Mauritania: Human Resources Officer

JOB TITLE: Human Resources Officer

JOB LEVEL: Level 2

DURATION : 06 Months with possibility of extension

REPORTS TO: Chief of Operations/Operations Manager

LOCATION: Field (Area, Country) OfficeJOB PROFLE NO**.:**60000256_

CCOG CODE:*******__*******

FUNCTIONAL CODE: OH/P-2_

JOB CLASSIFICATION:***__*** PURPOSE OF THE JOB

Under the supervision of the Chief of Operations/HR Manager, manage all human resource activities including the supervision of human resource staff in the small-medium size country office in accordance with the HR work plan, consistent with the Country Programme Management Plan.

KEY END-RESULTS

1.Promote equity, transparency and consistency in the interpretation, determination, implementation and administration of HR policy, procedures and guidelines on all HR related matters applicable to the staff in the office.

2. Support, implement and administer the effective and timely recruitment processes in the hiring and retaining the best talents available to support the strategic human recourses needs of the office.

3.Ensure timely, equitable, transparent and systematic administration of all HR benefits, entitlements, contracts renewal and termination, performance management, promotions and other HR activities.

4.Implement and administer the equitable, transparent and efficient GS job classification system in compliance with the established classification policy, guidelines, procedures and related requirements.

5.Conduct timely and effective training programmes and briefing on career management to all staff in the office in order to support the capacity building and career development of all staff.

6. Monitor staff/management issues and support/advise management and staff as appropriate to improve and resolve the issues. Provide administrative support to the staff-management bodies in the capacity of HR focal point in the office.

7.Provides technical analysis and support to the management and planning process in the office as it relates to budget planning, staffing, organization design and other HR planning and development deliberations.

KEY ACCOUNTABILITIES and DUTIES & TASKS

Within the delegated authority and under the given organizational set-up, the incumbent may be assigned the primarily, shared, or contributory accountabilities for all or part of the following areas of major duties and key end-results.

1.Promote equity, transparency and consistency in the interpretation, determination and administration of international and local conditions of service, terms of employment, benefits and allowances in accordance with UNIUNICEF regulations and rules. Advise management and staff on correct interpretation and application of HR policies and procedures and provide counselling as required. Coordinate with relevant Government ministries and other appropriate local institutions to ensure the processing of international staff conditions of service, entitlements and privileges in country.

2. Support the office's administrative and technical needs for professional officers, general service and temporary staff by implementing and administering effective and speedy recruitment procedures. Ensure organizational targets (geographic distribution, gender, etc.) are met while not compromising on the recruitment and retention of national staff of the highest calibre. Team with supervisors in the recruitment process to ensure integrity and merit in all selection procedures while supporting the needs of managers and goals of diversity. Promote equity, transparency and consistency in the selection and placement of staff.

3. Ensure appropriate and timely actions for renewals of contracts, promotions, within-grade increments, and performance evaluations. Develop and implement plans, including timetables, for contract reviews, renewals and terminations; ensures timely notice to staff.

4. Implement and administer the fair, equitable and systematic GS classification in compliance with the established standards and procedures as well as the classification principle of equal pay for work of equal value by ensuring all job descriptions are current and duly classified. Make recommendations on the organizational structure of the office and effective utilization of human resources (HR).

5. Enhance staff’s job performance by supporting the identification of training needs, preparation of training proposals and arranging for implementation and evaluation of training. Provide HR training and support as required in country, including at sub-office locations.

Provide orientation briefing to newly arrived staff Promote a rational and attainable career management system to meet the office's current and future needs.

6. Monitor potential staff – management issues; provide advice to managers/supervisors on appropriate approach to be used in sound performance management and in counselling staff. Serve as technical resource and provide administrative support to staff- management bodies such as SAP, APC, JCP, and JCC.

7. Contribute to the budget preparation and review process through an analysis of staffing pattern and needs of the office. Participate in management meetings affecting HR planning and management. JOB GRADE FACTORS[1]

Level 2

Job at the level 2 entails functional responsibilities for a small or medium country office with small/medium country programme. Accountable for administration, facilitation and coordination of all HR functional activities, including tracking implementation and follow-up of progress of pertinent action.

The priorities among the functional areas to be determined in consultation with supervisor, according to the needs and priority established by the Office Management Plan and HR work plan.

