مطلوب مسؤول موارد بشرية للعمل لدى المفوضية السامية للأمم المتحدة لشؤون اللاجئين

وصف الوظيفة:

Hardship Level

A (least hardship)

Family Type

Family

Family Type

Family

Residential location (if applicable)

Grade

PR3

Staff Member / Affiliate Type

Professional

Reason

Regular > Regular Assignment

Remote work accepted

No

Target Start Date

2022-12-15-08:00

Job Posting End Date

January 11, 2023

Standard Job Description

Human Resources Officer

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.

Duties

• 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.

Minimum Qualifications

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

Not specified

Relevant Job Experience

Essential

Experience working in Human Resources. UNHCR HR certification is a plus. Sound knowledge of general HR policies, processes and systems.

Desirable

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.

Functional Skills

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

SO-Situational Judgement

SO-Learning Agility

HR-HR Business Partnering

HR-Inclusion, Diversity and Gender strategy design and implementation

RM-Risk Management

(Functional Skills marked with an asterisk* are essential)

Language Requirements

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

HR services are predominantly centralized in Amman. Hence, the HR Officer is to be based in Branch Office Amman as the most senior HR officer in the operation to ensure support to the entire operation from technical and operational perspectives. While the function reports to the Assistant Representative (Administration), the incumbent should be able to advise the Representative and Senior Management Team on several HR and other strategic related issues.

The HR Officer is to lead an experienced team of ten local HR colleagues. Therefore, it is equally important that the incumbent is both a seasoned HR professional and a mature manager who can adapt with a range of changes in key HR policies and Administrative Instructions along with the roll out of a new HR software.

In line with the standard Job dDescription, the following qualities, skills and competencies are vital for the successful performance of the incumbent:

• Hands on field-based HR experience and proven commitment to continuous learning;
• Integrity, resilience and patience are essential for the position;
• Proven strong social and interpersonal skills: The incumbent should know how to communicate professionally with empathy and warmth, foster a dialogue and be able to accurately identify and respond to emotions;
• Change management experience: Demonstrated positive outlook, adaptability, solution and client orientation;
• Extensive situational leadership experience: Proven ability to adapt leadership style to the contextual requirements;
• Continuous teambuilding: Practical knowledge on how to navigate conflicts and create accepting and empowering environment within HR Unit;
• Analytical thinking and strategic planning: Experience in considering multiple perspectives and factors and imagining long-reaching consequences. Experience in HR data collection and analysis in order to understand trends and patterns that help make informed decisions including those on risk management. High attention to details while maintaining strategic vision and ability to proactively advise the operation’s management on strategic workforce management related matters;
• Ability to track, organize and ensure effective oversight over large volumes of work often to be completed within tight deadlines in a constantly evolving operational environment;
• High organizational awareness at UNHCR and UN interagency levels: Ability to meaningfully represent UNHCR at the HR interagency Working Group and continuously contribute to the activities in the context of OneUN initiative;
• Experience in sustainable partnerships building and maintenance within the operation, across the organization and at the interagency level. Network building and maintenance with external counterparts, e.g. medical facilities which deliver health services to UNHCR employees;
• Proven experience in coordination with several counterparts internally and externally;
• Strong technical knowledge of human resources in several locations, preferably in big operations.
• Certification in HR from UNHCR or professional body.
• Experience in UN Business Operational Strategy (BOS) and other UN platforms;
• Digital literacy is important;
• Arabic language skills would be a great asset.

Required languages (expected Overall ability is at least B2 level):

,

Desired languages

Arabic

,

Operational context

Occupational Safety and Health Considerations:

The Security Level for Amman and the rest of the country is assessed at Level 1 (MINIMAL), except the northeast Jordanian Syrian border area, where it is assessed at Level

3 (MODERATE). Road traffic accidents remain a pertinent risk to staff. Vehicle travel is difficult at certain times due to adverse weather conditions, low visibility and/or heavy traffic.

Nature of Position:

UNHCR Jordan operation is among the largest in the world. It operates from four offices located in Amman, Azraq, Irbid and Mafraq with a significant, multicultural, and diverse workforce. The latter includes holders of various contract types.

HR services are predominantly centralized in Amman. Hence, the HR Officer is to be based in Branch Office Amman as the most senior HR officer in the operation to ensure support to the entire operation from technical and operational perspectives. While the function reports to the Assistant Representative (Administration), the incumbent should be able to advise the Representative and Senior Management Team on several HR and other strategic related issues.

