If you are a qualified Kenya National and looking for a chance to make a real difference in the lives of vulnerable Somali children while gaining opportunities for career growth, you are invited to apply for the above post of Human Resources Specialist, with UNICEF Somalia, to be based in Nairobi.
If successful, you will be part of a dynamic and passionate team in Nairobi that works together to improve the health, nutrition, water, sanitation, hygiene and basic education of Somali girls and boys, protect them from violence, exploitation and abuse and provide them with poverty relief and access to opportunities through social protection.
Purpose of the Post:
Under the supervision of the Human Resources Manager, manage human resource activities including the supervision of human resources staff in the small-medium size country office in accordance with the HR strategy and work plan, aligned with the Country Programme Management Plan as well as the goals and strategic needs of the organization. Provides guidance in human resources that promote a gender-balanced multidisciplinary team of professionals.
Major duties and responsibilities:
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. Recruitment, Selection and Placement
Support, implement and administer the effective and timely recruitment process in the hiring, developing and retaining the best talents available to support the strategic human resources needs of the office and the organization. Promote equity, transparency in the selection and placement of staff.
Support the office’s human resources needs for national professional officers, general service, and temporary employees by implementing proper and expedient recruitment procedures. Ensure organizational human resources targets are met while ensuring the retention of a diverse body of staff of the highest calibre.
Work to establish targeted approach to recruit specialized talent, with particular focus on MTSP areas, to fill posts require specialized expertise, at the global, regional, or local level.
Establish and implement results-oriented action plans and sound budgets to coordinate targeted recruitment efforts with identified need at UNICEF in the short-term, intermediate-term, and long-term.
2. Policy Implementation and HR Administration
Establish and maintain equity, transparency in the interpretation, determination, implementation, and administration of HR policy, procedures and guidelines on all HR related matters applicable to the staff.
Ensure timely, equitable, transparent and systematic administration of all HR benefits, entitlements, contracts renewal and termination, performance management, promotions and other HR activities.
Identify opportunities for the county office to support UNICEF’s global HR priorities, campaigns and partnerships, and lead, advise or recommend new initiatives to adopt in the office
In close coordination with the Regional Office and DHR, implement and administer the equitable, transparent, and efficient GS job classification system in compliance with the established job classification policy, guidelines, procedures and related requirements.
3. Capacity Building and Career Development
Ensure opportunities to develop and support capacity among country HR staff, other colleagues and other relevant partners are regularly identified and addressed as appropriate.
In coordination with the relevant partners, the Regional HR development Committee and DHR, implement timely and effective staff learning and development programmes and briefing on career management to all staff in the officer in order to strengthen their capacity building and advance career development planning.
Support and utilize a database on staff development activities and training contracts and take follow-up actions for processing of external collaborator contracts and implementation of planned training activities.
Determines training and learning needs in consultation with organizational units at HQ and in the field in order to identify organizational competency gaps and gender imbalances. Plans and arranges regional operations workshops/learning programmes for organizational competency building. Advises on staff learning/development, coaching and counselling in operations area that is gender-sensitive.
4. Strategic HR Planning and Management
Provide ongoing guidance, interpretation and technical support to management of the country officers in the area of HR management. Provide accurate and sound technical analysis to the management and HR planning process in the office as it related to budget planning, staffing, organization design, and change management.
Liaise with the HQ Divisions to support and contribute to corporate HR strategy formulation and local implementation; advise on the applicability of new strategy and guidelines to country office HR plans and activities. Provide feedback and make recommendations from a field perspective on the establishment and improvement of systems and internal controls, planning and change management and resolution of HR issues and problems.
Participate in or support Country Programme Strategy Review and Regional Management Team Meetings to identify new trends, priorities and requirements. Participate in Global workshops and meetings for the strategic planning of Operations/Human Resources/Information Technology/Supply.
5. Management Excellence in the Office
Promote management excellence in the office by ensuring accountability in HR and by demonstrating a high level of skills in the management of staff resources including staff selecting (based on merit and the needs of the organization). Staff counselling, systematic and equitable performance management, and staff development and learning activities.
Effectively manage the human and financial resources (budget planning, management and monitoring) of the office and ensure both are optimally utilized
Monitor compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; ensure the implementation of agreed audit recommendations; advise on corrective measures to be taken and established relevant internal controls.
