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  • Posted: Apr 6, 2020
    Deadline: Not specified
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    UNHCR was created in 1950, during the aftermath of the Second World War, to help millions of Europeans who had fled or lost their homes. We had three years to complete our work and then disband. Today, over 65 years later, our organization is still hard at work, protecting and assisting refugees around the world.
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    Associate Human Resources Officer

    Duties and Qualifications

    Organizational Setting and Work Relationships

    The Associate 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 Associate Human Resources Officer provides support and assistance in the areas of operational support, workforce planning, assignments and talent acquisition, organizational cultural changes, HR policy implementation and duty of care. The incumbent maintains employee confidence and protects the organization and its workforce by keeping human resources information confidential.

    The Associate Human Resources Officer is usually supervised by the HR Officer or Senior HR Officer or Head of Office in a Country Operation, or the most senior HR staff in a Regional Bureau. She/he usually supervises HR General Service staff.

    The incumbent maintains a direct working relationship with a number of units within the Division of Human Resources (DHR). The incumbent also works closely with the Senior HR Partner, the Senior Medical Officer and the Senior Staff counsellor for his/her region. 
    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

    • Workforce Operational Support:
    • Assist in implementation of HR initiatives that support organizational culture change such as good people management practices, and promoting gender, inclusion and diversity.
    • Implement HR operational activities to ensure timely provision of HR solutions, prioritizing according to the needs and risks.
    • Contribute to the development of a HR customer service-oriented culture that values proactivity, continuous improvement, innovation and high performance.
    • Provide support, guidance and trainings to HR staff.
    • Assignments and Talent Acquisition:
    • Coordinate the process of recruitment, assignment and reassignment of locally-recruited staff and affiliate workforce, also assisting with set up and running of (Regional) Assignments Committee where relevant.
    • Assist in organizing outreach campaigns to attract diverse applicants. Ensure proper consideration is given to all applicants without distinction on the grounds of race, color, sex, national origin, age, religion, disability, sexual orientation and gender identity.
    • 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; answer questions, and provide information to staff as to where to go for help or ask questions.
    • 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 the ICSC survey on living conditions and classification of duty stations as well as in the UN Country Team local staff salary survey and other local inter-agency HR-related fora and initiatives.
    • Duty of Care:
    • Contribute to establishing and maintaining a medical evacuation plan with senior management, Field safety and the Senior Medical Officer.
    • Assist in the security and medical evacuations of UNHCR personnel.
    • Support the 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, promoting workforce balance.
    • For positions in Regional Bureaux only:
    • In the absence of a Senior Talent Development Officer in the Bureau:
    • Contribute to the implementation of a talent development strategy for UNHCR workforce in the region, in line with UNHCR¿s needs and staff members¿ career planning.
    • Contribute to the implementation of a talent sourcing and acquisition plan to identify talent mainly among but not limited to national staff and affiliate workforce in the region.
    • Perform other related duties as required.

    Minimum Qualifications

    Education & Professional Work Experience

    Years of Experience / Degree Level

    For P2/NOB 3 years relevant experience with Undergraduate degree; or 2 years relevant experience with Graduate degree; or 1 year relevant experience with Doctorate degree

    Field(s) of Education

    • Human Resources Management; Human Resources 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. Knowledge of general HR policies, processes and systems.

    Desirable:

    Experience in one or more 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-Administer/manage a large number of staff, preferably within the UN
    • HR-Human Resources Management
    • Talent development
    • Provision of technical HR advice
    • HR data and people analytics
    • Relationship Management
    • Managing Ethical Dilemmas
    • Learning Agility
    • Partnering
    • Ability to identify client¿s needs and match them to appropriate solutions
    • Gender, diversity and Inclusion 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.

    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.
        
