Overview
The Human Resources Officer is responsible for the full range of Human Resources Operations and operational application of human resources management policies and best practices for the OHCHR global workforce.
Key Responsibilities
- Develops and implements new human resources policies, practices and procedures.
- Monitors and ensures the implementation of human resources policies, practices and procedures.
- Keeps abreast of developments in various areas of human resources.
- Prepares reports and participates and/or leads special human resources projects.
- May plan, organize, manage and supervise the work of the Unit/Section assigned.
- Leads the Operations team during the transition to the Central Administrative Platforms and the centralized HR Entitlements services.
- Actively participates and contributes to the discussions on regionalization of services.
- Serves as the primary focal point for managing contract decommissioning processes.
- Implements a communication strategy for managers and staff affected by organizational restructuring exercises.
- Recommends guidelines on promotion and placement of staff.
- Prepares job offers for successful candidates.
- Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures.
- Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.
- Advises the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements.
- Reviews and recommends level of remuneration for consultants.
- Provides advice on interpretation and application of policies, regulations and rules.
- Reviews and provides advice on exceptions to policies, regulations and rules.
- Represents the office in joint bodies and working groups relating to salaries and other conditions of service.
- Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs.
- Prepares monitoring reports on staff development and career support programmes.
- Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates.
- Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact.
- Provides advice on mobility and career development to staff at all levels in all categories.
- Provides performance management advice to staff and management.
- Assists supervisors and staff with understanding and using the performance appraisal system (PAS).
- Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization.
- Formulates examination policies, and develops and prepares examination questions and papers.
- Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
- Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests.
- Collects and analyzes data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting.
Required Experience
- A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required.
- A minimum of three years of proven experience with the delivery of human resources services for complex, volatile and conflict and post-conflict environments is required.
- A minimum of two years of experience in managing HR Operations for clients working in multiple field locations including hardship areas is required.
- A minimum of one year of experience in leading a team of HR Partners (2 staff or more) managing a wide range of entitlements and benefits is required.
- Experience in delivering ERP training is required.
Qualifications
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
