach gender parity. – Take a proactive approach to risk management in the areas of recruitment, ensuring the issues are identified, addressed and reported and, where appropriate, escalated. Advice to managers and staff, and contribution to an inclusive work environment: – Build dialog and outreach with staff to provide support with their queries; and also promote dialog between staff and management to help find solutions to HR-related issues. – Be proactive in identifying issues, themes and patterns affecting the workforce¿s health and welfare, including sexual harassment and abuse of authority. – Ensure that on-boarding, induction, re-integration into the workplace and off-boarding support, is provided to colleagues; Induction programmes should include information on Protection from Sexual Exploitation and Abuse (PSEA) and Sexual Harassment, Code of Conduct as well as workforce’s rights and obligations. HR policies and inter-agency: – Enforce compliance with UNHCR¿s Human Resources policies and procedures and the UN staff rules, regulations and UNHCR administrative instructions. – Participate in a network among HR staff members in the region in order to harmonize implementation of HR policies and initiatives, collect field insights to inform the development of DHR policies and activities; identify and share HR best practices, also through contacts with other UN agencies. Duty of Care: – Contribute to establishing and maintaining a medical evacuation plan with senior management, Field safety and the Senior – Medical Officer. – Support the development and implementation of a Duty of Care strategy. Identify and assess issues related to duty of care including physical, mental health and safety of UNHCR¿s workforce. Promote work/life balance and flexible working arrangements with managers and staff. For positions in Regional Bureaux only: – In the absence of a Senior Talent Development Officer in the Bureau: – Implement a talent development and sourcing strategy for UNHCR workforce in the region, in line with UNHCR’s needs and staff members’ career planning. – Equip HR teams and Managers in the region with skills on people management and tools related to talent development, career guidance and performance management. – – Perform other related duties as required. Minimum Qualifications Education & Professional Work Experience Years of Experience / Degree Level For P3/NOC – 6 years relevant experience with Undergraduate degree; or 5 years relevant experience with Graduate degree; or 4 years relevant experience with Doctorate degree Field(s) of Education Human Resources Management; Human Resource Development; Personnel Administration; Business Administration; or other relevant field. (Field(s) of Education marked with an asterisk* are essential) Certificates and/or Licenses UNHCR HR certification; (Certificates and Licenses marked with an asterisk* are essential) Relevant Job Experience Essential Experience working in Human Resources. UNHCR HR certification is a plus. Sound knowledge of general HR policies, processes and systems. Desirable Proven ability to identify and implement successful business related HR interventions. Experience in some of the following areas: HR administration, workforce planning, recruitment, HR policy or talent development. Experience in HR information technology systems and tools. Experience in field humanitarian operations and/or emergency settings. Experience working with the United Nations. Experience working in a multi-cultural setting. Functional Skills HR-Local mass recruitment HR-Talent Development and Nurturing HR-Coordination and Oversight of Workforce Mobility HR-HR data and people analytics HR-Employee Relationship Management SO-Critical Thinking and problem solving SO-Situational Judgement SO-Learning Agility HR-HR Business Partnering HR-Inclusion, Diversity and Gender strategy design and implementation RM-Risk Management (Functional Skills marked with an asterisk* are essential) Language Requirements For International Professional and Field Service jobs: Knowledge of English and UN working language of the duty station if not English. For National Professional jobs: Knowledge of English and UN working language of the duty station if not English and local language. For General Service jobs: Knowledge of English and/or UN working language of the duty station if not English. All UNHCR workforce members must individually and collectively, contribute towards a working environment where each person feels safe, and empowered to perform their duties. This includes by demonstrating no tolerance for sexual exploitation and abuse, harassment including sexual harassment, sexism, gender inequality, discrimination and abuse of power. As individuals and as managers, all must be proactive in preventing and responding to inappropriate conduct, support ongoing dialogue on these matters and speaking up and seeking guidance and support from relevant UNHCR resources when these issues arise. This is a Standard Job Description for all UNHCR jobs with this job title and grade level. The Operational Context may contain additional essential and/or desirable qualifications relating to the specific operation and/or position. Any such requirements are incorporated by reference in this Job Description and will be considered for the screening, shortlisting and selection of candidates.

