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24 May 2016

UN Human Resources Officer Jobs - United Nations Regional Service Centre Entebbe (RSCE)

Job Title:          Human Resources Officer
Organization: United Nations Regional Service Centre Entebbe (RSCE)
Duty Station: Entebbe, Uganda
Job Opening Number: 60045
Reports to:  Service Line Manager

About RSCE:
The Regional Service Centre Steering Committee is the decision-making body for RSCE, in compliance with General Assembly resolutions, United Nations Secretariat rules and regulations, strategic guidance from United Nations Headquarters and oversight bodies. The Steering Committee consults with the Global Field Support Strategy Implementation Coordination Team, as required.

The Regional Service Centre, as approved by the Member States, is owned, managed and staffed by the regional missions it serves. This framework reinforces the existing missions’ chain of command structures and lines of authority in a manner that does not create an additional layer between Headquarters and the regional missions. It also ensures that staffing for RSC.

Key Duties and Responsibilities:  Within delegated authority, the Human Resources Officer will be responsible for the following duties: (These duties are generic and may not be carried out by all Human Resources Officers at this level)
1. Recruitment and Placement:
  • Projects and monitors vacant posts of assigned level/group, Secretariat or mission wide and ensures adherence to policies and procedures in filling these posts.
  • The incumbent oversees the recruitment process including development of recruitment strategies and plans, coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing and screening of candidates.
  • Keenly review job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with the approved or classified documents. 
  • Carries out primary review, prepares and submit recruitment cases to approving officials/entities.
  • The jobholder arranges and conducts interviews for selection of candidates.
  • Regularly reviews recommendation on the selection of candidate by client offices.
  • Actively participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection.
  • Represents the organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.
  • Under the direction of OHRM, coordinate and administers language proficiency examination and other programmes and tests related to the recruitment of professional, general service and other categories of staff.
  • Manages the recruitment and selection of national staff ensuring the development of job descriptions for approved posts, liaising with the UNHQ on the classification of such posts, advertising and guiding managers on the selection process in line with UN rules and regulations.
2. Administration of Entitlement and Benefits:
  • Guides the Head of Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements.
  • Provides advice and guidance to managers and staff on human resources related matters.
  • Represents the office in Joint bodies and working groups relating to salaries and other conditions of service.
  • Regularly reviews and recommends level of remuneration for consultants.
  • Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.
  • Supervises the process of knowledge/awareness building amongst programme managers, senior management and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by HR Section, including consistent implementation of delegated authority.
  • Keenly monitors and evaluate the effectiveness of related guidelines, HR Rules, regulations, practices and procedures, and recommends revision to FPD, where necessary.
3. Planning and Budget:
  • Actively participate in the mission planning process throughout the mission lifecycle for determining the staffing requirements and organizational structure; also conducts analysis and provides inputs on emerging capacity gaps in accordance with the mission’s mandate.
  • Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the FPD guidelines on budget review.
  • Reflects recommendations of the staffing table reviews into the staffing stable requirements for purpose of budget preparation;
  • Constantly reviews and monitors staffing related costs and expenditures in UMOJA in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Office to deploy funds to meet any shortfall;
  • Ensure that expenditures related to staffing are within the budgeted staffing costs, coordinating with Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds.
  • Guides the hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations.
  • Renders support in reviewing and processing requests for classification, providing advice and answering queries on classification procedures.
4. Performance Management:
  • Offers supports to the mission in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans.
  • Coordinate with the integrated Mission Center to organise training/orientation programmes in performance management and supervisory skills as well as work plans.
  • Ensures full-compliance of e-performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member.
  • Counsel staff and Managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.
5. Staff Development:
  • Provides regular information on global vacancies and opportunities for the generic rostering system and works with PFD as a conduit for headquarters initiatives and as the initiator of individual career advice and counselling.
  • Advises staff on training opportunities for HR as well as in general giving particular attention to developing and implementing career development paths for national staff members;
  • Continuously assesses the skills, expertise and knowledge of the HROs and HRAs, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems (IMIS, Nucleus, ERP, etc.)
6. Administration of Justice:
  • Researches and compiles the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system.
  • Provides inputs to efforts and measures aimed at addressing and mitigating staff grievances with the purposes of resolving them at the lowest practical level.
  • Actively contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.
7. Staff and Management Relations:
  • Supports dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee respectively) to discuss HR matters and related staff issues.
  • Participates in meetings with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Head of the Mission and Director/Chief of Mission Support.
  • Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc.
8. Others:
  • Under the supervision of the CHRO, the HRO contributes to the monitoring and evaluation of the implementation of delegated authorities, through inter-alia, the human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the senior Manager’s compact.
  • Actively participate in the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and report on possible gaps and risks and recommends corrective action.
  • Renders support in the development of a communication strategy with the dedicated intranet page on HR issues and regular formal and informal meetings.
  • Conducts research on precedents, policy rulings and procedures.
  • Maintain human resources information systems, including constant update and generation of information and reports for use by management
  • Performs any other duties as required.

Qualifications, Skills and Experience: 
  • The ideal candidate for the United Nations Human Resources Officer job placement should hold 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 qualifying experience may be accepted in lieu of the advanced university degree.
  • At least five years of progressively responsible experience in human resources management, administration or related area.
  • Previous experience in the use of UMOJA as an HR Partner is desirable.
  • Previous experience in the human resources management of an international organization is desirable.
  • Languages: English and French are the working languages of the United Nations Secretariat. For this position, fluency in oral and written English is required. Knowledge of a second official United Nations language is an advantage
Personal Competencies:
  • Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. 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.

NB: The United Nations does not charge a fee at any stage of the recruitment process (Application, interview meeting, processing, or training). The United Nations does not concern itself with information on applicants’ bank accounts.

How to Apply:
All suitably qualified and interested candidates desiring to serve the United Nations Regional Service Centre at Entebbe (RSCE) in the aforementioned capacity should express their interest by visiting the UN recruitment website and clicking Apply Now.


Deadline: 2nd June 2016

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