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Hardship Level

C


Family Type

Family

Family Type


Family

Residential location (if applicable)


Grade

PR2

Staff Member / Affiliate Type


Professional

Reason


Regular > Regular Assignment

Remote work accepted


No

Target Start Date

2023-02-28-08:00


Job Posting End Date

March 16, 2023

Standard Job Description


Associate Human Resources Officer


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.   

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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-Local mass recruitment

HR-Talent Development and Nurturing

HR-HR data and people analytics

HR-Employee Relationship Management

SO-Learning Agility

HR-HR Business Partnering

MG-Client Relationship Management

HR-Inclusion, Diversity and Gender strategy design and implementation

(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.

Desired Candidate Profile 


Considering the above responsibilities, the incumbent should have in-depth knowledge and understanding of Human resources procedures and policies relating to HR activities in the field management, particularly in supporting the implementation of a Duty of Care strategy. Identify and assess issues related to duty of care, including physical and mental health and safety of UNHCR’s workforce, promoting workforce balance Coordination, planning, and HR data reporting. 

S/he should also have good knowledge of the current tools for managing all HR matters. The incumbent should have a thorough understanding of UNHCR’s HR policies and be able to enforce on-the-field compliance with UNHCR’s Human Resources policies and procedures and the UN staff rules, regulations, and UNHCR administrative instructions. Experience in participating in the ICSC survey on living conditions and classification of duty stations, the UN Country Team local staff salary survey, and other local inter-agency HR-related fora and initiatives is an asset. Operational experience in the emergency field and experience working with a UN agency or an (I)NGO, particularly in Burundi, is an asset. 

Strong research and analytical skills and a proven track record of clear and concise drafting of internal/external documents, including dashboards and factsheets, are essential. S/he should have strong organizational skills and attention to detail and be able to work under pressure and prioritize multiple tasks. S/he should demonstrate great self-initiative, work independently, with minimal supervision, and work effectively and respectfully within and across teams. S/he should have strong interpersonal, written, and communication skills. Knowledge of/experience with WORKDAY and EVOLVE tools is an asset. A proven track record of professionalism and integrity is essential.

Required languages (expected Overall ability is at least B2 level): 


,


Desired languages


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:

Burundi hosts over 88,000 refugees and asylum seekers, most of whom are from the Democratic Republic of the Congo (DRC). About 37% of these refugees live in urban areas, and the rest live in five refugee camps in the rural parts of the country.  UNHCR manages five refugee camps in the eastern and northern parts of the country while also providing support to the urban refugee population - the vast majority living in Bujumbura, Gitega, and Rumonge Provinces.


The Associate HR Officer post is under the direct supervision of the Senior Administrative Finances Officer. The incumbent supervises the HR Branch Office staff and will provide guidance and support on all HR-related activities within the Burundi operation, composed of the Representation based in Bujumbura and 03 sub-offices with approximately 130 workforces under its purview. Indeed, staff must be administered under various contractual arrangements, both UNHCR (numerous TAs and persons appointed under the Fast Track modality), consultants, deployees under standby arrangements, and International and national UNVs. The incumbent will also act as an ex-officio to the LAC.


Through coaching and providing advice to the relevant staff on HR matters, the incumbent assists and provides expert input in the staffing and budget reviews, in the process of recruitment and appointment of staff, as well as performance management and welfare issues. He/she will contribute to updating and implementing the staffing management strategy of the operation. The incumbent may have a direct working relationship with the staff-related services in UNHCR, such as the Personnel Administration & Payroll Section, Recruitment & Postings Section, Performance Management, Medical Service, Staff Welfare, and Global Learning Centre. S/he also supervises HR staff member at Branch offices and ensure coordination and compliance with UNHCR HR policies and rules in these areas. Therefore, possessing some managerial skills and a solid experience in the HR area, at least at the grade of position in the field and emergency, as well as practical experience in WORKDAY tools and EVOLVE, is an asset for this position.


Living and Working Conditions:


In general, the socio-economic situation in the country remains very weak because Burundi has been in recession since 2015. Rising unemployment and the collapse of essential social services have led to a sharp deterioration in living conditions, and the population is sinking deeper into poverty. With a newly elected government and earlier than scheduled inauguration of the President, the country, donors, and humanitarian community are adjusting to these changes and observing the outcomes.


Since 2017 UNHCR Burundi operation has been engaged in the facilitation of the voluntary repatriation of Burundian refugees from Tanzania. In 2020 the operation was faced with a dramatic increase in the return of Burundian refugees from Rwanda, DRC, and other countries in the region.


Bujumbura's working and living conditions are generally at an acceptable standard. The medical facilities are low, and there is, in general lack of medications. However, UN staff have access to UN Clinic established under UN Country Team governance. This clinic has expanded to provide appropriate Covid-19 response.


Housing is of a good standard and available at a reasonable rate. Fresh vegetables and fruits are available in abundance. However, imported goods may be challenging and, if available, are quite expensive.


There are international commercial and humanitarian flights operating from Bujumbura international airport. To enter the country, there is a need to obtain a special entry authorization at least 2-3 weeks ahead of time.  


Bujumbura is a family duty station, while it remains a non-family duty station in the field. UN Travel by road within Burundi is restricted to the hours from 08:00 to 17:00 and must follow MOSS compliance and any other security limitations. An escort is mandatory to proceed to the airport from 21:00 to 06:00. When traveling within Burundi, staff on official duty are required to do compulsory radio checks while on the road and to contact the local/regional UN Security Officer on arrival at the UN hub/regional locations.


Additional Qualifications


Skills


Education


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

Certifications


Work Experience


Annual Budget OL in Operation/Office, Number of Persons of Concern Served, Number of Workforce in Operation/Work Setting, Workforce to Supervise

Competencies


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

UNHCR Salary Calculator


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


Compendium 

Add. 3 to Bi-annual Compendium 2022 - Part B

Additional Information


Functional clearance


This position doesn't require a functional clearance