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Human Resources Officer (NOA), Fixed Term, Port Sudan, Sudan - MENA, #128716, (for Sudanese only)

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Job no: 573242

Contract type: Fixed Term Appointment

Duty Station: Port Sudan

Level: NO-1

Location: Sudan

Categories: Human Resources

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, commitment.

II. Organizational Context and Purpose for the job

UNICEF is a leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health careand education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers and policy makers to help all children realize their rights—

especially the most disadvantaged.

Job organizational context:

The Generic Job Profile for a Human Resources Officer, at the P1/NOA level, can be used either in the Division of Human Resources, a UNICEF country office, or regional office. They generally report to a Human Resources Specialist/Manager, at either the NOC/P3 or NOD/P4 level, or in some rare cases, Chiefs of section at the P-5 level. This GJP covers a broad range of HR functions, however, depending on the context, the incumbent may focus on all, some, or only one or two areas with great depth. In addition, there may be additional functions not mentioned in the GJP. If this is the case, this can be made clear in work plans and/or individual performance plans. The P-1/NOA level is an entry professional level and should therefore be used for training purposes under close guidance by an expert on HR for the purpose of acquiring organizational knowledge of rules, regulations and processes to supplement academic and theoretical knowledge of the profession for upward mobility to higher responsibilities.

Purpose for the job

The HR Officer reports to the HR Manager/Specialist/Chief for close guidance, training and supervision. The Officer provides support to the supervisor and colleagues in the unit by executing HR services through applying knowledge of theoretical

How can you make a difference?

I. Key functions, accountabilities and related duties/tasks:

Summary of key functions/accountabilities:

1. Business Partnering

· Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.

· Under the supervisor’s guidance, provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.

· Support supervisor in proactively advising clients on the resolution of human resources issues by recommending equitable and transparent solutions that protects both the staff and organization’s interests in accordance with policies, regulations and procedures.

· Research and compile data that conveys organizational progress towards gender equity and cultural diversity.

2. Strategic Human Resources

· Help supervisor liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation.

· Research and provide data which helps inform the improvement of HR systems, policies and processes.

· Keep abreast and research best and cutting edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

3. Support to Implementation of assigned Human Resources Services

· Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.

· When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.

4. Learning and Capacity Development · In collaboration with business owners, support the design and delivery of learning plans for staff.

· Contributes to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.

· Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.

· Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.

· Provide orientation briefing to new staff.

5. HR Data Analytics · Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.

· Support the development and implementation of data collection systems to optimize data quality.

· Coordinate with country offices and partners to provide assistance in their HR information management.

V. Impact of Results:

Through research, analysis and interpretation of policy, carried out under very close supervision,

the incumbent strengthens the supervisor’s capacity in effectively and efficiently executing all

human resource services and tasks.

The impact is thus centered on providing through and accurate analysis of individual cases and

processes. While the type of analysis and decision-making varies among the different HRM

specialties, typical examples include:

· Researching a body of rules, regulations and precedents to determine eligibility for entitlements or benefits

· Helping the supervisor determine qualification requirements for vacant posts

· Comparing the qualifications of several candidates with those of the post

· Classifying unique job descriptions by application of promulgated classification standards.

· Helping determine the action needed in order to improve staff skills through the identification of individual and organizational training needs

· Researching the most appropriate methods of training to meet these needs or analyzing work to determine the relative worth of jobs

If you would like to know more about this position, please review the complete Job Description here: Human Resources Officer NOA_new335 - SUD24092.doc

To qualify as an advocate for every child you will have…

Minimum requirements:

VII. Recruitment Qualifications

Education: A University Degree in human resource management, business management, international relations, psychology or another related field is required

Experience: One year of professional experience in human resource management in an international organization and/or large corporation is required.

Language Requirements: Fluency in English and Arabic is required. Knowledge of another official UN language (Chinese, French, Russian or Spanish) is an asset.

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…

i) Core Values · Care · Respect · Integrity · Trust · Accountability · Sustainability ii)

Core Competencies (For Staff without Supervisory Responsibilities)

* § Demonstrates Self Awareness and Ethical Awareness (1)

§ Works Collaboratively with others (1)

§ Builds and Maintains Partnerships (1)

§ Innovates and Embraces Change (1)

§ Thinks and Acts Strategically (1) § Drive to achieve impactful results (1)

§ Manages ambiguity and complexity (1)

*The 7 core competencies are applicable to all employees. However, the competency Nurtures, Leads and Managers people is only applicable to staff who supervise 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:

UNICEF’s active commitment to diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable female 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.

Additional information about working for UNICEF can be found here.

Advertised: E. Africa Standard Time

Deadline: E. Africa Standard Time