    Position Competencies

    • C001L2 Accountability Level 2
    • C002L2 Teamwork & Collaboration Level 2
    • C003L2 Communication Level 2
    • C004L2 Commitment to Continuous Learning Level 2
    • C005L2 Client & Result Orientation Level 2
    • C006L2 Organizational Awareness Level 2
    • M001L2 Empowering and Building Trust Level 2
    • M006L2 Managing Resources Level 2
    • M003L2 Judgement and Decision Making Level 2
    • M002L2 Managing Performance Level 2
    • X001L2 Analytical Thinking Level 2
    • X005L2 Planning and Organizing Level 2
    • X009L2 Change Capability and Adaptability Level 2

    Additional  Information   

    The UNHCR workforce consists of many diverse nationalities, cultures, languages and opinions. UNHCR seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. Applications are encouraged from all qualified candidates without distinction on grounds of race, colour, sex, national origin, age, religion, disability, sexual orientation and gender identity.
        
    Additional  Information

    Please note that UNHCR does not charge a fee at any stage of its recruitment process (application, interview, meeting, travelling, processing, training or any other fees).
        
    Closing Date

    Please note that the closing date for vacancies in the  March 2020Compendium is Thursday 16 April 2020 (midnight Geneva time)

    go to method of application »

    Community-Based Prot Officer - Community-based Protection

    Procedures and Eligibility 

    Before submitting an application, UNHCR staff members intending to apply to this Job Opening are requested to consult the Recruitment and Assignments Policy (RAP, UNHCR/HCP/2017/2 and the Recruitment and Assignments Administrative Instruction (RAAI), UNHCR/AI/2017/7 OF 15 August 2017.
        
    Duties and Qualifications

    Organizational Setting and Work Relationships

    The Community-Based Protection Officer is a member of the Protection Team in a Regional Bureau or a Country Office and normally reports to the Senior Community-Based Protection Officer, the Senior Protection Officer, Head of Sub-Office or the Assistant Representative for protection.  
    For a regional position, the incumbent may have direct supervisory responsibility for Protection and Community-Based Protection staff in the regional office, and a technical support role for Community-Based Protection staff in the region. For a country level position the incumbent may have direct supervisory responsibility for Community-based Protection staff and other protection staff in the operation.
    H/he supports the implementation of protection standards and provides advice on community-based protection to senior management and Country Operation(s) in close collaboration with the Division of International Protection (DIP).
    The incumbent is relied upon by senior management to support a coordinated approach in the implementation of UNHCR¿s rights-based and community-based engagement with all persons of concern and contributes to the achievement of UNHCR¿s commitments to accountability to affected people.
    S/he maintains close working relationships and supports Protection and Community-Based Protection staff in the field, who act as the critical interface between UNHCR and communities of concern, enabling them to provide the AGD-sensitive analysis of community risks and capacities that form the essential foundations of national and regional programmes.  The incumbent maintains close working relations with sister UN entities, governmental entities, non-governmental organisations and academic institutions that can contribute to enhancing protection and achieving solutions through people centred, community-based and gender responsive approaches.
    The incumbent provides guidance to country operations to strengthen their coordination and advocacy on community-based approaches to protection with governments, partners and other key stakeholders.


    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

    • Assist in the development, implementation and monitoring of a community-based protection strategy reflecting the organization¿s global, regional and country level protection priorities, and ensuring systematic application of participatory, rights, community-based, and gender responsive approaches in protection and solutions planning, programming and strategies.
    • Support compliance with UNHCR Age, Gender and Diversity Policy, including ensuring AGD inclusive programming, advocating for gender equality and strengthening accountability to affected populations (AAP).
    • Assist with the implementation and integration of community-based corporate policies in multi-year and multi-partner protection and solutions strategies and operations plans.
    • Support the systematic application of participatory, community, rights based, and gender responsive protection approaches throughout the phases of the operations management cycle and across the work of the organisation and implement community-based SGBV prevention and response as well as community-based child protection programmes.
    • Contribute to the appropriate adaptations of programmes as a result of the analysis of feedback received from persons of concern, as well as other political, social, economic and cultural developments that impact the protection environment.
    • Participate in country level planning exercises and advocates for the mobilization and (re)allocation of funds to the implementation of community-based and gender responsive approaches across programmes and sectors in line with regional and country community-based protection strategies.
    • Support the establishment and management of a feedback and response system (including on PSEA) and participate in the analysis of feedback gathered through formal and informal feedback and response systems.
    • Support capacity development through training and coaching of staff in the domain of AGD, Accountability to Affected People (AAP), CBP, Gender Equality, Youth, Disability and inclusion of other Diversity elements, and mainstreaming of the CBP approach in other sectors.
    • Provide technical guidance and support to ensure data relevant to assess and monitor progress on the implementation and impact of community-based and age, gender and diversity approaches is collected and AGD-sensitive analysis of community risks and capacities is undertaken.
    • Support the consolidation of reporting on community-based protection and contributes to reporting on the protection of different AGD groups, including identification of trends and collection and dissemination of good practices.
    • Contribute to the development of partnerships with a variety of stakeholders including government institutions, UN, civil society actors, and the private sector inclusive of youth, disability, LGBTI, women rights stakeholders and other diverse groups; for the purpose of advocating for community-based approaches for the protection of displaced persons, including implementation of Outreach and communication with diverse groups.
    • For functions at a regional level, support harmonization of CBP strategies in the region and their alignment with global policies, identifies and disseminates good practices, supports exchange of expertise in the region and provides a regional level analysis of trends as well as aggregated reporting on implementation of Community-based and AGD approaches.
    • Perform other related duties as required.

