Org. Setting and Reporting

This position is located in the Human Resources Section of the Executive Office of the Office for the Coordination of Humanitarian Affairs (OCHA) in Dakar, Senegal. OCHA is the part of the United Nations Secretariat responsible for bringing together humanitarian actors to ensure a coherent response to emergencies. OCHA also ensures there is a framework within which each actor can contribute to the overall response efforts. OCHA’s mission is to mobilize and coordinate effective and principled humanitarian action in partnership with national and international actors in order to alleviate human suffering in disasters and emergencies; advocate the rights of people in need; promote preparedness and prevention and facilitate sustainable solutions. This position-specific job opening is being advertised for the position of Human Resources Officer in Dakar, Senegal. Under the overall supervision of the Chief of Human Resources Section, OCHA Executive Office, the incumbent reports to the Human Resources Business Partner Team Leader. The post is physically hosted in OCHA’s Regional Office for Western and Central Africa (Dakar).

Responsibilities

Within delegated authority, and focusing on the services and clients within the assigned region the Human Resources Officer will be responsible for the following duties: General • Provides advice and support to managers and staff on human resources related matters. • Prepares special reports and participates and/or leads special human resources project. • Keeps abreast of developments in various areas of human resources. Recruitment and placement • Identifies upcoming vacancies in coordination with client offices. • Provides advice on effective succession management and workforce planning through timely and accurate projection of vacancies and staffing requirements for the field offices in the assigned region. • Provides advice on recruitment and selection processes in line with corporate guidelines and policies, leading to the timely sourcing, selection and placement of the required talent. • Reviews recommendation on the selection of candidate by client offices. • Monitors and evaluates recruitment and placement related activities of client offices, and recommends changes or corrections related to procedures to these offices. • Supervises and monitors the work of one Human Resources Associate in carrying out all human resources administrative transactions including preparation of personnel actions, maintenance of staffing tables, and processing of contracts. Administration • Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulation and rules. • Prepares and Interprets workforce data and statistics using UMOJA or other Business Intelligence Enterprise platforms and make recommendations on workforce requirements based on HR analytics. • Supports management in the contract administration by monitoring contractual status of staff in clients offices. • Reviews policies and procedures and recommends changes as required. • Reviews and recommends level of remuneration for consultants. Staff development and career support • 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. • Provides advice on mobility and career development to staff. • Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS). • Monitors the completion rates and timelines of the performance evaluation in the field and provide support as needed to the client offices. • Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization. Other duties • Supports OCHA’s change management in its field operations, by providing advice on the implementation and monitoring of OCHA corporate HR programmes, and by advocating for the best application of HR practices. • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.

Competencies

Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work. Able to analyze and interpret data in support of decision-making and convey resulting information to management. Communication: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed. Client Orientation: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

Education

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related area is required. A first-level university degree in combination with two (2) years of qualifying experience may be accepted in lieu of the advanced university degree.

Job – Specific Qualification

Not available.

Work Experience

A minimum of five (5) years of progressively responsible experience in human resources management, administration or related area is required. Experience using SAP, PeopleSoft, or a similar Enterprise Resource Planning System (ERP) for Human Resources Management is required. Experience in providing strategic HR advisory support to managers and staff in an international organization is desirable. Experience in HR Management in the UN Common System or other comparable international organization is desirable. A minimum of two (2) years within the last five (5) years of relevant human resources experience at the international level in the field (in complex emergency or natural disaster contexts) is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English and French is required. Knowledge of another UN official language is desirable.

Assessment

The evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

Special Notice

This position is funded for a finite period of one year. Extension of the appointment is subject to extension of the mandate and the availability of the funds. Staff members are subject to the authority of the Secretary-general and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures. The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position. An impeccable record for integrity and professional ethical standards is essential.

United Nations Considerations

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.