Organization: UNICEF – United Nations Children’s Fund
Location: Nairobi
Grade: Administrative support – GS-6, General Service – No need for Higher Education – Locally recruited position
Occupational Groups:
Human Resources
Administrative support
Closing Date: 2024-07-02
Looking for a talented, motivated individual to join our dynamic team! We are seeking to hire someone who is passionate about human resources and has a strong track record of relevant practical human resources experience. If you have the motivation and drive to support the creation of an enabling environment for delivery of results for children in our region, ESARO HR Team would like to hear from you!
UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.
At UNICEF, we are committed, passionate, and proud of what we do. Promoting the rights of every child is not just a job – it is a calling.
UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package.
Visit our website to learn more about what we do at UNICEF.
For every child, Hope
www.unicef.org/esaro/
How can you make a difference?
Under the close supervision and guidance of the Regional Chief of Human Resources in addition to the Human Resources Officer (Emergencies), the Human Resources Associate provides administrative, procedural and operational support and assistance to the efficient implementation of a broad range of Human Resources functions for all categories of staff in his/her office, ensuring accurate and timely delivery that is in compliance with UNICEF HR rules and regulations.
Key functions, accountabilities, and related duties/tasks:
Support to business partnering
Support the business partners in developing initiatives to encourage employee well-being and employee recognition schemes
Support the management of change processes by advising clientele on changes to HR processes under the guidance of HR Business Partner
Support the business partners in assisting clientele using HR systems such as talent management, agora and achieve.
Support in the processing of entitlement and benefits
In consultation with the supervisor, analyze, research, verify, and compile data and information on cases that do not conform to UN or UNICEF’s HR Rules & Regulations, to support the consistent and equitable application of decisions and implementation of agreed-upon action.
In consultation with the supervisor, analyze, research, and verify the information for the purpose of responding to staff queries on areas related to benefits and entitlements
Initiates the processing of a wide range of personnel actions in accordance with UNICEF rules and regulations, by ensuring all relevant forms and actions are completed by staff and forwarded to the GSSC.
Maintains and prepares all personnel-related records and files, ensuring all information on each staff member is up-to-date and accurate.
Support in recruitment and placement
Prepares and circulates internal and external advertisements.
Liaises with candidates in the various stages of the recruitment process.
Prepares formal acknowledgment, offer, and regret letters.
Initiates and follows up on reference checks and academic verifications, and ensures other background checks are completed.
Monitors the life-cycle of the recruitment process to update supervisors as necessary.
Support in organization design and job classification
Participates in the review of GS positions-specific JDs, ensuring effective application of ICSC methodology.
Drafts and edits of job descriptions to be submitted for classification for review by the supervisor.
Follow up and liaise with HQ and RO over the status of requests to ensure timely completion.
Prepares documents to be submitted for classification to RO and NYHQ, ensuring completeness of documentation.
Monitors the life-cycle of all job classification requests to facilitate recruitment and organization planning.
Compiles and analyses information and statistics related to posts and staff for reports on staffing trends.
Analyze, research, verify, and compile data that facilitates the preparation of workforce planning reports for supervisors to review against benchmarks i.e. Gender and geographical balance and other recruitment-related key performance indicators.
Support in learning & capacity development
In consultation with the supervisor, researches and analyses data and information to help identify training needs within his/her office for the development of learning plans and other targeted training interventions.
In consultation with the supervisor, researches, analyzes, verifies, and compiles information on external training courses available and educational institutions to help the supervisor decide on learning programmes that address learning gaps in his/her country office.
Assists team in organizing and conducting courses, workshops, and events by participating in exercises that aim to build capacity of stakeholders.
Develops and processes contracts for institutions providing training and courses, ensuring compliance with UNICEF rules and regulations.
Assists team in organizing and conducting courses, workshops and events by preparing and organizing distribution of materials for participants, ensuring availability of training venues and required equipment and supplies, while providing logistical and secretarial support at workshops and events as necessary.
Tracks the performance management cycle processes, ensuring the timely distribution and enhancing the timely completion and return of appraisals.
Support as the HR community manager in the knowledge management repository, along with the management of HR community learning events and sessions.
Support to human resources in emergencies (HRiE)
HRiE-related data management including but not limited to maintenance and update of ESAR COs surge trackers with COs Emergency Focal Points, Quarterly surge and emergency staffing reports.
Rosters management and update including review of quarterly rosters usage reports in conjunction with COs, quarterly clean-up of rosters to remove non-eligible candidates, quarterly inclusion of priority candidates in the Rapid Response Mechanism external roster.
HRiE-related meeting and communication management including meeting minutes, preparation of deployment requests, support to COs to prepare Terms of Reference.
Minimum requirements:
Education: Completion of secondary education, preferably supplemented by technical or university courses related to the work of the organization. *For this position, a university degree (Bachelor’s or Master’s) from a recognized academic institution in a relevant field may be used in lieu of relevant work experience.
A minimum of 6 years of progressively responsible administrative or clerical work experience required.
Experience in community management and/or social media management.
Experience in managing data and statistics, including experience with PowerBI and Excel is an asset.
Languages: Fluency in English is required. Knowledge of French of Portuguese is an asset.
Desirables:
Developing country work experience and/or familiarity with emergency.
For every Child, you demonstrate…
UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values
The UNICEF competencies required for this post are…
(1) Builds and maintains partnerships
(2) Demonstrates self-awareness and ethical awareness
(3) Drive to achieve results for impact
(4) Innovates and embraces change
(5) Manages ambiguity and complexity
(6) Thinks and acts strategically
(7) Works collaboratively with others
Familiarize yourself with our competency framework and its different levels.
UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.
We offer a wide range of measures to include a more diverse workforce, such as paid parental leave, time off for breastfeeding purposes, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.
UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority, and discrimination. UNICEF is committed to promoting the protection and safeguarding of all children. All selected candidates will undergo rigorous reference and background checks and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.
UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled.
Remarks:
As per 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.
UNICEF’s active commitment to diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable candidates are encouraged to apply.
Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.
UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.
All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.