Act as coach and trainer for junior staff in the capacity building function. QUALIFICATION AND COMPETENCIES([ ] indicates the level of proficiency required for the job*.* )

1. Education:

• University degree in social sciences or other relevant disciplines (human resources, business administration, international relations, psychology, etc). Additional professional training an advantage.

2. Work Experience:

• Two years of relevant professional work experience. Developing country work experience (for IP) or field work experience (for NO).

• Background/familiarity with Emergency.

3. Language Proficiency

• Fluency in French and English and another UN language. Fluency in the national language of the duty station an asset. .

4. Competency Profile( For details on competencies please refer to the “*UNICEF Professional Competency*.”)

i) Core Values (Required)

· Commitment

· Diversity and Inclusion

· Integrity

ii) Core Competencies (Required)

· Communication [II]

· Drive for Result [I]

· Working With People [II]

iii)Functional Competencies (Required)

· Analyzing [I]

· Applying Technical Expertise [II]

· Following Instructions and Procedures [II]

· Planning and Organizing [I]

· Relating and Networking [I]

iv) Technical Knowledge

a)Specific Technical Knowledge Required(for the job)

(Technical knowledge requirements specific to the job can be added here as required.)

· Job Classification Guidelines

· Local Salary Survey Methodology

b)Common Technical Knowledge Required(for the job group)

· UN Staff Regulations and Rules and Personnel Directives

· UNICEF HR Policy & Procedures Manual (PAM) and rules and regulations, Administrative Instructions and Circulars

· UNICEF Financial rules and regulations, Budget policies, procedures, guidelines and instructions

· UNICEF training guidelines and procedures

· Field Security Manual

· Use of corporate office computer system applications and software, including LAN, email, word processing, spreadsheet, database, telecommunications

· Gender equality and diversity awareness

c) Technical Knowledge to be Acquired/Enhanced(for the Job)

· UN mission and system; International Code of Conduct

· UN policies and strategy to address international humanitarian issues and the responses

· UN Security practices and guidelines

· UN guideline on sexual exploitation and abuse by UN staff and partners

· Emergency programme policies, goals, strategies and approaches

· Emergency operations practices and guidelines

· UNICEF Mission and UNICEF Guiding Principles

· UNICEF programmatic goals, visions, positions, policies and strategies

· Rights-based and Results-based approach and programming

· Global human rights issues, specifically relating to children and women, and the current UNICEF position and approaches

· UN common system approach and harmonization in HR

· UNICEF's HR vision, goals, strategies and policies

· UNICEF HR Policy & Procedures Manual (PAM) and rules and regulations, Administrative Instructions and Circulars

· Case histories and precedents in HR areas

· Staff welfare and rights of staff members

· Organization design, HR planning, Staffing Strategy

· Recruitment/Selection/Placement

· Job Classification Guidelines

· Compensation Rules

· Benefits Administration (MIP, Van Breda, UNJSPF)

· Organizational change management (Fast change, Culture Management, Strategic organizational initiator)

· Career and Staff development

· Learning/Training

· Performance Management

· Staff Relations

· HR technology and systems

[1] The differences in the grades of jobs and positions reflect various differences, among others, in the nature and scope of work, individual contribution, professional expertise required, organizational context, risks, coordination and networking, engagement, partners, beneficiaries, clients/stakeholders relations, impact of decisions, actions and consequences, and leadership roles.

mtarecruitement@unicef.org

Les lettres de candidatures qui doivent être accompagnée par le formulaire P11 dûment rempli (à télécharger sur http://www.unicef.org/about/employ/index_53129.html) sont à envoyer au plus tard le 20 Novembre 2015 à 16 heures et uniquement par email à l’adresse suivante :

mtarecruitement@unicef.org en indiquant «Poste Human Resources Officer».

Les candidats préselectionnés seront contactés et seront invités à completer leur dossier en faisant parvenir les copies scannées des documents dont la liste suituniquement par email à l’adresse suivante :**mtarecruitement@unicef.org**

a) CV et lettre de motivation signée par le postulant,

b) Copies du ou des diplômes(s) et ou attestations,

c) 02 derniers rapports d’évaluation de performance.

d) 02 personnes de référence avec leurs contacts ;