Associate human resources officer.

Vacance de poste
• Référence de l’avis de vacance: 256579
• Réseau d’emplois : Management and Administration
• Famille d’emplois : Human Resources
• Catégorie et classe : National Professional Officers, NO-B
• Lieu d’affectation : DAKAR
• Département/Bureau : SRSG for West Africa/United Nations Office in West Africa
• Date limite de candidature : Apr 15, 2025

Org. Setting and Reporting
The United Nations Office for West Africa and the Sahel (UNOWAS) is entrusted with the overall mandate of enhancing the contributions of the UN towards the achievement of peace and security in West Africa and the Sahel. It engages in preventive diplomacy, good offices and political mediation and facilitation in countries in West Africa and the Sahel. The position is located in the Human Resources Unit of the United Nations Office for West Africa and the Sahel (UNOWAS), The Associate Human Resources Officer will provide services to both UNOWAS and The Cameroon Nigeria Mixed Commission (CNMC) and his/her works implies frequent interactions with the following: Specialists at duty station, as well as other duty stations; Colleagues and senior staff throughout the UN, both inside and outside the duty station; Government officials and counterparts in other UN organizations.

Responsibilities
Under the direct supervision of the Chief Human Resources Officer (CHRO) and general guidance of the Chief of Mission Support (CMS), within the delegated authority, the Associate Human Resources Officer will be responsible for the following duties:

Recruitment and Staff Selection
• Provides support in the management of recruitment process including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing and screening of candidates.
• Support the review job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with GJPs and Standard on Requisitions;
• Assists in the preliminary review, prepares and submits recruitment cases to (Field) Central Review Bodies,
• Arranges and conducts interviews for selection of candidates.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and providing inputs on new procedures on recruitment and staff selection.
• Plans, organizes, and administers the National Competitive Examinations, G to P Examinations, Language professional examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff. Administration of entitlements and Benefits
• Advises on the development and implementation of United Nations policies and practices on entitlements.
• Provides advice to managers and staff on human resources related matters
• Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.
• Evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to FPD through the CHRO, where necessary.

Planning and Budget
• Supports the mission planning process throughout the mission lifecycle by conducting reviews and analysis for determining on the staffing requirements and organizational structure.
• Assists with the review of recommendations resulting from staffing reviews and translates them into staffing requirements for purpose of budget preparation.
• Conducts initial review and analysis on the staffing aspects of the mission’s budget based on the DOS guidelines.
• Reviews 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.
• Assists the supervisor in ensuring that expenditures related to staffing are within the budgeted staffing costs, coordinating with the Finance and Budget Units to ensure availability of funds.
• Advises 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.
• Assists in reviewing and processing requests for classification, providing advising and answering queries on classification procedures.

Performance Management
• Assists 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.
• Maintains contacts with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans.
• Gathers data on full compliance of ePAS and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-offico member.
• Provides advice to staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.
Staff Development
• Researches and identifies training opportunities for HR staff as well as staff in general, and plans and prepares the mission training budget in coordination with the integrated training service.
• Assists with the development of training programmes staff, in coordination with the integrated training service, giving particular attention to developing and implementing career development paths for national staff members.
• Assists with the assessment of skills, expertise and knowledge requirements of human resources staff, contributing to the designing of individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HRIS.

Administration of Justice
• 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 purpose of resolving them at the lowest practical level.
• Assists with the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. Staff and Management Relations
• Provides inputs on various HR matters for purpose of discussions and dialogue between the management and international and national staff unions (Field Staff Union and National Staff).
• Participates in meetings with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Head of the Mission and Chief of Mission Support;
• Assists the supervisor, 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.

Other:
• Assists in the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action.
• Assists with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings.
• Assists in reviewing and processing requests for classification, providing advising and answering queries on classification procedures and processes
• Conducts research on precedents, policy rulings and procedures.
• Maintains human resources information systems, including constant update and generation of information and reports (e.g Management and Mission Support Dashboard) for use by management
• Performs other duties as required.
Results Expected:
• Applies knowledge with respect to the full range of human resource management activities of the Department/Unit. Adheres to applicable UN guidelines, policies and procedures while undertaking these duties.

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 & 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.

Education
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 additional experience may be accepted in lieu of the advanced university degree.


Job – Specific Qualification
Not available.

Work Experience
• A minimum of two years of progressively responsible experience in human resources management, administrative services or related area is required. Experience in Enterprise Resources Planning systems (Inspira, Umoja or similar tools) is required.
Languages
• English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English and French (both oral and written) is required.
Assessment
• Evaluation of qualified candidates for this position may include a written assessment followed by a competency-based interview.

Special Notice
This position is temporarily available until 10 April 2026. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. Candidates for the National Professional Officer category shall be of the nationality of the country where this position is located. A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station. This temporary job opening may be limited to « internal candidates, » who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15. •Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation. Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as « retirement. » Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service. At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.


United Nations Considerations
According to 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. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship.

Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

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.