UNHCR Human Resources Officer Vacancies || UN Jobs in Juba. Jobs in South Sudan Apply through www.unhcr.org before the last date of application. You can Visit South Sudan NGO Form for more Vacancies in South Sudan.
UNHCR Vacancies 2023 for Human Resources Officer Jobs in Juba Location.
UNHCR Jobs in Juba 2023:- New job notification not for UNHCR job opportunity portal for the post of Human Resources Officer. Human Resources Officer Vacancy is for the Juba location. Candidates should apply through www.unhcr.org before the last date which is 13/07/2023.
Human Resources Officer Jobs at UNHCR Details
|Recruiter Name||UNHCR (United Nations High Commissioner for Refugees)|
|Name of Vacancy||Human Resources Officer Vacancy in South Sudana|
|Job Type||UN Jobs in South Sudan|
|Top Job Category of the day||NGO Jobs in South Sudan|
Human Resources Officer Jobs Description
Organizational Setting and Work Relationships
The 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 Human Resources Officer contributes to the development of a HR customer service-oriented culture that values proactivity, continuous improvement, innovation and high performance. By translating operational needs into workforce action and individual development needs, the Human Resources Officer plays a critical role. The main areas of work of the Human Resources Officer include the implementation of HR policies, staff administration, workforce planning, recruitment, and talent development with inclusion, diversity and gender as a cross-cutting issue. S/he will also support the implementation of the staff health and counselling plans and in fostering an inclusive and respectful working environment. The incumbent maintains employee confidence and protects the organization and its workforce by keeping human resource information confidential.
The Human Resources Officer is usually supervised by Head of Office, or Senior HR Officer in a Country Operation, or the most senior HR staff in a Regional Bureau. She/he supervises HR Professional and General Service staff.
The incumbent maintains a direct working relationship with a number of functions across the Division of Human Resources (DHR). For positions in Bureaux or Country Operations, the incumbent also works closely with the Senior HR Partner, the Senior Medical Officer and Senior Staff counsellor for his/her region.
He/she also maintains contact and close cooperation with other UN agencies in the region or country and represent UNHCR in the working groups/task forces within country/regional UN inter-agency mechanisms.
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.
– Strategic workforce advice and operational support:
– Engage with management to understand priorities, and provide advice and solutions on all aspects of HR in line with delegated HR authorities.
– Support HR initiatives that support organizational culture change such as good people management practices, and promoting gender, inclusion and diversity.
– Plan and implement HR operational activities to ensure timely provision of HR solutions, prioritizing according to the needs and risks.
Assignments and Talent Acquisition:
– Manage the process of recruitment, assignment and reassignment of locally-recruited staff and affiliate workforce, ensuring compliance with UNHCR rules and procedures, and providing advice to managers where required.
– Set up and run (Regional) Assignments Committee.
– Conduct outreach campaigns to attract diverse applicants. Ensure proper consideration is given to all applicants without discrimination.
– 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 to provide support with their queries; and also promote dialog between staff and management to help find solutions to HR-related issues.
– 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 a network among HR staff members in the region in order to harmonize implementation of HR policies and initiatives, collect field insights to inform the development of DHR policies and activities; identify and share HR best practices, also through contacts with other UN agencies.
Duty of Care:
– Contribute to establishing and maintaining a medical evacuation plan with senior management, Field safety and the Senior
– Medical Officer.
– Support the development and 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. Promote work/life balance and flexible working arrangements with managers and staff.
For positions in Regional Bureaux only:
– In the absence of a Senior Talent Development Officer in the Bureau:
– Implement a talent development and sourcing strategy for UNHCR workforce in the region, in line with UNHCR’s needs and staff members’ career planning.
– Equip HR teams and Managers in the region with skills on people management and tools related to talent development, career guidance and performance management.
– Perform other related duties as required.
Education & Professional Work Experience
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
Human Resources Management; Human Resource Development;
Personnel Administration; Business Administration; or other relevant field.
(Field(s) of Education marked with an asterisk* are essential)
Certificates and/or Licenses
Relevant Job Experience
Experience working in Human Resources. Sound knowledge of general HR policies, processes and systems.
Proven ability to identify and implement successful business related HR interventions. Experience in some 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.
HR-Local mass recruitment
HR-Talent Development and Nurturing
HR-Coordination and Oversight of Workforce Mobility
HR-HR data and people analytics
HR-Employee Relationship Management
SO-Critical Thinking and problem solving
HR-HR Business Partnering
HR-Inclusion, Diversity and Gender strategy design and implementation
(Functional Skills marked with an asterisk* are essential)
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
The South Sudan operation is comprised of the Representation office in Juba with 2 Sub-offices, 7 Field Offices and 3 Field Units and over 400 staff. The incumbent will be responsible for the overall management of HR tasks and function within the country, therefore, very strong knowledge, skills and experience in the field of Human Resource Management is required. The incumbent must also have advanced understanding of Workday tasks and functions and must be able to provide coaching to the entire HR team of more than 9 staff including one international position. In order to provide efficient and timely managerial and technical support to the operation which demands a high level of coordination and collaboration among all offices, HQ and regional bureau and other stakeholders, the candidate is required to have excellent coordination skills and in-depth understanding of UNHCR HR policies. Apart from excellent functional competencies, the incumbent is also expected to possess proven managerial and leadership skills, considering the size of the operation and complexities in managing the Human Resources. He/she must have good writing skills, a positive attitude towards work and keen understanding of complex and sensitive operational contexts. Except Bunj and Jam- Jang Sub offices where there are HR Associates, all the other seven Field Offices and three Field Units depend on Juba HR team for all HR support.
