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Human Resources Officer at United Nations Support Office in Somalia

The United Nations Support Office in Somalia (UNSOS) was established on 9 November 2015, through a UN Security Council Resolution 2245. UNSOS is a successor operation to the United Nations Support Office for AMISOM (UNSOA), which was established in 2009 (S/RES/1863 (2009) to provide logistical field support to the African Union Mission in Somalia (AMISOM). Our core mission is to provide critical support to AMISOM, UNSOM and the Somali Federal Security Institutions to make them more effective in defeating enemies of peace and in creating the much needed space for political reconciliation, state formation and extension of government authority in Somalia.

Org. Setting and Reporting

This position is located in the Human Resources Section of the United Nations Support Office for Somalia (UNSOS). The Human Resources Officer will be based in Nairobi and reports to Chief, Staff Selection Unit and Chief, Human Resources Officer.
Responsibilities

Within delegated authority, the Human Resources Officer will be responsible for the following duties:

Recruitment And Placement:

  • Identifies upcoming vacancies in coordination with client offices.
  • Prepares vacancy announcements, reviews applications, and provides a short-list to those offices.
  • Arranges and conducts interviews to select candidates.
  • Reviews recommendation on the selection of candidate by client offices.
  • Serves as ex-officio in appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies.
  • Prepares job offers for successful candidates.
  • 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 the Human Resources staff in the direct unit.
  • •Providing guidance and direction to Assistants in carrying out all human resources administrative transactions including review of staffing tables to identify vacancies
  • Maintain human resources information systems, including constant update and generation of information and reports for use by management;
  • •Plans, organizes, develops, coordinates and administers substantive assessment tests and other tests related to recruitment of professional, general service and other categories of staff.
  • •Contributes to the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks.

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.

Competencies

  • Professionalism: In depth knowledge of human resources policies, practices and procedures in staff selection policies and procedures and ability to apply them in an organizational setting. Demonstrable experience in management and supervision of junior staff in recruitment activities and establishment of monitoring and reporting tools. 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.
  • Planning and organizing: Develops clear goals that are consistent with agreed strategies. Identifies priority activities and assignments; adjusts priorities as required. Allocates appropriate amount of time and resources for completing work. Foresees risks and allows for contingencies when planning. Monitors and adjusts plans and actions as necessary. Uses time efficiently.
  • 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

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

Work Experience

  • A minimum of five (5) years of progressively responsible experience in recruitment is required.
  • Hands-on experience with HRIT systems, such as Inspira and Umoja, is required.
  • Experience in supporting hiring managers with staff selection process for national and international positions is required.
  • Experience in a UN field mission, particularly in hardship conditions, is desirable.
  • Experience supporting large missions from a back-office environment is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in oral and written English is required. Knowledge of other United Nations official languages is an advantage.

Assessment

Evaluation of qualified candidates may include a written assessment and/or competency-based interview.

Special Notice

This position is temporarily available until 30 January 2021 only. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment.

While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post.

Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station.

This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15.

Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply.Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.

Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position.

Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as “retirement.” Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.

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.

The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side 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.

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