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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