Required languages (expected Overall ability is at least B2 level):
Occupational Safety and Health Considerations:
The security situation in South Sudan though generally stable, remains fragile and fluid in complex and unpredictable environment and is characterized by low intensity and localized armed conflict in some areas, high levels of crime across the country, inter/intra communal conflict over a diverse range of issues including cattle raids, competition for resources and revenge attacks and regular civil unrest in refugee and IDP operations and host community. These challenges continue directly and indirectly impact on UNHCR operations. The signing of the Revitalized Agreement of the Resolution of Conflict in South Sudan in September 2018 represented an important milestone for the country. The ceasefire is holding in many areas of the country except in some few locations where localized and low intensity armed conflict continues to impact on security situation. Many areas in the country are also affected by seasonal flooding which has also displaced significant number of people.
The security level in South Sudan is assessed as substantial (security level 4) in all areas.
SRM measures in place:
UN curfew is in force across the country, timing differs from one SRM Area to another. UN curfew is from 19:00 to 05:00 in Juba.
International personnel must request and receive security clearance for official and non-official travel.
International personnel on mission must stay in either a UN facility or UN approved commercial lodging for staff members.
Safe and Secure Approaches in Field Environment (SSAFE) to be conducted in areas with HIGH Risk level and above.
All international and national personnel must be issued with Personal Protective Equipment (PPE) and VHF radios.
Nature of Position:
South Sudan operation is comprised of the Representation office in Juba with 2 Sub-offices, 7 Field Offices and 3 Field Units and over 400 staff. The incumbent will be responsible of the overall management of HR related activities within the country.
He/she directly supervises a team of national and a international HR staff.
Except Bunj and Jam- Jang Sub offices where there are HR Associates, all the other seven Field Offices and three Field Units depend on Juba HR team for all HR support.
Living and Working Conditions:
South Sudan is classified as an E non-family High Risk duty station with a 6-week R&R cycle and is prone to malaria. Movement to and from locations require official vehicle transport; use of taxi is not allowed. There are very limited medical facilities in South Sudan, with facilities concentrated in Juba.
All international personnel reside in UNHCR provided accommodation equipped with furniture, cafeteria, housekeeping services and a gym or some sports equipment. In Juba, all basic foods are available in the market ranging from meat, dairy, fruit and vegetables. There are a few hotels with pools and restaurants where staff can visit. While in the field, food supply varies depending on the season. Taking photos is strongly discouraged in all locations, as may result in arrest by local security forces. Extreme caution is required while driving a UN vehicle due to bad local driving culture, lots of motorbikes and three-wheelers (boda-boda) and periodic attempts by local police to extort money from the driver for whatever violation claimed.
There are several airlines flying from most destinations to Juba via Dubai, Nairobi, Addis Ababa, Istanbul, Khartoum, Cairo or Entebbe. Travel to field offices in South Sudan are handled by UN humanitarian flights.
Staff can open USD bank accounts in South Sudan and only high US Dollar bills i.e. US$50 and US$100 are accepted for foreign currency exchange transactions. South Sudan bank notes exist in denominations of 1, 5, 10, 20, 25, 50, 100, 500 and 1000 South Sudanese Pounds. Foreign exchange transactions can be done at any commercial bank in a safe and secure location. There are very few ATMs and credit card facilities in South Sudan to draw USD (max $500 per 24 hours).
HR-Administration of Staff Contracts and Benefits, HR-Career Counselling, Coaching and Development, HR-Operational Workforce Planning, HR-Vacancy Management, UN-UN/UNHCR Administrative Rules, Regulations and Procedures
Bachelor of Arts (BA): Business Administration (Required), Bachelor of Arts (BA): Human Resource Development (Required), Bachelor of Arts (BA): Human Resources Management (Required), Bachelor of Arts (BA): Personnel Administration (Required)
CP-HRM Certification Programme for HR Management – UNHCR, Human Resources Management – Other, Human Resources – Other
Annual Budget OL in Operation/Office, Number of Persons of Concern Served, Number of Workforce in Operation/Work Setting, Workforce to Supervise, Working with Persons of Concern: Asylum Seekers, Working with Persons of Concern: Internally Displaced Persons, Working with Persons of Concern: Refugees, Working with Persons of Concern: Returned IDPs, Working with Persons of Concern: Returned Refugees, Working with Persons of Concern: Stateless
Accountability, Analytical thinking, Change capability & adaptability, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Judgement & decision making, Managing performance, Managing resource, Organizational awareness, Planning & organizing, Teamwork & collaboration
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