The HR Officer is to lead an experienced team of ten local HR colleagues. Therefore, it is equally important that the incumbent is both a seasoned HR professional and a mature manager who can adapt with a range of changes in key HR policies and Administrative Instructions along with the roll out of a new HR software.

In line with the standard Job dDescription, the following qualities, skills and competencies are vital for the successful performance of the incumbent:

• Hands on field-based HR experience and proven commitment to continuous learning;
• Integrity, resilience and patience are essential for the position;
• Proven strong social and interpersonal skills: The incumbent should know how to communicate professionally with empathy and warmth, foster a dialogue and be able to accurately identify and respond to emotions;
• Change management experience: Demonstrated positive outlook, adaptability, solution and client orientation;
• Extensive situational leadership experience: Proven ability to adapt leadership style to the contextual requirements;
• Continuous teambuilding: Practical knowledge on how to navigate conflicts and create accepting and empowering environment within HR Unit;
• Analytical thinking and strategic planning: Experience in considering multiple perspectives and factors and imagining long-reaching consequences. Experience in HR data collection and analysis in order to understand trends and patterns that help make informed decisions including those on risk management. High attention to details while maintaining strategic vision and ability to proactively advise the operation’s management on strategic workforce management related matters;
• Ability to track, organize and ensure effective oversight over large volumes of work often to be completed within tight deadlines in a constantly evolving operational environment;
• High organizational awareness at UNHCR and UN interagency levels: Ability to meaningfully represent UNHCR at the HR interagency Working Group and continuously contribute to the activities in the context of OneUN initiative;
• Experience in sustainable partnerships building and maintenance within the operation, across the organization and at the interagency level. Network building and maintenance with external counterparts, e.g. medical facilities which deliver health services to UNHCR employees;
• Digital literacy is important;
• Arabic language skills would be a great asset.

Living and Working Conditions:

More than 762,000 asylum seekers and refugees are registered with UNHCR Jordan. Some 675,000 are Syrian while some 85,000 are non-Syrian, including from Iraq,Yemen, Sudan and several other nationalities. Just 19% of all Syrian refugees reside in 3 refugee camps (Zaatari, Azraq and EJC), while the rest are urban based. Refugee

camps are managed by the SRAD, MOI and UNHCR. All non-Syrian refugees reside in urban setting.

UNHCR Jordan has 4 offices, BO Amman, SO Mafraq (including Zaatari camp), FO Irbid, and FO Azraq.

UNHCR provides different services to all refugees, including protection (CP, GBV), registration and documentation, education, health, cash, community-based protection, and durable solutions. UNHCR coordinates closely with the Government, UN agencies, and partners to ensure the delivery of its services under the One Refugee Approach. Close regard for the AGD, AAP, PSEA, and other UNHCR’s policy priorities is ensured.

UNHCR Jordan is a complex, dynamic, and innovative as it strives to make refugee interventions more efficient and meaningful. COVID-19 highlighted the need for continued adaptability and pointed on areas of risk (i.e., integrity and data protection) given stronger reliance on technology.

In accordance with its 2023-25 multi-year strategy, UNHCR Jordan seeks to achieve greater refugee inclusion and departure from parallel structures as it responds to the

protracted Syrian refugee situation.

Amman: Jordan has a total population of 9.4 million people. Amman houses 42% of Jordan’s population, 4.008 million, making it the populous city in the country. Amman is

categorized as (A) duty station.

Rent in Amman can vary depending on the size of the property itself, number of bedrooms and the area of Amman in which it is located. Renting a 3-bedroom apartment can

range from 1100 – 2500 USD per month.

Amman tends to have a Mediterranean climate; summers are mildly hot, winter usually starts around the end of November and continues until mid-March, there is occasional

snowfall.

The medium for teaching in international schools is English, however there are a few French language schools as well. There is a plethora of institutions for children of all ages from pre-school to high school as well universities.

The majority of international educational institutions are in Amman.

Amman is the home to many top-end hospitals and clinics. Due to Jordanian healthcare’s international appeal, nearly all doctors and many support staff speak English.

Healthcare here is also very accessible and affordable

Skills

Additional Qualifications

Education

BA: Business Administration (Required), BA: Human Resource Development (Required), BA: Human Resources Management (Required), BA: Personnel Administration (Required)

Certifications

Work Experience

Competencies

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

UNHCR Salary Calculator

https://icsc.un.org/Home/SalaryScales

Compendium

Addendum 1 to the Bi-annual Compendium 2022 – Part B

Functional clearance

This position doesn't require a functional clearance

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