    Minimum Qualifications

    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

    • Community Development;
    • Human Rights;
    • Cultural Studies;
    • Social Science;
    • Anthropology;
    • or other relevant field.

    (Field(s) of Education marked with an asterisk* are essential)

    Certificates and/or Licenses

    n/a;

    Relevant Job Experience

    Essential:

    2-3 years experience of working in the field with direct engagement with persons of concern. Demonstrated expertise in field protection, community development, social surveys/ assessment, counselling, or related areas

    Desirable:

    Very good understanding of displacement and protection issues, particularly SGBV prevention and response, child protection, education, gender equality, and the application of the age, gender and diversity approach. Completion of UNHCR learning programmes or specific training relevant to functions of position such as: PLP (Protection Learning Programme), OMLP (Operations Management Learning Programme), MMLP (Middle Management Learning Programme),  CBPLP (Community-based Protection Learning Programme), CBP e-Learning, and Gender Equality e-learning. Experience in project management, and strategy development and implementation.

    Functional Skills

    • PRProtection-related guidelines, standards and indicators;
    • PR-Age, gender and diversity (AGD) Inclusive Programming;
    • PR-Community-based Protection ¿ Planning, Implementing and analysing surveys/assessments;
    • PR-Community-based Protection ¿ Coordination and project management;
    • PR-Community-based Protection ¿ Principles and methodologies;
    • PR-Community-based Protection ¿ Community engagement and capacity building;
    • Accountability to Affected People ¿ Principles and Framework;
    • TR-Training/Coaching/Facilitation;
    • MG-Team Building;

    (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.

    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.
        
    Position Competencies

    • C001L3 Accountability Level 3
    • C002L3 Teamwork & Collaboration Level 3
    • C003L3 Communication Level 3
    • C004L3 Commitment to Continuous Learning Level 3
    • C005L3 Client & Result Orientation Level 3
    • C006L3 Organizational Awareness Level 3
    • M001L3 Empowering and Building Trust Level 3
    • M006L3 Managing Resources Level 3
    • M004L3 Strategic Planning and Vision Level 3
    • M002L3 Managing Performance Level 3
    • X001L3 Analytical Thinking Level 3
    • X007L3 Political Awareness Level 3
    • X008L3 Stakeholder Management Level 3

    Additional  Information

    The UNHCR workforce consists of many diverse nationalities, cultures, languages and opinions. UNHCR seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. Applications are encouraged from all qualified candidates without distinction on grounds of race, colour, sex, national origin, age, religion, disability, sexual orientation and gender identity.
        
    Additional  Information

    Please note that UNHCR does not charge a fee at any stage of its recruitment process (application, interview, meeting, travelling, processing, training or any other fees).
        
    Closing Date

    Please note that the closing date for vacancies in the  March 2020Compendium is Thursday 16 April 2020 (midnight Geneva time)

    Method of Application

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Average Salary at United Nations High Commissioner for Refugees (UNHCR)
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