Only candidates who are not nationals of the country of assignment are eligible to apply to this position
B
Family
Residential location (if applicable)
PR4
Staff Member / Affiliate Type
Professional
* Staff members will not normally serve in International Professional positions in the country of their nationality. In addition, in case of a first appointment upon recruitment, the assignment must be outside the staff member’s country of nationality.
Recommended:
In practical terms this means that you are not eligible to apply for International Professional vacancies advertised in the country where you are national of.
Reason
Regular > Regular Assignment
No
2023-05-25
June 15, 2023
Senior Human Resources Officer
Organizational Setting and Work Relationships
The Senior 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.
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The Senior 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 Senior Human Resources Officer plays a critical role in partnering with management and the workforce. The main areas of work of the Senior 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 Senior Human Resources Officer is usually supervised by the Representative, Deputy or Assistant Representative responsible for HR 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.
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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.
– Sponsor HR initiatives that support organizational culture
change such as good people management practices, and promoting gender,
inclusion and diversity.
– Lead HR operational activities to ensure timely provision of HR solutions, prioritizing according to the needs and risks.
Assignments and Talent Acquisition:
– Oversee 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.
– 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:
– Ensure 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 sourcing and development 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.
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– Perform other related duties as required.
Minimum Qualifications
Education & Professional Work Experience
Years of Experience / Degree Level
For P4/NOD – 9 years relevant experience with Undergraduate
degree; or 8 years relevant experience with Graduate degree; or 7 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. Sound knowledge of general HR policies, processes and systems. Managerial experience.
Desirable
Proven ability to identify and implement successful business
related HR interventions. Experience in some of the following areas:
workforce planning, organizational design, 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-Coordination and Oversight of Workforce Mobility
HR-Inclusion, Diversity and Gender strategy design and implementation
HR-HR data and people analytics
HR-HR Business Partnering
HR-Employee Relationship Management
HR-Talent Development and Nurturing
RM-Risk Management
SO-Critical Thinking and problem solving
SO-Learning Agility
SO-Situational Judgement
(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.
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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 ideal candidate should have solid UNHCR experience in HR management. S/he should be motivated, hardworking, able to juggle competing priorities. S/he should also possess excellent communication skills, negotiating capacity, good interpersonal and people management skills. S/he needs strong experience with national and AWF recruitments. Prior experience in the management of Assignment Committees. The incumbent must have a proven experience with processing and oversight of international recruitments, sound knowledge of the new recruitment policy and its implementation.”
Required languages (expected Overall ability is at least B2 level):
Operational context
Occupational Safety and Health Considerations:
To view the occupational safety and health considerations for Dar es Salaam, please visit this link:
https://wwwnc.cdc.gov/travel
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Nature of Position:
The Senior Human Resources Officer (SHRO) is a member of the Senior Management Team, working under the direct supervision of the Representative and leads a team of an Associate HR Officer, 2 Human Resources Associates and one Senior HR Asst. The SHRO provides technical guidance and capacity building support to both senior management and HR staff within TZ.
The SHRO shall ensure that HR services are provided in a client-oriented manner (while ensuring consistent ratio and harmonized condition of service among the existing workforce: UNHCR, UNOPS and other affiliates). S/he ensures integrity, transparency, fairness and professionalism in all HR matters. S/he provides guidance to managers and staff at large on HR matters, liaises and consults with relevant HQs Departments on policy level discussions, clarifications and confirmations. The SHRO needs to have a good understanding of HR dashboards and will be responsible for tracking of various staffing trends in the operation and presenting to the Senior Management as/when required to ensure diversity in the international recruitment and improving the gender balance of national workforce. S/he will be coordinating all staffing review processes and provide guidance to the Senior Management to ensure that the operation is rightly staff to effectively implement the operational strategies. The incumbent will act as the ex-Officio to the Assignment Committee. He/she will have a lead role in the first and second line of defence and oversight function of the work of Assignment Committee for Tanzania.
S/he is closely involved in addressing issues of staff relations and grievances, conflict management, counselling, providing advice on support and complaint mechanisms, as well as ensuring that staff welfare is attended at all level within the operation, maintaining the highest level of confidentiality and compliance with the prevailing rules and regulations.
The incumbent will be expected to monitor the status of active international Job Requisitions and support managers in the recruitment process. The incumbent will monitor, through the HR associates and Senior HRAs, active local and AWF job requisitions and ensure that timelines are respected, and positions filled in a timely manner.
Living and Working Conditions:
Dar es Salaam is the major city of the United Republic of Tanzania where the Representation office is situated. The location of the Representation Office is in Masaki, Rufiji Street, and Off Haile Selassie Road. Most international staff members live in the seaside neighborhoods of Masaki and Oyster Bay, and to a lesser extent in Msasani and Mikocheni all of which cluster in and around a peninsula to the north of the city Centre. Masaki and Oyster Bay share the advantages of having a good concentration of internationally-oriented housing and amenities including shops, schools and medical facilities; all are comparatively secure, and of course, enjoy the benefit of being close to the sea. The cost of living is considered high.
Security Conditions: The duty station can be described as relatively safe with a stable political environment. However, caution should be exercised when walking in the dark.
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Additional Qualifications
Skills
Bachelor of Arts (BA): Administration (Required), Bachelor of Arts (BA): Human Resources Management (Required), Bachelor of Arts (BA): Law (Required)
Certifications
Competencies
Accountability, Analytical thinking, Change capability & adaptability, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Judgement & decision making, Leadership, Managing performance, Managing resource, Organizational awareness, Planning & organizing, Strategic planning & visions, Teamwork & collaboration
https://icsc.un.org/Home/SalaryScales
Compendium
Add. 2 to March 2023 Compendium – Part B
Additional Information
This position requires Functional Clearance
