The Human Resources Officer leads the Organisation Development Unit (ODU). The aim of ODU is to increase organization effectiveness through planned change in processes and systems and increased capacity of staff. He/ She plans, organizes, manages and supervises the work of the Unit in process and system change, capacity building, career development, performance management, staff engagement, language, communication training, etc. Within limits of delegated authority, he/she will be responsible for the following duties: GENERAL:
• Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
• Monitors and ensures the implementation of human resources policies, practices and procedures.
• Keeps abreast of developments in various areas of human resources.
• Prepares reports and participates and/or leads special human resources project.
• May plan, organize, manage and supervise the work of the Unit/Section assigned.
• Interacts regularly with clients – Divisions and staff members – to understand existing and emerging HR requirements to pro actively deliver the same. Works to provide senior managers advice on HR related matters pertaining to learning and organisation development.
• Coordinates internal and external audits of HR processes. Works towards ensuring zero audit observations. RECRUITMENT AND PLACEMENT:
• Serves as ex-officio in or secretary to appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures.
• Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters. ADMINISTRATION OF ENTITLEMENTS:
• Advises the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements.
• 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.
• Represents the office in joint bodies and working groups relating to salaries and other conditions of service. STAFF DEVELOPMENT AND CAREER SUPPORT:
• Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes.
• Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates. • Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact.
• Provides advice on mobility and career development to staff at all levels in all categories.
• Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS).
• Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization in coordination with senior managers and leaders in line with calendar.
• Formulates examination policies, and develops and prepares examination questions and papers.
• Coordinates the annual learning needs assessment exercise and the preparation of the ECA Annual Learning and Development Calendar.
• Under the supervision of the Chief Human Resources Officer coordinates the implementation of the ECA Strategy to reposition HRMS as a Centre of Excellence for Learning & Development.
• Ensures effective use of Learning Management Systems and Performance Management Systems to enhance organisation effectiveness.
• Coordinates commission-wide initiatives to manage change through effective communication, change management training interventions and by partnering with client divisions.
• Acts as the Secretary of ECA’s Learning and Capacity Development Committee (LCDC) and ensures the LCDC meetings are organised and agenda items are circulated to all members in timely manner, meeting minutes are recorded, and action points implemented. OTHER DUTIES:
• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
• Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.
• Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities.
• Represents the management in classification appeal cases.
• Conducts and coordinates salary surveys assessing the labour market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff.
• Prepares classification analysis of jobs in Professional and General Service and related categories.
• Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
• Coordinates duty station classification and subsistence allowance surveys.
• Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests.
• Collects and analyzes data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting.
• Under the supervision of the Chief Human Resources Officer, coordinates the Staff Engagement Surveys to ensure high participation and works towards preparation of the Action Plan emanating from the findings of the Staff Engagement Survey.
• Works with the focal points for the gender parity strategy, and issues related to persons with disabilities to provide coherence to approach.
• Coordinates the implementations of strategies in these areas through the focal points to ensure defined outcomes are delivered.
• Acts as a back-up for other functions within HRMS when the need arises.
• Coordinates commission-wide initiatives to manage change through effective communication, change management training interventions and by partnering with client divisions.
• Performs any other duties as assigned by the Chief HR and/or Director of the Division of Administration.
• 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. Able to analyze and interpret data in support of decision-making and convey resulting information to management. The ability to analyze and interpret data in support of decision-making and convey resulting information to management.
• Planning& 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.
• Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.
• Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines that the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is an advantage.
Work Experience
A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required. Experience in data analytics or related area is desirable. Minimum of 3 years experience in training and capacity development experience in the intergovernmental organization is desirable.