6. Staff and Management Relationship Management
Monitor staff/management issues and support/advise management and staff as appropriate to improve the relations and resolve the issues. Provide administrative support to the staff-management bodies in the capacity of HR focal point in the office.
7. Inter-agency Cooperation, Networking and Partnerships
Ensure active coordination of HR initiatives with other agencies. Maintain effective and steady communication or working relations with UN agencies to seek harmonization. Support common strategies and approaches for enhancement of the HR reform within the UN Common system.
Collaborate with UN/UNICEF HR colleagues in the region, cooperate with partners in the locality, including Government and NGOs to identify and explore the “best practices” in HR area. Participate in the inter-agency coordination, conferences and other forums to improve HR planning, implementation, staff learning and development, recruitment, etc.
8. Emergency and Staff Security
In coordination with management and the staff, plan and ensure effective emergency preparedness and rapid response in case emergency.
Properly and promptly investigate and respond to emergencies affecting staff, including immediate actions, and if necessary, coordination with UN agencies and other parties concerned, in accordance with the UN and UNICEF emergency and security policy and guidelines
9. Emergency Preparedness and Response
Assists in monitoring and assessing the emergency preparedness plan including its validity for the current crisis, i.e., the security and immediate actions needed, the ability of the office to function, the funds that have been reallocated from existing sources, etc. Advises on adapting the emergency preparedness and response plan as necessary, with particular attention to gender issues that may be expected to intensify during emergencies.
Qualifications, Experience and Attributes
- Education
Advanced university degree or equivalent backgrounds, in Human Resources, Business
Administration, International Relations, Social Sciences, Psychology or related areas.
- Work Experience
Five years of relevant professional HR Management work experience. Developing country work experience (for IP) or field work experience (for NO). Background/familiarity with emergency operations and staff security.
- Language Proficiency
Fluency in English and local language of the duty station
- Desirabe Qualifications
- Experience in handling high volume recruitment
- Experience with UN agencies preferably UNICEF.
- Previous experience in supporting emergency country offices.
- Competency Profile
- Core Values (Required)
- Commitment
- Diversity and inclusion
- Integrity
- Core Competencies (Required)
- Communication (11)
- Drive for Result (11)
- Working With People (111)
- Functional Competence (Required)
- Analysing (11)
- Apply Technical Expertise (11)
- Planning and Organizing (11)
- Formulating Strategies and Concept (11)
- Leading and Supervising (11)
- Technical Knowledge
- Specific Technical Knowledge Required
- Executive Board and other policy documents; Executive Directives related to the areas of expertise
- RMT Decisions
- Country Programme Management
- Benefits Administration (MIP, CIGNA, UNJSFP)
- Job Classification Guidelines
- Compensation
- Organisation culture, change management
- Strategic HR Planning and management
- UNICEF Financial rules and regulations, Budget policies, procedures, guidelines and instructions
- Staff Relations
- Career and Staff development
- Learning/Training
- Recruitment/Selection/Placement
- Succession planning
- Staff welfare and rights of staff members
- Local Salary Survey Methodology
- Knowledge of principles of gender parity and equality
- Common Technical Knowledge Required
- UN Staff Regulations and Rules and Personnel Directives
- UN mission and system, International Code of Conduct
- UNICEF Mission and UNICEF Guiding Principles
- Principles of HR management and its linkage to UNICEF programmatic goals, vision, positions, policies and strategies (MDGs, UNDAF, HIVIADS, WFFC, MTSP, etc)
- Right-based and Result based approach and programming
- UNICEF HR Policy and Procedures Manual (PAM) and rules and regulations, Administrative Instructions and Circulars
- Field Security Manual
- Gender equality and diversity awarenessBenefits and Entitlements
Employees’ benefit from family friendly, work-life, and diversity policies, and UNICEF is committed to maintaining a balanced gender and geographical representation. Other Benefits and entitlements include:• Annual leave
• Dependency allowance
• Medical and dental insurance
• Pension scheme
• Education grant for special children
• Paid sick leave
• Family leave
• Maternity / Paternity adoption leave
• Special leavePlease note that some benefits are paid depending on the duty station and type of assignment/contract.
HOW TO APPLY:
Interested candidates are advised to apply using the link below:
