Date of closure: Thursday, November 9, 2023 | Human Resources Officer Job Vacancy In Nigeria | UNHCR
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Only applicants who do not hold citizenship in the nation of assignment may apply for this position: Rank of Hardship: C - Family Structure:
- Location of residence (if applicable): PR3 grade
- Type of Affiliate/Staff Member: Professional
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- Employees will typically not have roles as International Professionals in their home countries. Additionally, if a staff person is hired for the first time, their assignment must be outside of their nation of nationality. This effectively indicates that you are not qualified to apply for positions as an international professional that are posted in the nation of your nationality. Reason: Continual > Consistent Assignment
- Acceptance of remote work: No
- Goal Start Date: October 13th, 2023
- End Date of Job Posting: November 9, 2023
Typical Job Description:
Relationships at Work and Organizational Setting for Human Resources Officer In addition to helping to implement the 2018 independent Human Resources review, which established HR strategic priorities and reorganized the Division of Human Resources (DHR) from a primarily transactional model into a strategic business partner for field operations and senior management, the Human Resources Officer supports the UNHCR’s People Strategy. It all starts with having the right personnel where they are needed, when they are needed, to help UNHCR safeguard and assist individuals of concern. As a strategic partner to the organization, UNHCR’s Human Resources fosters a people-centric culture by drawing in, keeping, and growing a skilled, diverse, and adaptable staff and promoting excellence, respect, and well-being for everyone. An HR customer service-oriented culture that prioritizes proactiveness, ongoing innovation, and high performance is developed in part by the HR officer. The Human Resources Officer is crucial because they translate operational needs into workforce action and individual development needs. The implementation of HR policy, staff administration, workforce planning, recruitment, and talent development are among the key responsibilities of the human resources officer. Gender equality and inclusion are also cross-cutting issues. Additionally, he or she will assist in establishing a welcoming and courteous work atmosphere as well as the staff health and counseling plans. By protecting the company and its staff by maintaining the confidentiality of human resource information, the incumbent upholds employee confidence. The head of the office, the senior HR officer in a country operation, or the senior HR employee in a regional bureau typically oversees the HR officer. She or he is in charge of general service employees and HR professionals. The employee is in close communication with several departments within the Division of Human Resources (DHR). In addition, the incumbent collaborates closely with the Senior Medical Officer, Senior HR Partner, and Senior Staff Counselor for his or her area when working in bureaux or country operations. Additionally, he or she represents UNHCR in working groups and task forces within national and regional UN interagency processes and keeps in close communication and collaboration with other UN agencies in the area or nation. Every employee of the UNHCR is responsible for carrying out their responsibilities as outlined in their job description. They act in accordance with the UNHCR’s regulatory framework, which consists of the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions, as well as pertinent accountability frameworks, and within the bounds of their delegated authority. Furthermore, employees must carry out their duties in a way that aligns with the UNHCR’s basic values of professionalism, integrity, and respect for diversity as well as the core, functional, cross-functional, and management skills. Tasks: – Providing operational assistance and strategic workforce advice: – Communicate with management to ascertain priorities; then, in accordance with assigned HR authority, offer counsel and solutions on all facets of HR. – Encourage HR activities that help shift the culture of the company, such as gender, inclusion, and diversity promotion and effective people management techniques. – Prioritize tasks based on risks and needs in order to plan and carry out HR operational activities in a timely manner. Tasks and the Search for Talent: Oversee the hiring, assigning, and reassigning of locally recruited employees and affiliate workers, making sure that UNHCR policies and procedures are followed, and offering managers guidance as needed. Establish and oversee the Regional Assignments Committee. – Launch outreach initiatives to draw in a diverse pool of candidates. Make sure every application receives fair treatment devoid of bias. – Examine, monitor, and report to management on trends in hiring and assigning personnel, including initiatives to achieve gender parity. Adopt a proactive stance when it comes to risk management in the hiring process by making sure that problems are found, dealt with, reported, and, if necessary, escalated. Suggestions for supervisors and employees, as well as efforts to foster an inclusive workplace: – Foster communication and outreach with employees to assist with their questions; moreover, encourage communication between employees and management to assist in resolving HR-related concerns. – Take the initiative to spot problems, trends, and themes that impact the welfare and well-being of employees, such as sexual harassment and authority misuse. Make certain that colleagues receive assistance with onboarding, induction, reintegration into the workplace, and offboarding; induction programs ought to contain information on sexual harassment, protection from sexual exploitation and abuse (PSEA), a code of conduct, and the rights and responsibilities of the workforce. Interagency relations and HR policy: – Make sure that UN personnel policies, procedures, UNHCR administrative directives, and HR policies and procedures are followed. – Take part in a network among HR personnel in the area to coordinate the execution of HR initiatives and policies; gather field data to guide the creation of DHR policies and programs; identify and disseminate HR best practices; and establish connections with other UN agencies. The duty of care – Support the creation and execution of a Duty of Care plan. – Work with senior management, field safety, and the Senior Medical Officer to build and maintain a medical evacuation plan. Determine and evaluate matters pertaining to the duty of care, such as the workers’ safety, mental, and physical well-being. Encourage flexible work schedules and work/life balance among managers and employees. Only for roles in Regional Bureaux: – Since the Bureau does not have a Senior Talent Development Officer: . Adopt a talent development and sourcing strategy that aligns with the career plans of staff members and UNHCR needs for the organization’s personnel in the region. . Provide HR teams and managers in the area with tools for performance management, career counseling, and talent development, as well as training in people management.
Encourage the identification and management of risks and look for ways to take advantage of opportunities that have an impact on the goals in the sphere of influence. Make that risk-based decision-making is grounded in the functional domain of work. Bring up risks, problems, and worries with a manager or the appropriate functional colleague (s). – Carry out additional relevant tasks as needed. Minimum Requirements Education and Experience in Professional Work Experience Years/Degree Level: For P3/NOC, six years of relevant experience with an undergraduate degree, five years with a graduate degree, or four years with a doctorate degree Education: Business administration, personnel administration, human resource development, human resources management, or other pertinent fields. Not specified certificates and/or licenses
Relevant Work Background Crucial experience gained while working in HR. solid familiarity with standard HR procedures, systems, and policies. Idealized demonstrated capacity to recognize and carry out effective business-related HR initiatives. familiarity with a few of the following fields: Talent development, HR policy, recruitment, workforce planning, and HR administration. familiarity with the tools and systems of HR IT. familiarity with emergency situations and/or field humanitarian activities. expertise collaborating with the UN. expertise in a multicultural workplace.Practical Knowledge HR: Local mass hiring HR: Developing and Nurturing Talent HR Management: Organizing and Supervising Employee Mobility HR: Personnel data and analytics Management of Employee Relations (HR) Critical Thinking and Solving Issues SO-Situational Evaluation SO: Agility in Learning HR-HR Business Collaboration Design and execution of HR-Inclusion, Diversity, and Gender Strategies RM-Risk Management (necessary functional skills are indicated with an asterisk*) Language Prerequisites Proficiency in English or the UN working language of the duty station if English is not required for positions in field service and international professional roles. If English is not the local language, proficiency in the UN working language of the duty station is required for national professional positions. Knowledge of English, or if it’s not English, the UN working language of the duty station, is required for General Service positions. Every employee of UNHCR must do their part, both individually and collectively, to create a workplace where everyone feels secure and empowered to carry out their responsibilities. This involves exhibiting zero tolerance for sexism, gender inequality, discrimination, sexual exploitation and abuse, harassment, including sexual harassment, and misuse of authority. Individuals and managers alike must take the initiative to stop inappropriate behavior, deal with it when it occurs, encourage further discussion about these concerns, and speak up when these problems happen in order to get advice and assistance from the appropriate UNHCR resources. For all UNHCR positions with this job title and grade level, this is the Standard Job Description. Additional necessary and/or desirable qualifications for the particular activity and/or position may be listed in the Operational Context. Any such requirements are included in this job description by reference and will be taken into account during the candidate screening, shortlisting, and selection process.
The ideal candidate will have a high level of maturity and be a great team player. They will also be able to handle a variety of challenging situations including the management of employee benefits and entitlements. It is necessary to have a strong sense of initiative, leadership, team-building abilities, and supervising capabilities. It is crucial to have prior expertise in workforce planning, HR information management, training and development, hiring and vacancy management, and personnel administration. The person holding this role must be able to show that they can be innovative in difficult circumstances, focused on achieving goals, and capable of offering HR advice to Field Offices and Sub-Offices. Along with guiding staff members through UNHCR’s learning initiatives and activities to enhance workforce competences and foster a safe, respectful, and healthy work environment, the incumbent is expected to put a special emphasis on developing national staff capacity and duty of care. In terms of HR-related topics, s/he should be extremely knowledgeable about Workday, COMPASS, the Resource Allocation Framework, and HR tools.
Human Resources Officer Job Vacancy In Nigeria | UNHCR
Language requirements (anticipated) The overall skill level is at least B2::
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