English

French

Operational context

Occupational Safety and Health Considerations:

To view occupational safety and health considerations for this duty station, please visit this link:

https://wwwnc.cdc.gov/travel

Nature of Position:

The UNHCR Representation Office in Rwanda principally consists of a refugee population mainly from the Democratic Republic of Congo who have been on the Rwandan territory since 1996 in addition to Burundian refugees who moved to Rwanda due to the volatile Burundi situation since April 2015. There is also a small population of Rwandan refugees returning after many years in exile. The operation comprises the Country Office in Kigali, Sub office Kirehe, Field office Karongi, Kabaroroe as well as Huye. Rwanda operation is currently undertaking a voluntary repatriation to Burundi.
Kigali office supports a workforce of approx. 335 staff members in Rwanda with the incumbent of the position being expected to work under the direct supervision of the Senior Admin Officer supervising a team of 4 national staff ‘ 1 national officer and 3 general staff. S/he will provide technical guidance and capacity building support in the field of human resources management and will lead the process of workforce planning and annual programme review, therefore prior experience on and familiarity with these processes are important. Also, sound knowledge of HR policies, processes and systems, national and international recruitment, management of Affiliate Workforce, staff administration and HR capacity building are essential in addition to demonstrating solid HR technical expertise.
Also, the incumbent is expected to possess the ability to communicate clearly and effectively, demonstrative initiative and creativity, client ‘ oriented approach and teamwork, analytical and strategic thinking, problem resolution and people management skills. The incumbent must have experience in MSRP job data entry and the following are mandatory requirements ‘ MSRP correction mode ‘ HR certification ‘ APR including budget reviews ‘ RAF procedures ‘ MIP related services ‘ personnel administration including learning and development ‘ vacancy management processes ‘ RALS/LAC procedures ‘ emergency support ‘ COMPASS ‘ prior experience with duty of care, including MEDEVAC ‘ clear understanding of HR transformation processes in UNHCR.

Living and Working Conditions:

The Republic of Rwanda is a small landlocked country in the Great Lakes region of east-central Africa, bordered by Uganda, Burundi, the Democratic Republic of the Congo and Tanzania. UNHCR enjoys cordial working relations with Government Officials, other UN Agencies and Partners. Basic health facilities are available with a UN Dispensary that can provide 1st Aid assistance and guidance. Domestic supplies are available on the market. Housing conditions in the capital Kigali are of good standard and rents are reasonable. There are good international schools existing in Kigali at the primary and secondary levels. The main airport in Kigali has several international flights with easy connections to the region.

Additional Qualifications

Skills

HR-Administration of Staff Contracts and Benefits, HR-Advisory on HR standards and processes within the UN Common System, HR-Competency based interviewing, HR-ICSC Job Classification methodology and practice, HR-Job Design concepts and techniques, HR-Talent Management Systems, HR-Vacancy Management

BA: Business Administration (Required), BA: Human Resource Development (Required), BA: Human Resources Management (Required), BA: Personnel Administration (Required)

Certifications

CP-HRM Certification Programme for HR Management – UNHCR

Annual Budget OL in Operation/Office, Number of Persons of Concern Served, Number of Workforce in Operation/Work Setting, Working with Persons of Concern: Asylum Seekers, Working with Persons of Concern: Others of Concern, Working with Persons of Concern: Refugees, Working with Persons of Concern: Returned Refugees

Competencies

Accountability, Analytical thinking, Change capability & adaptability, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Judgement & decision making, Managing performance, Managing resource, Organizational awareness, Planning & organizing, Teamwork & collaboration

https://icsc.un.org/Home/SalaryScales

Compendium

Bi-annual Compendium 2022 Part B – November 2022#4LKDN – job post also available on LinkedIn

This position doesn’t require a functional clearance

CLICK HERE TO READ MORE AND APPLY